Many large employers are becoming more proactive to recruit candidates with disabilities, neurodiversity and long-term health conditions. Some run their own schemes targeting disabled applicants, while others work with specialist organisations that manage the recruitment process on their behalf.
Graduate opportunities exist across all sectors and with employers of all sizes, but there are significant differences in the recruitment process and focus of the roles.
Member of the Board of Governors
Strategy Support Office
There is a recent flipped learning case study on the University of Sussex TEL blog. Sussex have recently introduced Panopto and also use Canvas so you may find this interesting and useful.
Dr Colum Cronin has written an article about the ways in which TEL has influenced the delivery of the course.
This blog post highlights the use of eBooks.
Qualitative Analysis in Action provides open access to interviews undertaken with inspirational women of Nepal. Read the interviews and find out more about the project.
The Homeward Bound: A Liverpool-West Africa Heritage Project documents the lives and memories of Elder Dempster’s seafaring and office staff. As part of the project, we recorded 25 oral testimonies.
Many students and graduates with a disability, health condition or neurodiversity worry about whether to tell a prospective or current employer. In legal terms, this is referred to as ‘disclosure’. It is both a balancing act and a personal decision whether and when you want to share information about your disability during the recruitment process or in the workplace.