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Supporting Disabled People in the Workplace: A Guide for Inclusive Employment

01 July 2024

Creating an inclusive workplace is more than just a legal obligation—it's a vital part of fostering a diverse and productive work environment. Supporting disabled people in the workplace requires a commitment to accessibility, understanding, and continuous improvement. In this blog, we'll explore effective strategies to support disabled employees, the benefits of inclusive employment, and best practices for ensuring everyone feels valued and capable of performing at their best.


Understanding the Legal Definition of Disability at Work

Before diving into strategies and best practices, it's important to understand the legal definition of disability in the workplace. In the UK, the Equality Act 2010 defines a disability as a physical or mental impairment that has a substantial and long-term adverse effect on a person's ability to carry out normal day-to-day activities. This includes visible disabilities such as mobility impairments and invisible disabilities like chronic pain, mental health disorders, and neurodiverse conditions. The Equality Act requires employers to make reasonable adjustments to remove barriers that might disadvantage disabled employees.


Why Inclusive Employment Matters

Inclusive employment is crucial not only for ethical reasons but also for the myriad benefits it brings to a workplace. Here's why it matters:

  • Enhanced Innovation: Diverse teams bring varied perspectives, leading to more innovative solutions.
  • Increased Productivity: Employees who feel supported and included are generally more engaged and productive.
  • Positive Reputation: Companies known for inclusivity attract top talent and have better customer relations.
  • Legal Compliance: Adhering to laws like the Equality Act 2010 helps avoid potential legal issues.


Strategies for Supporting Disabled Employees

  1. Accessible Work Environment
    • Ensure physical accessibility in the office, such as ramps, elevators, and accessible restrooms.
    • Provide assistive technologies like screen readers, voice recognition software, and ergonomic workstations.
    • Make remote work options available when possible.
  2. Comprehensive Training Programs
    • Train all employees on disability awareness and inclusivity.
    • Offer specific training for managers to help them support disabled employees effectively.
    • Promote a culture of continuous learning and adaptation.
  3. Reasonable Adjustments
    • Customize work arrangements to meet individual needs, such as flexible hours or modified tasks.
    • Regularly review and update adjustments to ensure they remain effective.
    • Foster open communication to understand and address specific needs.
  4. Supportive Policies and Practices
    • Implement policies that explicitly support disabled employees, such as anti-discrimination policies and grievance procedures.
    • Establish a clear process for requesting and implementing adjustments.
    • Ensure confidentiality and respect throughout the process.
  5. Employee Resource Groups (ERGs)
    • Create ERGs for disabled employees to share experiences and support each other.
    • Encourage allies and advocates to participate in these groups.
    • Use feedback from ERGs to inform policies and practices.
  6. Regular Feedback and Improvement
    • Conduct regular surveys and feedback sessions to understand the needs of disabled employees.
    • Act on the feedback received to improve workplace accessibility and inclusivity.
    • Celebrate successes and recognize contributions to foster a positive environment.


Physical, Mental, and Neurodiverse Disabilities: Equal Consideration

When discussing disability in the workplace, it's crucial to consider physical, mental, and neurodiverse disabilities. Physical disabilities can include mobility impairments, visual or hearing impairments, and chronic health conditions. Mental disabilities can encompass conditions such as anxiety, depression, bipolar disorder, and ADHD. Neurodiverse conditions include autism, dyslexia, ADHD, and other neurological differences.

Supporting Physical Disabilities:

  • Ensure the workplace is physically accessible with ramps, elevators, and accessible restrooms.
  • Provide assistive devices like ergonomic chairs, screen readers, or hearing aids.

Supporting Mental Disabilities:

  • Create a supportive and flexible work environment that considers mental health needs.
  • Offer mental health resources such as counselling services and stress management programs.
  • Promote a culture that destigmatizes mental health issues and encourages open discussion.

Supporting Neurodiverse Employees:

  • Understand that neurodiversity includes a range of conditions such as autism, ADHD, and dyslexia.
  • Offer tailored support such as clear communication, structured tasks, and sensory-friendly environments.
  • Provide training for managers and staff to understand neurodiversity and foster an inclusive culture.

By addressing physical, mental, and neurodiverse disabilities, employers can create a truly inclusive environment that supports the well-being and productivity of all employees.


Having the Conversation: Open Communication and Support

Creating an inclusive workplace also means having open and honest conversations with affected employees. Here are some strategies:

Encouraging Open Communication:

  • Open Door Policy: Implement an open door policy where employees feel comfortable discussing their needs without fear of discrimination or judgement.
  • Regular Check-ins: Schedule regular check-ins with employees to discuss their experiences and any adjustments they might need.
  • Confidentiality Assurance: Ensure that all conversations regarding disabilities are kept confidential and handled with sensitivity.

