We talked with Jane Hatton, Founder of Evenbreak,
about working with a disability, why everyone at Evenbreak works from home –
and how remote jobs can increase employment options
Evenbreak is a job board with a difference. It’s a social enterprise founded to connect disabled job seekers with employers – and to help employers find talented disabled candidates.
Founded in 2011 by Jane Hatton, Evenbreak has helped a wide range of employers to reach a diverse talent pool. Their impressive client list includes John Lewis Partnership, Lloyds Banking Group, the BBC, Wellcome Trust and many more.
Evenbreak is run by disabled people for disabled people. Everyone on the team and board has a disability or health condition. The entire Evenbreak team also works flexibly and from home.
How Evenbreak has built a diverse, remote team
Evenbreak itself is a remote-friendly employer. According to Jane, ”We all work remotely, from home. For us, having an office adds an extra cost that we don’t need. But it’s about more than saving money. Working from home means we can offer a totally flexible working environment. For example, if someone has a condition such as ME, which means they need to work in short bursts and then rest, working from home makes that totally doable.”
Jane Hatton, Founder of Evenbreak
As Jane points out, some people with ‘hidden’ conditions, such as social anxiety or Autism, find that a busy commute and a noisy office full of distractions can be overwhelming – making it harder work to their full potential. A quieter home-based job can be a good solution.
“…We all work remotely, from home. For us, having an office adds an extra cost that we don’t need. But it’s about more than saving money. Working from home means that we can offer a totally flexible working environment. For example, if someone has a condition such as ME, which means they need to work in short bursts and then rest, working from home makes that totally doable.”
Resources for employers
Employers who perhaps haven’t hired someone with a disability before often have questions and concerns, and there may be misconceptions to be overcome. Evenbreak’s website has a wealth of information for any employer who would like to know more about attracting, hiring and working with someone with a disability.
For example, their blog covers a wide range of topics – including best practice when working with disabled staff, supporting colleagues who are dealing with mental health challenges or illness, and lots more. Evenbreak also offer a best-practice portal for organisations who really want to develop their understanding of how to attract and work with talented disabled employees.
Making the business case
Evenbreak also promotes the business case for employing people with disabilities. As Jane points out, there are lots of sound business reasons for an employer to consider disabled candidates:
- It widens the pool of candidates you can hire from – some amazingly talented people with disabilities are not working, just because they’ve been overlooked by employers.
- It gives companies a competitive edge. A more diverse workforce that more accurately reflects the community can help organisations to attract a more diverse customer base. Many companies are unaware that there are 13m disabled people in the UK, spending over £249bn every year.
- Employers who are seen as inclusive find it easier to attract and keep good candidates – both with and without disabilities.
- Data has shown that disabled candidates are highly productive, take less sick leave and remain in jobs longer – all a big plus for employers.
If you’d like to know more about how to attract and work with candidates with a disability, do head over to Evenbreak’s site, or get in touch with Jane to discuss how they can help.
If you have a disability of any kind, it’s free to use Evenbreak’s job board – and they have lots of resources to assist candidates with career planning, identifying strengths, personal development and lots more.
With many thanks to Jane Hatton, Founder of Evenbreak.
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