Supporting disabled people in work, training and education Oct 2019 webinar
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Information from AbilityNet and Disability Rights UK about tools, apps, techniques and in-built features that can help disabled people in work, training and education.
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Supporting disabled people in work, training and education Oct 2019 webinar
- 1. Tips and tools for supporting disabled people in work, training and education, 17 October 2019 Tips and tools for supporting disabled people in work, training and education Annie Mannion, AbilityNet (host) Rabia Lemahieu, Disability Rights UK Adam Tweed, AbilityNet Thursday 17 October 2019, 1pm (BST)
- 2. Tips and tools for supporting disabled people in work, training and education, 17 October 2019 Welcome • This webinar provides advice for helping disabled people find paid employment and apprenticeships, plus useful tools and in-built features • Live captions during the webinar – MyClearText • Slides, a transcript and recording will be made available • Please use the Q&A window to ask questions • Please use the chat window for general conversation • Feedback form to ask any follow up questions post-webinar
- 3. Tips and tools for supporting disabled people in work, training and education, 17 October 2019 Overview • The benefits of employing a diverse and inclusive workforce • Advice for helping disabled people find paid employment and apprenticeships • Adjustments to better support people with additional needs • Tools, apps and in-built features that can make a difference
- 4. Tips and tools for supporting disabled people in work, training and education, 17 October 2019 • @Mark Poll 1. How would you describe yourself / your reason for attending today's webinar?
- 5. Tips and tools for supporting disabled people in work, training and education, 17 October 2019 Rabia Lemahieu, Disability and Skills Manager, Disability Rights UK Advice for helping disabled people find paid employment and apprenticeships
- 6. Tips and tools for supporting disabled people in work, training and education, 17 October 2019 About Disability Rights UK • National charity Strategic priorities: • Independent living - getting a life • Career opportunities – getting work, education • Influencing public attitudes and behaviours
- 7. Tips and tools for supporting disabled people in work, training and education, 17 October 2019 Disability Rights UK • We provide information and advice designed by and for disabled people and people living with long term health conditions • Factsheets and guides on our website • Disabled Students helpline - 0330 995 0414
- 8. Tips and tools for supporting disabled people in work, training and education, 17 October 2019 Key Facts • There are 13.9 million disabled people in the UK • 16% - 19% of working age adults are disabled • The unemployment rate for disabled people aged 16-64 is 8.0% compared to an unemployment rate of 3.3% for non-disabled people.
- 9. Tips and tools for supporting disabled people in work, training and education, 17 October 2019 Key Facts continued… • Young disabled people aged 16–24 are more likely than other groups to end up not in employment, education or training (NEET) • Gaining experiences of the workplace and with employers particularly present additional barriers for young disabled people
- 10. Tips and tools for supporting disabled people in work, training and education, 17 October 2019 Attitudes and barriers • Using incorrect terminology/language • Asking questions not permitted under the Equality law 2010 • When to offer help • Ability to do the job • Integration with team • Treating someone more favourably than others
- 11. Tips and tools for supporting disabled people in work, training and education, 17 October 2019 Myth Busting • An organisation or company can take positive action • Treating a disabled person more favourably than another disabled person when essential for the job: occupational requirement • www.equalityhumanrights.com/en/advice-and-guidance/disability- discrimination
- 12. Tips and tools for supporting disabled people in work, training and education, 17 October 2019 Reasonable Adjustments • Under the Equality Act 2010 employers and organisations have a responsibility to make sure that disabled people can access jobs, education and services as easily as non-disabled people • ‘Duty to make reasonable adjustments’
- 13. Tips and tools for supporting disabled people in work, training and education, 17 October 2019 Changing attitudes and culture • Disability as an asset • Strengths • Skills
- 14. Tips and tools for supporting disabled people in work, training and education, 17 October 2019 Changing attitudes and culture Employing disabled people is good for business because: • You will have a workforce that reflects the diverse range of customers it serves and the community in which it is based • It will bring additional skills to the business, such as the ability to use British Sign Language (BSL), which could result in large savings • Diversity drives success
- 15. Tips and tools for supporting disabled people in work, training and education, 17 October 2019 Adjustments • Ask disabled person what support they want • Role models • Holistic approach • Provide continuity of support • Discuss support plans regularly