Effective Conversations:

  • Listen Actively: Give employees your full attention and listen to their concerns and suggestions.
  • Be Empathetic: Show empathy and understanding. Acknowledge the challenges they face and express your commitment to finding solutions.
  • Collaborate on Solutions: Work together to identify reasonable adjustments and changes that can help the employee perform their job effectively.

By fostering an environment of open communication, employers can better understand and support the needs of their disabled employees, leading to a more inclusive and productive workplace.


Benefits of Supporting Disabled Employees

Supporting disabled employees doesn't just benefit them—it enhances the entire organisation. Some key benefits include:

  • Higher Employee Retention: Inclusive workplaces tend to have lower turnover rates.
  • Better Morale: An inclusive culture boosts overall employee morale and satisfaction.
  • Diverse Talent Pool: Attracting disabled talent widens your potential pool of skills and experiences.
  • Compliance and Risk Management: Proactively supporting disabled employees helps in maintaining compliance with relevant laws and reduces legal risks.


Creating an inclusive workplace for disabled people is not just the right thing to do—it's a smart business strategy that leads to a more innovative, productive, and positive work environment. By implementing accessible environments, offering comprehensive training, providing reasonable adjustments, supporting through policies, fostering ERGs, and seeking regular feedback, companies can ensure that all employees feel valued and supported.

Supporting disabled people in the workplace is a continuous journey of learning, adaptation, and improvement. By making a commitment to inclusivity, companies can unlock the full potential of their diverse workforce, driving success and innovation.



Mastering Money: Financial Wellbeing in the Workplace

25 April 2024

On Wednesday 24th April 2024 we ran, ‘Mastering Money: Financial Wellbeing in the Workplace’, where we were joined by two expert speakers, Kingsley Taylor and David Pugh, who shared practical tips and advice on budgeting, saving, investing, and managing debt.

This session covered:

  • Strategies for Employers to Support Employees Financially
  • Practical Money Management Tips for Individuals
  • Navigating Pensions and Retirement Planning
  • The Link Between Financial Wellbeing and Mental Health


Watch the full recording below



Understanding Social Work England Registration

28 March 2024

On Wednesday 27th March 2024 we ran, ‘Understanding Social Work England Registration’, where we were joined by Morgan Hunt's Social Care Business Director, Chris Armstrong, who shared his essential insights on efficiently navigating the Social Work England registration process as an overseas-qualified social worker.

This session will:

  • Give an overview of the registration process.
  • Talk through the timescales.
  • Explain the most common mistakes social workers make to cause delays with their application.
  • Talk through the dos and don'ts of the application process to ensure your application is dealt with as quickly as possible.


Watch the full recording below



Recruitment in Social Care: The Benefits of Using a Specialist Agency

18 March 2024

In the UK, the shortage of skilled social workers is a pressing concern. Most English councils struggle to recruit and retain social workers. It impacts the quality of care and support for vulnerable individuals. Social work and social care are areas of concern as services are projected to continue to see an increase in demand over the coming years.

At the start of the year, the UK Government unveiled a £600 million support package for local councils, with a £500 million boost to the Social Care Grant. This initiative aims to reinforce social care budgets and increase the core spending power for all councils by a minimum of 4%.

Retention and recruitment remain a challenge in 2024. In recent years, social workers have quit in record numbers as they struggle to cope with more challenging caseloads, the aftermath of the COVID-19 pandemic, and the cost of living crisis. In 2022, 5400 social workers left the profession, marking a 9% increase compared to 2021.

In 2023, Community Care launched a campaign to champion the social work profession. The Choose Social Work campaign showcases the brilliant work social workers do every day. It is one of many initiatives to encourage an uptake in social work careers.

On a global scale, World Social Work Day takes place on 19th March 2024. It celebrates the transformative role of social workers. This year’s theme is ‘Buen Vivir: Shared Future for Transformative Change’, which is rooted in the Global Social Work Agenda and emphasises the need for social workers to adopt innovative, community-led approaches.

While there is much going on to entice more social workers to the profession, recruitment in social care remains a challenge. And one that a specialist social work recruitment agency can help with.

Six benefits of using a social work agency include:


1. Understanding the sector
Social care recruitment agencies have an in-depth understanding of the social work landscape. From regulations and sector-specific nuances to the latest trends, social work agencies are well-versed in social work complexities. Specialised knowledge ensures that you are connected with candidates who have the necessary qualifications and align with the values your organisation needs.

