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Leading transportation provider Enterprise is working hard to embed a positive approach to diversity in every aspect of its business.

Donna MillerAs European HR Director Donna Miller puts it, “We don't want diversity to be just an ‘HR thing’. We recognise that the more diverse our workforce is, the more successful we will be – so it makes perfect sense that diversity should be a business directive, underpinning everything we do.”

In practice, such a commitment needs to start from the top, as Donna explains.

“Our directors are champions of different areas of diversity: disability, sexual orientation, social mobility and race/religion/gender,” she says. “That’s created a lot of traction, and really helped create an ‘open door’ culture throughout the organisation.”

Making a real difference

It’s an ethos that is reflected in the company’s approach to recruiting talent. “We don’t have a checklist,” says Ashley Hever, Head of Talent Acquisition. “It’s not about finding some perfect talented person that ticks all the boxes. We’re looking for the right competencies of course, but we want people who’re going to come in and make a real difference, hit the ground running, and look for opportunities to develop themselves.”

Ashley Hever

People with disabilities form an integral part of the rich mix. “There are so many different skills that someone with, for example, dyslexia or Asperger’s Syndrome can bring to the business,” says Ashley. “It’s a question of matching their particular skills to the right role.”

He also acknowledges the importance of having diverse role models, citing the example of a senior employee who spoke openly and blogged about his own mental illness and struggles to deal with stress. “It sends out the right signal to employees that they can get the support they need, and to potential recruits that we are the employer of choice in this area.”

The partnership between Enterprise and Great With Disability is really helping to get that message out there, says Ashley. “It’s given a voice to all the stakeholders, both employers and graduates, and helped bring them together.”

A culture of openness

Being open about a disability when applying for a job is something that people often struggle with. It’s a decision that has to come down to personal choice – but, as Donna explains, employers have a vital part to play by creating a culture that encourages disclosure. “We strive to create an environment where people can talk about their disability and feel comfortable doing so,” she says. “But there’s a practical side to it too – it’s difficult to be supportive about something that you don’t know about! We want people to come forward with the issues or challenges they’re facing.”

Ashley echoes the sentiment, pointing out that the whole recruitment process becomes considerably easier if the company in question has the information up front. “Our team of recruiters are very well trained, and ready to accommodate candidates’ needs.”

New recruits can look forward to ongoing support. “We provide training about disability,” says Ashley, “and in our orientation sessions we talk about the importance of having good open relationship with your line manager. We have our employee assistance programme where employees can discuss any issues they have. There are role models within the organisation that people can talk to. We have an easily accessible online system allowing employees to order any equipment directly from our operations team and there are also a whole series of lunch and learn sessions talking about disability.”

As an organisation, Enterprise is committed to extending and deepening its own understanding of diversity. Again, the partnership with Great With Disability comes into play: “it’s a great educational piece for us,” says Ashley.

About Us

Diversity is a central goal in all areas of the Enterprise business, and our commitment extends to every employee, customer and business partner.

We strive to celebrate the many differences that make us unique as they help make our business a successful one

Enterprise aims to create a culturally aware workforce and a culturally competent organisation that mirrors the makeup of the communities we serve.

Or as Andy Taylor, our Executive Chairman puts it:

Enterprise is fully committed to providing every employee with an inclusive workplace that offers the respect, training and opportunities to succeed. That's simply who we are as a company, who we are as individuals and how we will continue to build our success in the 21st century.

Did you know?

We want to ensure we're able to support local businesses and larger companies owned and operated by a diverse range of people.

For these reasons, we've forged relationships with key organisations to help us provide better approaches to diversity

Accessibility Awards

2016: TARGETjobs Graduate Employer of the Year

2013: TARGETjobs Best Diversity Recruiter

2011: TARGETjobs Best Diversity Recrutier

Internship

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Careers Events

  • Speak to recruiters
  • Meet graduates
  • Learn more

Additional Opportunities

Tips for applying

Debs Bristow, HR Manager, who is dyslexic shares her tips for would-be applicants

  • Read our guide From the best way to fill in the application form to how to shine in the assessment centre itself - this guide has all you need to help you get the most out of the assessment process
  • Know your strengths & weaknesses
  • Seek out support Don't hesitate to contact us

Your Plus

At Enterprise, you'll need to show us how positivity and enthusiasm colours everything you do. Ask yourself - do I have a "yes" mentality? Am I driven by the desire to achieve results?

No matter what you're disability, our graduate jobs are for those of you who want responsibility early on, and the opportunity to start moving up the career ladder quickly.

That's why we tend to focus on the following competencies

  • Customer service aptitude
  • Sales aptitude
  • Work ethic
  • Leadership
  • Communication
  • Flexibility

Recruitment Adjustments

Our recruitment practices are designed to allow you an equal chance to display your skills. These are examples of adjustments we have made for candidates in the past

Contact Ashely Hever for more questions and to find the best adjustments for you.

  • Increased time available We allow additional time and consideration during the Assessment Day for candidates with dyslexia to review documents prior to beginning the modules
  • Written interview We facilitate a written "phone screen" (our first stage of the interview process) or email for hearing impaired candidate.
  • Interview We can arrange an additional interview for a candidate with a disability who was unsuccessful in the previous interview to allow a more senior manager who has completed Diversity Training to more fairly and accurately assess that candidate's true abilities

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