Prepared for Lloyds Banking Group
Organisations are continually looking to attract and recruit the very best graduates; to do so means having to be totally inclusive in all their recruitment practices.
Whilst much progress has been made to recruit more female graduates and graduates
from Black and Minority Ethnic (BME) groups into industries such as finance and
banking, law and professional services little, if any, progress has been made to attract
and recruit graduates who have a disability or long term health condition.
The reasons for this are many and varied including not knowing how to approach it, a
fear of getting it wrong, and not feeling comfortable about how to interact and engage
with disabled people. However the overriding reason is that graduate recruiters do
not understand this target group of candidates and therefore do not know how to
best engage with them and market their opportunities to them. To make real
progress in attracting and recruiting disabled graduates employers first have to
understand how they search for graduate job and also how they choose their
This piece of independent research has been carried out by Lloyds Banking Group to
understand how disabled graduates search for jobs. It is the first time this subject has
been explored in any depth and the results provide crucial information that can be
used to more effectively engage with this talent group and encourage them to apply
to the organisation. The results highlight what is important to disabled graduates,
provides insights into how best to engage to with them, and details the types of
support and guidance they are looking for and which, if provided, will encourage
them to view a prospective employer more favourably.
It is hoped that this ground breaking piece of research will provide Lloyds Banking
Group with the information it needs to make real progress in attracting and recruiting
talented disabled graduates to its organisation.