2. Access to skilled social work professionals
Finding the right social worker isn’t about ticking boxes; it’s about making a positive impact on lives. Collaborating with a social work recruitment agency means tapping into an extensive network of skilled professionals. Morgan Hunt maintains close ties with diverse candidates, ranging from those with experience with local authorities to those from private organisations. This opens doors to various opportunities that may not be accessible through conventional recruitment methods. You can choose from a pool of candidates who align with your organisation's mission and values.

3. Specialist support
One of the key benefits of engaging with a social care recruitment agency is the personalised process. A social work agency invests time in understanding your organisation's needs and culture. By understanding your requirements, they ensure a fit between your team and the selected candidates. This contributes to the effectiveness of your organisation by placing individuals in roles where they can thrive and contribute.

At Morgan Hunt, we recruit for all positions, from front-line staff to management, in sectors including homelessness, mental health, supported housing, young people, and domestic violence. Each sector has a dedicated consultant with specific knowledge and expertise in their field.

4. Streamlined recruitment process
Time is of the essence when you need to fill critical social work positions quickly. For social work clients seeking to strengthen their teams, partnering with a specialised recruitment agency streamlines the hiring process. Morgan Hunt conducts candidate background checks and meticulously pre-screens and vet candidates. This saves your organisation time, budget, and resources. By entrusting the recruitment process to experts, you can concentrate on delivering essential care and support, secure in the knowledge that your team is backed by skilled social care professionals.

5. Helping to fill skills-short areas
The scale of the crisis in children’s social work was shown in figures for 2022 published by the Department for Education. It shows the number of professionals has fallen for the first time since data collection began in 2017 – despite rising need. The Local Government Association 2022 Workforce Survey revealed that more than 8 in 10 councils have difficulties recruiting children’s social workers. Eighty-three per cent of authorities said they had difficulties recruiting children’s social workers. Morgan Hunt has a strong track record of partnering with children’s services across the UK to recruit talented and passionate social workers from overseas into permanent front-line positions.

The findings also revealed that 7 in 10 struggled to recruit adult social care workers. Local authorities’ use of agency social workers in adults’ services rose by a quarter from September 2022 to September 2023, according to Skills for Care figures. To fill gaps in these areas, social work agencies in the UK can help.

6. Continued support post-placement
The relationship doesn’t end once a social worker is hired. Social care recruitment agencies provide ongoing support, ensuring a smooth transition for the social care worker and your organisation. From onboarding to addressing challenges, agencies are committed to long-term success.


Recruit in social care with Morgan Hunt

A social work recruitment agency can offer a long-term solution to improve your hiring strategy. We all understand the critical role that social care workers play in supporting vulnerable individuals and communities. Whether you’re part of a local authority, charity, the NHS, or housing association, having access to skilled and dedicated social workers is vital.

At Morgan Hunt, we recruit for public-sector social care jobs as well as private-sector recruitment in areas including:

  • Homelessness
  • Mental health
  • Supported housing
  • Domestic violence
  • Young people's support
  • Children's services
  • Adult services
  • NHS organisations
  • Temporary social work jobs

If you'd like to discuss your current social care recruitment campaign and how we can help, contact us.


How to Find the Best IT Skills for Your Organisation

06 March 2024

A strong IT team is crucial for any organisation and technology recruitment leads to this. Using a good IT recruitment agency ensures you attract the best skills for your team. In a skills-short market, tech recruitment agencies play a vital role.

A strong IT team ensures that your systems run well. They troubleshoot issues, minimising downtime and maximising productivity. When you have the best IT skills for your organisation, they will protect your organisation's data and systems from cyber threats. They implement cyber security measures, conduct risk assessments, and protect information. And it doesn’t stop there. IT teams drive innovation by adopting new technologies, streamlining processes, and improving efficiency.

Today, technology plays a key role in driving growth and innovation. Organisations, from large multinationals to public sector bodies, must adapt to stay competitive. Here’s where IT skills come into play: IT professionals today need a mix of technical and soft skills. But how do you identify the right ones? And put together a solid and reliable IT team?

Starting your Business Transformation Projects
Business transformation is about more than adopting new tools; it impacts every area of your organisation. Before your technology recruitment starts, consider your organisation’s vision, mission, and long-term objectives.  Your IT strategy needs to align with your business goals. Whether it's enhancing the user experience, streamlining operations, or implementing digital transformation, a clear vision will guide your technology recruitment.

Consider Digital Transformation Skills
Digital transformation is the heartbeat of modern organisations. Automation, AI tools, and ChatGPT are reshaping the business world. To implement new technology, specific roles and job titles are needed. This can include change management specialists, project managers, AI engineers, AI developers, data scientists, and Chief Technology Officers (CTOs).

