Inclusive recruitment - new suite of resources

How to recruit and support disabled staff

We have developed a new employer toolkit, a series of videos, and a health passport to help you attract and retain disabled talent in your organisation.

These resources have been created with the input from NHS colleagues along with the views of disabled staff. The interactive toolkit focuses on:

  • how to create adverts, job descriptions and person specifications which are open and accessible by using plain language, avoiding acronyms and jargon and considering using easy read formats
  • how to inclusively support a wide talent pool in your recruitment exercises
  • what best practice in workplace support for disabled staff should look like across HR, IT and occupational health to ensure that there is holistic support available to the individual.

Access the toolkit.  

New inclusive recruitment videos

The toolkit features a suite of four new case study videos which support you in specifically understanding the benefits of ensuring robust and reasonable workplace adjustments for your staff.

Each video features a member of NHS staff who shares their individual story relating to the workplace support they have received that has enabled them to thrive in their roles.

The videos begin with an introduction from Emma Wood, deputy chief executive at Gloucestershire Hospitals NHS Foundation Trust, who explains the importance of line manager support and organisational culture in supporting disabled staff to excel at work.

 

Case study videos

Paul Belk is a payroll officer at Northumbria Healthcare. Watch Paul's video.

Haseeb Ahmad is an equality, diversity and inclusion lead at Leicester Partnership Trust. Watch Haseeb's video.

Naomi Harris is a occupational therapist at East London Healthcare Foundation Trust. Watch Naomi's video.

Emma Wood is deputy CEO and director of people at Gloucestershire Hospitals NHS Foundation Trust. Watch Emma's personal story.

Health passport

The health passport has been designed for individuals working in the NHS with a disability, long term health condition, mental health issue or learning disability/difficulty.

It allows individuals to easily record information about their condition, any reasonable adjustments they may have in place and any difficulties they face.  

The passport helps to ensure there is a clear record and can be used with new line managers to explain what is needed in the workplace to help them carry out their role.

View the health passport and accompanying guidance for managers.

Background

Recruiting and supporting disabled people and those with learning disabilities/difficulties into the NHS is crucial in the face of ever-increasing workforce supply challenges across the system.

The NHS is currently missing out on a huge talent pool when it excludes disabled people from gaining employment in the NHS. There are currently 6.8 million unemployed disabled people who could contribute to the NHS workforce. There are huge benefits to be had from seeking to increase recruitment with these groups of the local population; NHS workforce better reflecting the diverse communities it serves, increased retention and staff experience, improved creativity of thought within teams, reduced sickness absence and increased profile locally as an employer of choice.

NHS organisations should increasingly seek to ensure they are supporting, celebrating and providing a positive workplace culture for their disabled staff as the Workforce Disability Equality Standard (WDES) came into effect this year.

Find out more about recruiting and supporting disabled staff.  

 

 

 


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