- Website & Social
- Social Impact Declaration
- Social Impact Statements
Evenbreak is an award-winning not-for-for profit online job board. It is the only specialist job board in the UK run by disabled people for disabled people. It has three social aims:
1.To help inclusive employers attract more talented disabled candidates.
2. To help disabled jobseekers find work with employers who will value their skills and
3. To promote the business benefits of employing disabled people.
Inclusive employers like Network Rail, John Lewis, E.ON, Greggs, BBC, Royal Shakespeare Company, Unipart, ITV, Rank and many, many more have used Evenbreak as part of their inclusive recruitment strategies. If you are an inclusive employer looking to attract talented disabled people, or you are a disabled jobseeker looking for work, Evenbreak is for you! Find us at www.evenbreak.co.uk.
No Records Found
Sorry, no records were found. Please adjust your search criteria and try again.
Google Map Not Loaded
Sorry, unable to load Google Maps API.
Social Impact Statements
The Social Enterprise Mark criteria includes a requirement that the applicant can demonstrate that social and/or environmental objectives are being achieved.
In support of this, new applicants and renewing Mark holders are asked to respond to a set of social impact questions, which are designed to help them think about the social impact they create, and to articulate this clearly and succinctly.
Updated July 2018
1) What social differences and changes have you aimed to create (or supported)?
To decrease the disability employment gap by:
- Helping disabled jobseekers find work with employers who will value their skills
- Helping employers attract more disabled candidates
- Promoting the business benefits of employing disabled people
- Promoting best practice in accessibility and inclusion in the workplace
2) What actions have you taken to address the above social aims?
- A specialist job board helping disabled jobseekers and inclusive employers to find each other
- A best practice portal of resources to help employees gain confidence and competence around accessibility and inclusion
3) What has changed and what benefits have been realised as a result of your actions?
- Disabled candidates have found vacancies and jobs with employers who are actively seeking to attract disabled people
- Inclusive employers have attracted and employed disabled candidates they wouldn’t have found elsewhere
- Employers are gaining confidence and competence in inclusion and accessibility
- Awareness around the government’s Disability Confident scheme has been raised
- We have directly employed disabled people
4) How do you and other people know your aims are being achieved? Or how will you know?
- Case studies and personal accounts from candidates and employers
- Number of employers using the site to advertise vacancies
- Number of disabled candidates registering on site
- Number of jobs being advertised
- Number of visitors to the site
We are moving to a new website this year which will be able to report on:
- The number of page views each job advert receives
- The number of candidates who click on “Apply”
The below questions are not mandatory, but Mark holders are encouraged to answer them where possible, to provide a fuller account of their social outcomes and the social value they create.
5) How many people have benefitted from your actions?
As at July 2018, there were:
- Over 27,000 disabled candidates registered on site
- 15 employers subscribing for unlimited advertising
- 49,524 jobs posted on site since we started
- 660 employers have advertised at least one job since we started
6) What examples can you provide of a typical service user experience, that helps illustrate the benefits they have experienced as a result of your actions?
A candidate, Jean, had almost given up looking for work, as recruiters rejected her application as soon as they realised she was a wheelchair-user. She was pointed towards Evenbreak, and successfully applied for a part-time role working from home, which was perfect for her and which she was perfect for.
She told us this was life-changing, giving her a purpose, independence, the feeling of being valued and rebuilding her self-esteem and confidence.
7) What additional social benefits have you been able to deliver within your core services that distinguish you from other “for shareholder profit” providers?
- We give talks to groups of disabled candidates
- We give talks at events for recruiters and/or employers
- We offer free resources on the website for disabled candidates
- We give informal advice to stakeholders – Jobcentre Plus work coaches, employers, charities who support disabled people, and disabled candidates themselves
8) What other social benefits have you contributed that go beyond your core delivery activities (ones that are completely unrelated to your main services)?
Talking and mentoring social entrepreneurs embarking on their social enterprise journey (mostly at School for Social Entrepreneurs).
We also help others consider social entrepreneurship (e.g. at universities). Again, the cost to us is time – a few hours a month (variable).
9) What social and environmental benefits have you created from internal operational policies and actions?
We all work flexibly from home, removing the need to commute; we use technology such as Zoom to have team meetings.
We only employ disabled people.
- Go through an open and flexible recruitment process, where they shine in ways which suit them;
- Work the number of hours which suits both them and us (e.g. one employee is only able to work 2 hours a week, which is accommodated);
- Work flexibly around their impairments;
- Have opportunities to develop new skills;
- Are constantly encouraged to ask for anything that makes working life easier, whether workplace adjustments, technology, flexible hours, training or anything else
- Have access to confidential mental health support (paid for service through Mindful Employers)