Taking a Customer-Centric Approach
You need to think about how technology can enhance the customer experience. When writing job descriptions and talking to your IT recruitment agency, consider IT skills that bridge the gap between technology and customer needs.

Finding Skilled IT workers
There is an IT skills shortage in the UK and indeed in much of the world. 93% of businesses say there is a gap in IT skills within the UK jobs market. These are the findings from The IT Skills Gap Report. This means that you may need to tap into the hidden talent of passive candidates and also consider offering remote tech jobs.

Passive Candidates Benefits
Passive candidates aren’t searching for IT jobs online but they are not unresponsive to hearing about opportunities with different employers. A professional IT recruitment agency, such as Morgan Hunt Technology, will have access to a solid database of passive candidates. They will be familiar with the IT jobs you are looking to fill. Experienced technology recruitment consultants also assess soft skills and candidate career plans. So, you’ll interview candidates with skills beyond their technical qualifications and experience.

Digital Transformation Skills Needed
Look for IT professionals who have a mix of skills. These skills can help ensure that your business stays competitive and adaptive to technological advancements.

  • Cloud Computing
  • Data Analytics
  • Artificial Intelligence (AI)
  • Cybersecurity
  • DevOps
  • ERP (Enterprise Resource Planning) systems
  • Computer Languages

As businesses continue to migrate to the cloud, knowledge of platforms including AWS, Azure, or Google Cloud is invaluable. Skills in data analysis, machine learning, and AI are indispensable. Nowadays, protecting sensitive data has never been so important. IT professionals skilled in cybersecurity and threat detection are vital. Programming languages such as Python are beneficial. Python is used for developing websites, software, task automation, and data analysis.

Don’t neglect Soft Skills
In tech recruitment, agility is non-negotiable. You need to recruit IT professionals who thrive in dynamic environments and can adapt. The best IT teams go beyond technical skills; they thrive on collaboration. Modern IT professionals need soft skills in areas including, communication, teamwork, and adaptability. Additional skills for tech recruitment include:

  • Problem-solving
  • Teamwork
  • Emotional intelligence (EI)
  • Presentation skills
  • Resourcefulness

IT Contractors
IT contractors work on multiple projects and have a lot of knowledge of different systems, industries, and project types. They also won’t need lengthy inductions and extra training. Using IT contractors for project work can give you access to short-term STEM specialists who are used to different scenarios and quickly pick up information.

Industry-Specific Expertise
Different industries need different IT skill sets. Tailor your recruitment strategy to target candidates with expertise in your sector. Whether it's finance, healthcare, manufacturing, or the public sector, professionals who understand your business will contribute to the success of IT initiatives.

Don’t neglect your Employer Brand
To attract the best IT candidates, your company needs to be a great place to work. A Wonderful Workplaces survey revealed that almost all (90%) of candidates consider an employer’s brand when applying for roles. Ensure your website has a careers page and up-to-date social media channels. Your organisation should share what it's like to work there and entice candidates and interviewees. Ensure you showcase some of your IT projects and your general organisational culture. Keep an eye on Glassdoor and LinkedIn reviews, as current and former employers will give information about day-to-day work and also the hiring process.

Finding a good IT Recruitment Agency
There are many recruitment agencies, from London IT recruitment agencies to small boutique recruitment agencies. Using a reputable IT job agency such as Morgan Hunt can help. Specialist IT recruitment consultants understand the significance of finding the right IT skills to drive your organisation's growth. They know how to navigate the ever-changing world of tech recruitment. As a specialised technology recruitment agency, we excel at connecting businesses with the best IT professionals in the industry.

Pathing the Way to Success
Remember, a well-functioning IT team isn't just about fixing technical glitches; it's about driving success and growth for your organisation.  In the ever-evolving landscape of IT, adaptability and foresight are key. By identifying the right IT skills, and skills gaps and understanding your business aims, your organisation can thrive in the digital age.

Conclusive Technology Recruitment
To take your tech and IT recruitment to the next level get in touch today. Our team is on hand to support you, whatever your requirements may be in this ever-evolving technological world.


Empowering Change and Building Resilience during Restructuring

29 February 2024

On Wednesday 28th February 2024 we ran, ‘Empowering Change and Building Resilience during Restructuring’, where we were joined by two expert speakers who explored essential strategies for effective restructuring, from meticulous planning to fostering resilience.

We discussed:

  • Planning and Communication
  • Employee Wellbeing
  • HR Resilience
  • Organisation Resilience
  • Outplacement Services


Watch the full recording below