- 16. Tips and tools for supporting disabled people in work, training and education, 17 October 2019 Adjustments continued… • Flexibility • Break down of new tasks and skill • Demonstrations • Providing a quiet space • Assistive technology
- 17. Tips and tools for supporting disabled people in work, training and education, 17 October 2019 Apprenticeship support • Apprentices who have an Education Health and Care plan or previously had a statement of Special Educational Needs or a Learning Difficulty Assessment can apply for an adjustment to English and Maths requirements to Entry Level 3 Functional Skills • British Sign Language (BSL) can now be used as an alternative to English Functional Skills for those who have BSL as their first language
- 18. Tips and tools for supporting disabled people in work, training and education, 17 October 2019 Apprenticeship Funding • Extra funding to support apprentices aged 16-18, or 19-24 who have an EHC plan • Payments of £1000 are available for both employers and training providers • Training providers can also claim learning support of up to £150 per month from the ESFA (Education and Skills Funding Agency • New care leavers bursary of £1,000 available to all care leavers aged 16-24 starting an apprenticeship – this is paid directly to them
- 19. Tips and tools for supporting disabled people in work, training and education, 17 October 2019 Access to Work An Access to Work (AtW) grant can pay for practical support if you have a disability, physical or mental health condition to help you: • start working • stay in work • move into self-employment or start a business
- 20. Tips and tools for supporting disabled people in work, training and education, 17 October 2019 Access to Work continued… • Apprenticeships • Traineeships • Supported internships
- 21. Tips and tools for supporting disabled people in work, training and education, 17 October 2019 Access to Work / Remploy • Remploy free service supports apprentices who are feeling low, anxious, upset and struggling to keep up with their apprenticeship. • It is completely confidential and run by fully trained professionals with expertise in mental health.
- 22. Tips and tools for supporting disabled people in work, training and education, 17 October 2019 Into Apprenticeship Guide Into Apprenticeship Guide www.disabilityrightsuk.org/intoapprentice ships
- 23. Tips and tools for supporting disabled people in work, training and education, 17 October 2019 The Right to Participate The Right to Participate - animated introduction to the Equality Act, videos of campaigns, information and template complaint letters to protect disabled people from discrimination in everyday situations http://righttoparticipate.org/
- 24. Tips and tools for supporting disabled people in work, training and education, 17 October 2019 Contact Disability Rights UK Disability Rights UK Website www.disabilityrightsuk.org • Email: Rabia.lemahieu@disabilityrightsuk.org
- 25. Tips and tools for supporting disabled people in work, training and education, 17 October 2019 Adam Tweed, Service Development Manager, AbilityNet Tools, apps and in-built features that can make a difference
- 26. Tips and tools for supporting disabled people in work, training and education, 17 October 2019 AbilityNet “AbilityNet supports people of any age, living with any disability or impairment to use technology to achieve their goals at home, at work and in education.”
- 27. Tips and tools for supporting disabled people in work, training and education, 17 October 2019 AbilityNet Services • Advice; factsheets, blogs • Helpline – 0800 269 545 • Workplace Assessments • Accessibility Testing
- 28. Tips and tools for supporting disabled people in work, training and education, 17 October 2019 Unconscious bias Disability =
- 29. Tips and tools for supporting disabled people in work, training and education, 17 October 2019 The Cost • Average adjustments for disabled employees cost £180pp • Schemes such as Access To Work provide additional funding for support when ‘reasonable adjustments’ have been made • 59% of common adjustments cost £0.00 “Inclusive environments require minimal adjustments to gain the maximum from everyone”
- 30. Tips and tools for supporting disabled people in work, training and education, 17 October 2019 Why bother? • Increased Job Loyalty • Increased Innovation • Improved Public Perception
- 31. Tips and tools for supporting disabled people in work, training and education, 17 October 2019 • @Mark Poll 2. Do you work with anyone with a disability?
- 32. Tips and tools for supporting disabled people in work, training and education, 17 October 2019 Not all disability is… • Physical / Visible • Disclosed • Recognised • Present from birth • Permanent 70% non-apparent 1:4 Mental Health condition / yr 1:10 - 1:7 neurodiverse 8:10 acquired during working life
- 33. Tips and tools for supporting disabled people in work, training and education, 17 October 2019 …and not every disability is permanent…
- 34. Tips and tools for supporting disabled people in work, training and education, 17 October 2019 What can I do? • Disclosure levels have been demonstrated to go from less than 5% to 65% • Nearly 50% drop in sickness absence rates in a single year • 90% of adjustments required resolved directly with employee at little to no cost
- 35. Tips and tools for supporting disabled people in work, training and education, 17 October 2019 • @Mark Poll 3. Do you check your communications and documents for accessibility?
