Disability, Mental Health and Wellbeing

Area

What we set out to achieve

Progress made

Attraction & recruitment

To actively implement ways to attract people with disabilities.

To provide an inclusive and welcoming recruitment process which allows individuals to shine. 

•      Clearly displaying the Disability Confident logo reassures candidates we are welcoming of and wish to encourage disabled applicants.
  
  
•      Our careers page spells out our commitment to diversity and inclusion.
  
  
• Throughout the recruitment process, opportunities are provided for candidates to identify as disabled, enabling adjustments to be offered at any stage- from application to assessment.
  
  
• We are committed to offering an interview to all disabled candidates who meet the minimum criteria of the role.
  
  
•          Interviewing managers have completed unconscious bias training to help us secure the best candidates regardless of sex, race or disability.
  
  
•          We are investing in a new recruitment system to enable us to track and report on equal opportunity data in a more robust manner.

Next steps

•           An ongoing review of our interview processes, including strength-based interviews and different approaches for diverse individuals.
  
  
•        Using the Equal Opportunity data to inform future actions.
  
  
•           Encouraging recruitment partners in their diversity journey.

Internal support for colleagues with disabilities

To provide multi-faceted support for colleagues with disabilities.

•           Regular wellbeing meetings for all colleagues who disclose a disability or medical condition, including those that develop during employment, to ensure they are receiving appropriate support and/or adjustments.
  
  
•      Employee Assistance Program and Occupational Health are available to support our colleagues.
  
  
•      Flexible working practices allow disabled colleagues to choose how, when and where they work.

Promoting a disability-friendly culture

To enable all colleagues to bring their true selves to work.

•      Our internal equality, diversity and inclusion networks encourage an open and accepting culture. 
  
  
•      Our Neurodiversity Lived Experience Panel ensures our content and learning experiences are as accessible as possible to all team members.
  
  
•      Individuality is one of our core Values, and as a company we recognize and celebrate the power of difference and diversity, welcoming people from all backgrounds.
  
  
•      We have created interactive online resources championed by senior leadership to promote our Equality, Diversity & Inclusion culture. We ask that all new starters review this as standard.

Next steps

•      We will continue to focus on diversity, with speakers and other activities planned to raise awareness and provide information on how to support colleagues.

Data gathering

To use employee engagement surveys to collect data on levels of employee engagement.

To improve our understanding of our diversity demographic to inform our future decisions.

•      'All about me' page captures personal data on a voluntary basis, including any new, existing or changing disabilities during the course of employment. 68% of team members have completed this page and we are looking to increase this number with the introduction of a new HR system.  As of June 2023, 3% of colleagues have shared that they have a disability. We also capture neurodiversity information on a voluntary basis and 65% of colleagues have completed this page with 6% sharing that they are neurodiverse.
  
  
•      Released annually, our Employee Engagement Survey is designed to gather data around how our colleagues feel about working at Mind Tools. Our 2023 score shows that 66% of our team  feel fully engaged, and a positive score of 90% around ED&I. We have initiatives planned to improve on this in the coming years.