Strive E-magazine

Disclaimer – any views expressed in this article are my own and are not necessarily shared nor endorsed by any of the organisations mentioned.

If it’s hard for disabled people to find jobs, it’s worth remembering that it can also be quite hard for an employer to employ someone with a disability when they don’t always understand how simple it can be to support them. The Recruitment Industry Disability Initiative (RIDI) is a partnership of various different employers aimed at improving prospects for disabled people going through the recruitment process. Focusing on the benefits available to a business through building a more diverse workforce, RIDI is one of many organisations championing recruitment of disabled people (for a few others, please see my article in the previous edition of #Strive) and encouraging more employers to take the plunge.


It was through my employment with Bristol City Council that I came across RIDI – the two organisations partnered to host an event at Bristol City Hall aimed at sharing and promoting good practise in recruiting and retaining disabled talent in the workforce. And what better way to do this than hear it from disabled people themselves?

With topics ranging from examples of good practise in recruitment and support, to the reasons why organisations should think about employing more disabled people, questions were put to a panel of staff from across Bristol City Council and with different disabilities (of which I was a member), as well as a member of the Bristol Disability Equality Forum (BDEF), a local disability rights organisation run entirely by disabled people.

After writing my article on employment in the previous edition, it was really exciting to share my experiences and knowledge gained through writing my previous article at this event. Such small efforts can go a long way to securing better employment prospects for the UK’s disabled population.

Do you have any burning questions? We would love to hear your comments or any further advice you can share in the comments at the end of this article.

Written by Michael Alford

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About Michael
Young Ambassador


Michael was born and raised in South Africa, where he was diagnosed with optic nerve hypoplasia. He moved to the UK with family three and a half years ago and here continued his education, completing his A-levels last year. He enjoys music and is an enthusiastic drummer/percussionist and organist and has played a significant part in his school’s cultural life.

When Michael joined VICTA as an ambassador he was looking for an accounting apprenticeship and has since secured a post as a Business Administration Apprentice at Bristol City Council. Michael ultimately hopes to run his own business. Michael applied to join the VICTA Young Ambassador programme as he felt it would be an exciting opportunity to take on a different challenge and learn some new skills other than those acquired during his formal education. He hopes this will be a valuable addition to his CV and support him towards finding the right job. It also presented an opportunity for him to make his contribution to improving understanding and opportunities for the visually impaired in the workplace.

Michael hopes that his education and previous experiences will allow him to be an effective contributor to this exciting venture, and moreover, looks forward to the experience he will gain from being part of it.

Visit Michael’s LinkedIn profile here >


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