Your staff disability network is active. Your board diversity data still shows a gap. The staff network is doing its job. Your external recruitment pipeline is not.

Staff networks drive retention and a sense of belonging. They do not solve the attraction stage underrepresentation. These are different problems requiring different tools. Conflating them leaves a gap your governance framework cannot absorb.

For UK public sector employers, the Equality Act 2010 PSED applies to external recruitment as clearly as it applies to internal practice. Evidence of community outreach, not just internal engagement, is now required by audit and scrutiny processes.

Disability Network reaches candidates outside your current organisation the qualified disabled professionals who are not yet in your pipeline because no one has given them a specific reason to look at you.

Post your vacancy on Disability Network. Extend your reach beyond the walls.