Equality director urges employer Paralympic legacy
6 September 2012
In an open letter to all UK employers, Kate Headley, development director at disability advisory firm The Clear Company, has urged that 9 September, the final day of the London Paralympic Games “should not be the end of a journey but the beginning of a new one”.
Thu, 6 Sep 2012
In an open letter to all UK employers, Kate Headley, development director at disability advisory firm The Clear Company, has urged that 9 September, the final day of the London Paralympic Games “should not be the end of a journey but the beginning of a new one”.
Noting the record popularity and media coverage the Games have generated, she says that “as a nation, we’ve inspired the world to deal with difference in sport”.But she goes on to say that with employment rates of disabled and non-disabled people standing at 48% and 78% respectively, “equality for professional talent is simply not at the same level as it is with sporting talent”.
She concludes: “We have an opportunity here; London 2012 could be ‘the new Stoke Mandeville’, the platform for a new way of thinking and an inspiration for every employer to embrace to drive change.”
For more on how energy providers E.ON are insisting on diversity through their talent supply chain, see the profile feature in the upcoming September issue of Recruiter, out next week.
In an open letter to all UK employers, Kate Headley, development director at disability advisory firm The Clear Company, has urged that 9 September, the final day of the London Paralympic Games “should not be the end of a journey but the beginning of a new one”.
Noting the record popularity and media coverage the Games have generated, she says that “as a nation, we’ve inspired the world to deal with difference in sport”.But she goes on to say that with employment rates of disabled and non-disabled people standing at 48% and 78% respectively, “equality for professional talent is simply not at the same level as it is with sporting talent”.
She concludes: “We have an opportunity here; London 2012 could be ‘the new Stoke Mandeville’, the platform for a new way of thinking and an inspiration for every employer to embrace to drive change.”
For more on how energy providers E.ON are insisting on diversity through their talent supply chain, see the profile feature in the upcoming September issue of Recruiter, out next week.
