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Case studies

At ProCook, we are dedicated to fostering a diverse and inclusive workplace where everyone feels valued. We embrace inclusive hiring practices, proudly displaying our Disability Confident Leader logo to welcome applicants of all backgrounds and abilities.

Our accessible application process guarantees interviews for disabled candidates meeting the minimum criteria. We also offer work experience opportunities to disabled candidates, recently hiring an individual after a successful work experience period. Throughout onboarding, we provide tailored support and reasonable adjustments for those with additional needs. 

All employees receive training on equality, diversity, unconscious bias, and disability awareness. We maintain a zero-tolerance policy on discrimination and harassment, promoting a respectful and inclusive culture. Our facilities are accessible, with remote and flexible working options available.

We prioritise continuous improvement, gathering feedback through pulse surveys, team huddles, and anonymous leadership Q&A sessions. In Autumn 2024, we will celebrate National Inclusion Week with sessions on disability awareness and neurodiversity. As we grow, we remain committed to making ProCook an even more inclusive place to work.

At ProCook, we are dedicated to fostering a diverse and inclusive workplace where everyone feels valued. We embrace inclusive hiring practices, proudly displaying our Disability Confident Leader logo to welcome applicants of all backgrounds and abilities.

Our accessible application process guarantees interviews for disabled candidates meeting the minimum criteria. We also offer work experience opportunities to disabled candidates, recently hiring an individual after a successful work experience period. Throughout onboarding, we provide tailored support and reasonable adjustments for those with additional needs. 

All employees receive training on equality, diversity, unconscious bias, and disability awareness. We maintain a zero-tolerance policy on discrimination and harassment, promoting a respectful and inclusive culture. Our facilities are accessible, with remote and flexible working options available.

We prioritise continuous improvement, gathering feedback through pulse surveys, team huddles, and anonymous leadership Q&A sessions. In Autumn 2024, we will celebrate National Inclusion Week with sessions on disability awareness and neurodiversity. As we grow, we remain committed to making ProCook an even more inclusive place to work.

Through one of the initiatives at the Employment and Skills Hub, a lady came to the Portland Guesthouse initially looking for work experience. However, when speaking to her, I noted that she had great interpersonal skills and experience in hospitality from previous jobs. She was also willing and keen to learn. As a result, I thought that we can do better and spotted a vacancy for her straightaway, as she just needed to be given a chance. This guesthouse is a lot more personal than other hospitality venues, with a lot less time pressure. This lady may have struggled in other workplaces, but the lack of pressure here made her completely suitable.

At Portland Guesthouse, we are all about personality. The way I adapt is that I look at the learning level an individual has and what adjustments I can make, for example written instructions rather than verbal. I also let people attempt to complete a task on their own for them to see if they need support. We also recognise that everyone has their own style and their own individuality. For example, rooms can be standardised, but if people like to do things a unique way so it looks nicer, this is encouraged; everyone is able to add their own personal touch. This adds character and is also attractive to guests. We believe everyone has their own story to tell.

The relaxed and welcoming atmosphere and lack of judgement also creates confidence in employees, and they enjoy working here. We give people the space and time to be themselves, with their own personality and style. Nobody cares if someone has pink hair and it is okay to make a mistake, so nobody will get in trouble for spilling a cup of coffee.

Through one of the initiatives at the Employment and Skills Hub, a lady came to the Portland Guesthouse initially looking for work experience. However, when speaking to her, I noted that she had great interpersonal skills and experience in hospitality from previous jobs. She was also willing and keen to learn. As a result, I thought that we can do better and spotted a vacancy for her straightaway, as she just needed to be given a chance. This guesthouse is a lot more personal than other hospitality venues, with a lot less time pressure. This lady may have struggled in other workplaces, but the lack of pressure here made her completely suitable.

At Portland Guesthouse, we are all about personality. The way I adapt is that I look at the learning level an individual has and what adjustments I can make, for example written instructions rather than verbal. I also let people attempt to complete a task on their own for them to see if they need support. We also recognise that everyone has their own style and their own individuality. For example, rooms can be standardised, but if people like to do things a unique way so it looks nicer, this is encouraged; everyone is able to add their own personal touch. This adds character and is also attractive to guests. We believe everyone has their own story to tell.

The relaxed and welcoming atmosphere and lack of judgement also creates confidence in employees, and they enjoy working here. We give people the space and time to be themselves, with their own personality and style. Nobody cares if someone has pink hair and it is okay to make a mistake, so nobody will get in trouble for spilling a cup of coffee.

