There has been a 70 per cent increase in the number of disabled workers recruited into mainstream jobs during the first three months of the year, representing a record high and indicative of changing attitudes towards disabled works in the UK.
The increase shows that more disabled workers are finding work alongside able-bodied colleagues, suggesting that employers may be doing more to accommodate disabled workers and exploit the talent that is available.
Bob Warner of Remploy, the company that published the statistics, asserted that positive change is being put into effect in the area of disability in the workplace.”
These new figures show that investing in preparing and training disabled people for mainstream employment works,” he said.
Mr Warner continued to state that on the whole, disabled workers prefer to work in a mainstream environment where they can make the most of their skills and assets.”
Disabled people tell us that they would prefer to work in open employment with non-disabled colleagues and employers are now more aware of the skills and abilities disabled people bring to their business,” he explained.
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Employers in Britain are planning to more aggressively recruit gay, disabled, female and Asian workers in 2007 and 2008, a new poll reveals.
More than 215 hiring managers and 500 workers were surveyed for job site CareerBuilder.co.uk by Harris Interactive and 21 per cent said that they planned to enhance their recruitment process for women, 16 per cent for disabled workers, 13 per cent for Asian workers and gay/lesbian workers (eight per cent).
A quarter of employers polled (26 per cent) said that they planned to increase their staff numbers by more in the last six months of 2007 than the first, with nearly 49 per cent of bosses hiring more workers in the first half of the year.
Entitled 2007 UK Job Forecast, the study predicts that job growth in Britain will remain stable until the end of this year and employers will “remain committed to expanding the demographics of their staffs”.
Dave Smith, Managing Director of CareerBuilder.co.uk. “UK employers will continue to struggle with a shrinking skilled labour force as Baby Boomers move closer to retirement and the smaller generations of replacement workers falls under quota.”
The UK workforce can also expect to see employers become more creative in their recruitment and retention efforts, evident in higher salaries, increased training and more flexible work cultures.”
A raft of new legislation protecting workers from age, racial, religious, gender and other forms of discrimination in Britain has highlighted the importance of workplace diversity in Britain.
This story was first published by Adfero
It’s not what you say but how you say it that may cause judgement from your work colleagues, research has found.
A poll by hearing campaign Heal the World found that 15% of 4,000 respondents would take a work colleague less seriously if they had an accent, while 11% said an accent would influence whether or not they did business with them.
One-quarter of respondents said the Brummie accent was the most annoying, with a Scottish accent perceived as the most aggressive.
People who spoke the Queen’s English were thought to be the most intelligent, while seven in 10 respondents said it carried the most authority.
The Scouse accent was found to be the most untrustworthy according to one in three respondents, followed by Cockney, which received 22% of the votes.
Dr Glenn Wilson, a psychologist at Kings College, London, said: “Accents can play a huge role in our initial attitude towards others. This explains why some people are more likely to adapt their accent to avoid being stereotyped and to encourage a particular impression.”
“There are essentially two components to an accent – location and strength. The location of someone’s accent encourages particular stereotypes and we presume people with stronger accents are less intelligent and are educated to a lesser degree,” Wilson added.
This story was first published by Personnel Today
The Fawcett Society today issued a challenge to the new prime minister to be the first to ensure that women and men in the UK are equally rewarded for their work.
Although equal pay legislation has been in force for more than 30 years, there’s still a pay gap women working full-time still earn on average 17% less per hour than men working full-time, and women working part-time earn 38% less.
Dr Katherine Rake said: “Women tennis players are finally enjoying equal pay at Wimbledon – it’s time for Gordon Brown to give all women a sporting chance and finally end the pay gap. The ball’s in his court.”
Practical steps to end the pay gapAs the leading campaign for equality between women and men, Fawcett has set out the practical measures that Government could take to end the pay gap. These include:
- Safeguards: Compulsory pay audits for all organisations
- Bold ambitions: The Government to set dates for finally closing the pay gap
- Tackle long hours: Full sign-up to the EU’s Working Time Directive and other steps to tackle our long hours working culture, which limits the ability of women with caring responsibilities to compete on an equal basis with men.
- Include men: Government and employers to encourage men – not just women – to engage with work-life balance issues.
- New rights: a right to work flexibly for all employees, unless there is a strong business case against it