Alternate recruitment pathways

Traditional recruitment pathways often create barriers to young people with special educational needs and disabilities when transitioning from education into employment. We have included some alternative recruitment pathways that can support you in overcoming these barriers and working alongside the education sector to nurture the future skills requirements of the construction sector.

Did you know?

The purple pound refers to the spending power of disabled households. Many organisations lose approximately £2 billion a month by ignoring the needs of disabled people

(Purple: changing the disability conversation, 2020)

The outlined pathways will also:

  • reduce the time and cost associated with recruitment and remove some of the risks of recruitment by providing a ‘professional recruitment service’ via the education provider and time to ‘test’ the new relationship through work placements
  • provide access to a wide pool of young people that have traditionally been overlooked for employment but are motivated and passionate about working
  • engage and support the local community during this challenging time, particularly with the exponential impact on young people’s employment
  • ensure that your workforce more accurately represents your community and customers, providing innovation in understanding disabled people as customers to access the ‘purple pound’. This can be particularly important in to the creation of infrastructure for long term accessibility
  • strengthen diversity and equality in the workplace and raise your profile as a socially responsible employer provide young people with pathways to paid employment leading to financial and social independence, improved confidence, wellbeing and self-esteem
  • access to financial assistance (through Access to Work) to make needed adaptions to support disabled employers to carry out their work successfully
  • support your organisation to meet your obligations under the Social Value Act through procurement