Emma Willis is a boutique bespoke shirt maker with a store in London and shirt making factory based in Gloucester.

She has taken on two highly skilled Syrian refugees, Ibrahim and Nareem, who are both adding value to her workforce due to their exceptional sewing and cutting skills.

With having significant previous experience in the tailoring industry, Ibrahim and Nareem needed very little training before joining the team at Emma Willis.

After being given the opportunity at the Gloucester workshop, they have not only helped build Emma’s talented team, but also benefitted her business in other considerable ways, including time efficiency and staff loyalty. Their roles have led to other employees gaining time back that they would previously have had to spend training new people and resulted in two not only talented but dedicated employees.

“I’ve had the advantage of taking on two incredibly talented people – you normally have to teach the way we sew but they could just look and copy… they are so adaptable”.

"Nareem and Ibrahim have applied themselves 100% with great confidence right from the start."

"The other greatest advantage is the sense of loyalty. For the whole company I know that our other staff like the fact that we are doing things to support other people."

"I’ve also previously employed a lot of graduates who are very talented and ready trained, but I’ve had an amazingly fast turnover – you are often a stepping stone so the loyalty side is something I really appreciate."

You can watch her recent speech at an event here👇
Emma Guest Speaker at Gloucestershire Employment, Health, Wellbeing, and Inequalities Summit 2 (youtube.com)

Emma Willis is a boutique bespoke shirt maker with a store in London and shirt making factory based in Gloucester.

She has taken on two highly skilled Syrian refugees, Ibrahim and Nareem, who are both adding value to her workforce due to their exceptional sewing and cutting skills.

With having significant previous experience in the tailoring industry, Ibrahim and Nareem needed very little training before joining the team at Emma Willis.

After being given the opportunity at the Gloucester workshop, they have not only helped build Emma’s talented team, but also benefitted her business in other considerable ways, including time efficiency and staff loyalty. Their roles have led to other employees gaining time back that they would previously have had to spend training new people and resulted in two not only talented but dedicated employees.

“I’ve had the advantage of taking on two incredibly talented people – you normally have to teach the way we sew but they could just look and copy… they are so adaptable”.

"Nareem and Ibrahim have applied themselves 100% with great confidence right from the start."

"The other greatest advantage is the sense of loyalty. For the whole company I know that our other staff like the fact that we are doing things to support other people."

"I’ve also previously employed a lot of graduates who are very talented and ready trained, but I’ve had an amazingly fast turnover – you are often a stepping stone so the loyalty side is something I really appreciate."

You can watch her recent speech at an event here👇
Emma Guest Speaker at Gloucestershire Employment, Health, Wellbeing, and Inequalities Summit 2 (youtube.com)

Coventry Building Society provided various work experience opportunities to individuals with varying needs including a blind and deaf person.

Liz and Joseph were initially offered 12 week’s work experience at Coventry Building Society, with this already leading to Liz being offered a temporary part time paid post.

“There’s been a huge learning curve for all the staff but also a really rewarding experience being able to support them. It’s really improved the morale of staff in so many ways.”


Joseph, New Lending Coach at CBS was reaching a point where he was feeling demotivated in his role but by providing support and training to their two new work experience recruits, he felt a real sense of pride in his work and this also improved his own development. It even led to him being nominated and winning CBS’s National Personal Growth Award.

"My experience with working closely with our two work placements has been both challenging and very rewarding” It’s the first time I’ve worked with someone who is deaf and another person who is blind, so their needs were completely different. However, I’ve learnt new skills including some sign language and this whole experience has been so rewarding. I feel I have made a real difference."

Coventry Building Society provided various work experience opportunities to individuals with varying needs including a blind and deaf person.

Liz and Joseph were initially offered 12 week’s work experience at Coventry Building Society, with this already leading to Liz being offered a temporary part time paid post.

“There’s been a huge learning curve for all the staff but also a really rewarding experience being able to support them. It’s really improved the morale of staff in so many ways.”


Joseph, New Lending Coach at CBS was reaching a point where he was feeling demotivated in his role but by providing support and training to their two new work experience recruits, he felt a real sense of pride in his work and this also improved his own development. It even led to him being nominated and winning CBS’s National Personal Growth Award.

"My experience with working closely with our two work placements has been both challenging and very rewarding” It’s the first time I’ve worked with someone who is deaf and another person who is blind, so their needs were completely different. However, I’ve learnt new skills including some sign language and this whole experience has been so rewarding. I feel I have made a real difference."