- 36. Tips and tools for supporting disabled people in work, training and education, 17 October 2019 Top Tips… • Check Accessibility • Use inbuilt tools • Normalise use of assistive technology in everyday work • Create flexible working environments • Consider hiring practices and competencies
- 37. Tips and tools for supporting disabled people in work, training and education, 17 October 2019 Check Accessibility
- 38. Tips and tools for supporting disabled people in work, training and education, 17 October 2019 Inbuilt tools - Google Voice Typing
- 39. Tips and tools for supporting disabled people in work, training and education, 17 October 2019 Inbuilt tools - Microsoft
- 40. Tips and tools for supporting disabled people in work, training and education, 17 October 2019 Create flexible working environments • Sit stand desk • Ergo mice • Compact keyboards
- 41. Tips and tools for supporting disabled people in work, training and education, 17 October 2019 Embrace the tech!
- 42. Tips and tools for supporting disabled people in work, training and education, 17 October 2019 • @Mark Q&A Please use the Q&A window (not the chat window) You’ll be directed to a feedback form at the end of the broadcast Slides, transcripts and a recording of this webinar will be made available
- 43. Tips and tools for supporting disabled people in work, training and education, 17 October 2019 • @Mark • TechSharePro conference: 20-21 November www.techsharepro.com • Our next webinar: Thursday 28 November, 1pm Public Sector Digital Accessibility Regulations, University of York case study • AbilityNet enewsletter: abilitynet.org.uk/sign-up-for-our-newsletter Thank you
Editor's Notes
- Summarise the webinar in one sentence and then detail any housekeeping for the webinar and accessibility details – see some examples below
- Adam – Service Development Manager at AN – answers on postcard AbilityNet supports people of any age, living with any disability or impairment to use technology to achieve their goals at home, at work and in education. We do this by providing specialist advice services, free information resources and by helping to build a more accessible digital world
- The resources we have available
- Want to start by quickly covering concept of unconscious bias: Unconscious bias is something that we all experience; we instinctively categorise people and things using criteria we can easily observe; age, gender, skin colour, disability - it saves us time and effort when it comes to processing the huge amounts of information we are bombarded with each day, but it can lead us to make assumptions and act based on those biases. So when we think about and talk about disability in the workplace, it’s perhaps not surprising that our unconscious bias triggers around 50% of us think of people in wheelchairs; it’s disability in perhaps its most obvious form. And yet less than 8% of disabilities require the use of a wheelchair. I mention this because I think that when it comes to employing disabled people one of the biggest barriers is the perceived scale that accommodating disability suggests and physical access seems to be where our brains reach a block. In a survey by Reed in partnership with DRUK,19% of respondents stated that the cost of modifying equipment made it expensive to employ disabled people. The truth of the matter is that this is simply not the case and the accommodations required to bring disabled people into the workplace, so-called reasonable adjustments, are far less difficult to achieve than our unconscious bias may suggest;
- Purple, an organisation focussed on bringing disabled people and business together, has suggested the average cost of reasonable adjustments is around £180 per person; often this can be supplemented by schemes such as AtW which can be used to provide additional assistance when barriers remain after reasonable adjustments have been made. However, according to the US Job Accommodation Network, 59% of common adjustments cost £0 to the employer – and as I’ll highlight later – figures from the tools we use suggest up to 90% of adjustments can be done at very little cost and can be achieved by line management intervention alone The key point that I want to make is that if you build in inclusive practices, it no longer becomes a question of accommodating a disabled person; “inclusive environments require minimal adjustments to gain the maximum from everyone” or as our web accessibility team states “it’s not about accessibility, it’s about universality.”
