We’re at the OPEN event, in which students with a disability or a long-term health condition are learning how to apply to commercial law firms.
The number of disabled graduates securing jobs straight out of university is “not good enough”, according to the CEO of disability consulting firm My Plus Consulting.
A new website aims to help them through the graduate application process and into a top job.
Applying for graduate jobs is stressful enough, without having to worry how employers will view your disability.
My Plus Students' Club (formerly Great with Disability) will provide a platform for companies to engage with disabled graduates
Negotiating with an employer is a delicate process at the best of times.
On 29 February, My Plus Consulting hosted more than 40 delegates for a Graduate Recruiter’s Disability Café to look at how uniform recruitment processes may potentially exclude otherwise talented individuals from roles which they are more than competent of fulfilling.
“Willing but could do better” was the term a group of graduate recruiters recently used to describe their efforts at attracting disabled graduates to their organisations.
LawCareers.Net was lucky enough to be invited to the OPEN event hosted at Linklaters earlier this month.
‘Open 2012’, which will take place on 3 February, will give aspiring lawyers with disabilities the opportunity to take part in a number of workshops and presentations with law firms Allen & Overy, Ashurst, Clifford Chance, Eversheds, Freshfields Bruckhaus Deringer, Hogan Lovells and Linklaters.
Trainees, partners and recruiters from Linklaters, Hogan Lovells, Clifford Chance, Freshfields and Allen & Overy came to meet talented disabled students and graduates aspiring to a career in law.
In this honest and insightful article, Arunima proves that her disability proves far from being an obstacle to her career.
Last year Helen Cooke, Director My Plus Consulting, joined a small team to put together a projected aimed at engaging with children on the autistic spectrum.
There are many reasons why organisations find making progress in this area difficult however the overriding one is that organisations don’t know where to start.
As organisations cautiously begin to think about recruiting, once again our attention turns towards how we best market our career opportunities.
Do you sometimes feel that you are spending a lot of time and resource on trying to progress your disability agenda but aren’t actually getting anywhere?
Many organisations unknowingly and unintentionally exclude disabled individuals. Barriers exist in recruitment processes which prevent at disabled applicant for successfully applying and progressing through the process.
Organisations who want to proactively tap into the large talent pool of disabled graduates need to understand how to reach them.
In this fascinating and insightful article, Srin shares how he approached finding a job after graduating, the challenges he faced, and the obstacles he overcame.
If you are serious about diversity, you need to ensure that you have a real expert in each of the strands. Otherwise you will not even begin to do justice to it.