James and Natalie have been employed at Specsavers in Cheltenham since 2017 initially in roles that were often difficult to recruit for and tended to have a higher staff turnover than average. Their dedication to the roles meant that Specsavers lowered their recruitment costs whilst gaining reliable and loyal employees within their team.

Over the last few years James’ role has developed even further supporting the Community Engagement Manager with promotional and community-based work, which has led to even more opportunities for Specsavers including PR coverage and recognition from Cheltenham’s local MP with a nomination for Cheltenham’s Constituency Responsible Business Champion.

“Their attitude is just amazing, they want to work, they want to do well and help you.”

"James has just been an absolute inspiration for everybody who works here and for other local businesses and people in the community. He’s developing all sorts of new skills; he started working in our lab but is now even doing marketing work."

James and Natalie have been employed at Specsavers in Cheltenham since 2017 initially in roles that were often difficult to recruit for and tended to have a higher staff turnover than average. Their dedication to the roles meant that Specsavers lowered their recruitment costs whilst gaining reliable and loyal employees within their team.

Over the last few years James’ role has developed even further supporting the Community Engagement Manager with promotional and community-based work, which has led to even more opportunities for Specsavers including PR coverage and recognition from Cheltenham’s local MP with a nomination for Cheltenham’s Constituency Responsible Business Champion.

“Their attitude is just amazing, they want to work, they want to do well and help you.”

"James has just been an absolute inspiration for everybody who works here and for other local businesses and people in the community. He’s developing all sorts of new skills; he started working in our lab but is now even doing marketing work."

CCP (Caring for Communities and People) is an organisation designed to prevent homelessness, strengthen families and promote independence.

Previously, this organisation had quite rigid traditional recruitment processes but by adapting their methods, it has enabled them to reach a much wider and more talented pool of people.

CCP (Caring for Communities and People) is an organisation designed to prevent homelessness, strengthen families and promote independence.

Previously, this organisation had quite rigid traditional recruitment processes but by adapting their methods, it has enabled them to reach a much wider and more talented pool of people.

“Your recruitment process can exclude a whole bunch of people who can be amazing for any organisation purely because of a set process.”

"Over time we have changed our recruitment process to reflect the diversity and richness of all of us as individuals who can come in and make CCP a better organisation. I think that the way we recruit now benefits CCP beyond anything we could have imagined.

We have some incredible people in our organisation during some incredible work for us who in the old recruitment way wouldn’t have even got to interview."

CCP (Caring for Communities and People) is an organisation designed to prevent homelessness, strengthen families and promote independence.

Previously, this organisation had quite rigid traditional recruitment processes but by adapting their methods, it has enabled them to reach a much wider and more talented pool of people.

CCP (Caring for Communities and People) is an organisation designed to prevent homelessness, strengthen families and promote independence.

Previously, this organisation had quite rigid traditional recruitment processes but by adapting their methods, it has enabled them to reach a much wider and more talented pool of people.

“Your recruitment process can exclude a whole bunch of people who can be amazing for any organisation purely because of a set process.”

"Over time we have changed our recruitment process to reflect the diversity and richness of all of us as individuals who can come in and make CCP a better organisation. I think that the way we recruit now benefits CCP beyond anything we could have imagined.

We have some incredible people in our organisation during some incredible work for us who in the old recruitment way wouldn’t have even got to interview."

Gloucester Services on the M5 was created to offer sustainable jobs and income to local people, but they realised that some candidates with huge potential were not making it through the traditional interview process. Working in partnership with Gloucestershire Gateway Trust, ‘Bridging the Gap’ was born, a free three-day pre-employment course.

The course offers participants help with CV writing, interview skills, as well as a chance to try out various roles on site and a guaranteed group interview at the end, which many find less daunting than the traditional one-to-one.

"There’s just so much skill and experience out there that’s missed. Some of our recent candidates through Bridging the Gap filled some of our most difficult to recruit for vacancies and we’ve filled those gaps with great colleagues."

Gloucester Services on the M5 was created to offer sustainable jobs and income to local people, but they realised that some candidates with huge potential were not making it through the traditional interview process. Working in partnership with Gloucestershire Gateway Trust, ‘Bridging the Gap’ was born, a free three-day pre-employment course.

The course offers participants help with CV writing, interview skills, as well as a chance to try out various roles on site and a guaranteed group interview at the end, which many find less daunting than the traditional one-to-one.

"There’s just so much skill and experience out there that’s missed. Some of our recent candidates through Bridging the Gap filled some of our most difficult to recruit for vacancies and we’ve filled those gaps with great colleagues."