- But why? I mean as recruiters, HR professionals, business people and job seekers, you all know inclusion and diversity are things we should legally do, but at some point you will come across someone asking the question; “What’s in it for me?” “Why should I make this investment?” – I’ll touch on just a few points There is a misconception, again going back to unconscious (or maybe conscious bias) that disabled people require more time off for sickness; a view held by 12% of the respondents in the Reed/DRUK survey - in fact the opposite is true and the fact that disabled workers have often had to overcome significant barriers in order to enter the workforce often means a much stronger work ethic and job loyalty Inclusive culture also attracts people to a company with almost 50% of job applicants stating that a D&I policy is a key thing that they look for when deciding to apply for a job “Disability drives innovation” – innovation is all about fixing the barriers we face, making things better, faster easier to use. To grossly generalise; disabled people, as a result of the barriers they face, often have to be innovative problem-solvers, they have had to find ways round problems, to think-outside-the-box, to negotiate, to be resourceful, tenacious and persistent; all qualities it would be ridiculous to ignore as a potential employer In addition to this, a 2013 report by Deloitte found that “when employees ‘think their organisation is committed to and supportive of diversity, and they feel included’, their ability to innovate increases by 83%.” Look at the series of scandals in Silicon Valley; examples of what happens when your decisions are made by a group of people who look, act and think the same way, come from similar backgrounds and have similar life experiences. Being an ‘inclusive’ organisation can improve public perception. Being an inclusive employer; an employer that values a diverse workforce will benefit from this public perception and will typically lead to an increased uptake of services. The so-called ‘purple pound’ is valued at £249bn a year. Conversely, 4.3m disabled online shoppers will click away from inaccessible websites = £11.75bn and an estimated 75% disabled people and their families have gone elsewhere due to poor accessibility or customer service – if you employ disabled people, you will find out very quickly where your barriers lie
- Not every disability is physical/visible – 70% are non-apparent, these might be things like diabetes or epilepsy, but how do you know if someone is deaf for example? Not every disability is disclosed – 1 in 4 experience a mental health issue each year – with 36% of MH conditions remaining undiagnosed. Not every disability is recognised – 1 in 10 people are what is being recognised as neurodiverse; normal make-up of a human brain, essential in terms of our success as a species; dyslexia is around 1 in 10; dyspraxia 1 in 20; ADHD 1 in 25 and 1 in 100 is on the Autism spectrum (although employment rates for people on the Autism spectrum are very low in most industries, largely due to hiring practices and workplace attitudes and barriers) Not all disability is present from birth 8 out of 10 of us will acquire an impairment during our working life
- We also need to consider that not every disability is permanent; all of us experience some level of disability, pretty much on a daily basis – really like this graphic (pinched from Microsoft) Designing your products, your policies, your working practices with inclusion at the core has the added benefit of assisting everyone and having adjustments in place mean that acquiring disability does not risk losing an existing skilled employee either temporarily or permanently So we know it’s not necessarily expensive, we can see the benefits, so what is available to help you bake it into practice?
- The Reed/DRUK survey I mentioned earlier highlighted that almost half (47%) of respondents said that it would help if job applicants were more willing to be open about their health conditions, as this would then allow the organisation to take appropriate measures at interview and assessment stage. Clear Talents is an online platform for identifying barriers and making adjustments, it was also the platform on which we chose to build our My Study My Way student engagement platform for use in education. ClearTalents in Recruitment (as its name suggests), assists with the recruitment process ensuring you find the right person for the job by eliminating the risk of unconscious bias ClearTalents on demand is available for all, for free and will allow you to identify barriers in the workplace and offer some simple solutions and information with regards to addressing this ClearTalents at work gives access to metrics and case management allowing you as an organisation to not only gain an insight into your overall workforce but to target the areas in which you will see greatest benefit Companies using CT have seen disclosure rates go from 5% to 65% at the same time as seeing sickness absence drop by nearly 50% over a single year The other key thing is that it has highlighted the fact that 90% of the adjustments required could be resolved directly with line management at little to no cost
- Tech top tips – some ideas on how tech can help you build a more inclusive environment:
- Make your documents accessible Use the ‘Accessibility Checker’ – consider it as no different from the way in which we used to think of the spell check. If you send things out, this single click will help you identify and fix common accessibility issues ensuring you reach the broadest audience. Your other option is of course to hire disabled people and listen to them
- Although more of an investment, flexible working environments need not be seen as the exclusive domain of the adjustment for the disabled employee – as Workplace assessor sit/stand desks are an increasingly popular and affordable option. Kitting out an office as standard would be a significant expense for any business but having a bank of hotdesks available is a simple means of providing an inclusive working environment for everyone, but will accommodate people of tall or small stature, people with back injuries and wheelchair users.
- Consider your hiring practices – can tasks/competencies be accomplished through different means – are you testing if someone can type or if they can create a document – is dictation software something a person would be able to use in the workplace, and if so, is this available for use at interview. Normalise the use of flexible technology options rather than needing disclosure of disability in order to access adjustments. Are hiring practices genuinely inclusive (McDonalds eg) – take this into the future – voice-interviews via voice assistant? Final Thought As disabled people seeking to enter the workplace; educate yourself in the use of these tools; become the experts, champion this knowledge as a means to drive innovation and productivity for a company, not as an accommodation for you as an individual. For employers, strive to create an environment where the disclosure of disability, of any kind, becomes an “Oh, by the way…”