Successfully reported this slideshow.
We use your LinkedIn profile and activity data to personalize ads and to show you more relevant ads. You can change your ad preferences anytime.

0

Share

Download to read offline

Employing Disabled People - Why it's good for business?

Download to read offline

Presentation by Peter Jackson, Breakthrough UK, at Greater Manchester Social Value Network Conference.

  • Be the first to like this

Employing Disabled People - Why it's good for business?

  1. 1. Workshop ‘Employing Disabled People – why it’s good for business’ Greater Manchester Social Value Network Event Friday 8th September 2017
  2. 2. About Breakthrough UK • Company incorporated in 1997 – ‘not for profit’ social enterprise (also registered as a charity and a DPO) • Manchester-based but deliver across GM • Mission ‘to promote the rights, responsibilities and respect of Disabled People’ – enable independence of DP through employment and inform/influence public policy to ensure equality for DP • Core services are provision of personalised and holistic specialist employment related support for DP who are seeking work 01-09-17 2© Breakthrough UK Ltd www.breakthrough-uk.co.uk
  3. 3. Context: • There are 11.9 million Disabled people of working age in UK population (19% of total WA pop) but DP are almost as twice likely as non- DP to be unemployed • Table exercise - why do you think is this the case? 01-09-17 © Breakthrough UK Ltd www.breakthrough-uk.co.uk 3
  4. 4. Table exercise - from your experience as an employer what prevents you from employing disabled people? 01-09-17 © Breakthrough UK Ltd www.breakthrough-uk.co.uk 4
  5. 5. Breakthrough Employment services portfolio:- • Personalised Employment & Training Service for Disabled People (on behalf of Mcr CC) • Pathways Programme - Employability skills training for long term unemployed people in GM who experience multiple barriers to employment • Journey to Employment Programme – specialist support for long term unemployed people with impairments and/or long term health conditions JCP customers (on behalf of DWP) 01-09-17 © Breakthrough UK Ltd www.breakthrough-uk.co.uk 5
  6. 6. Apply & promote the Social Model of Disability: • people are disabled by barriers created by society not by their impairment or health condition • see the person (and their capabilities) not the impairment • identify and remove barriers to employment • don’t see someone’s impairment as the problem to be fixed • don’t make assumptions 01-09-17 © Breakthrough UK Ltd www.breakthrough-uk.co.uk 6
  7. 7. 01-09-17 © Breakthrough UK Ltd www.breakthrough-uk.co.uk 7
  8. 8. 01-09-17 © Breakthrough UK Ltd www.breakthrough-uk.co.uk 8
  9. 9. Employer Good Practice and outcomes for Breakthrough UK • 50% of our employees are Disabled people with a wide range of impairments and fluctuating long term health conditions • High staff retention rate supports business continuity and ensures low recruitment and training costs • Highly motivated workforce • High levels of customer satisfaction 01-09-17 © Breakthrough UK Ltd www.breakthrough-uk.co.uk 9
  10. 10. Employers’ Statutory duties under Equality Act 2010 • duty not to discriminate against individuals with ‘Protected Characteristics’ • duty to consider requests from Disabled Employees for ‘Reasonable Adjustments’ 01-09-17 © Breakthrough UK Ltd www.breakthrough-uk.co.uk 10
  11. 11. What are ‘Reasonable Adjustments’? • Adjustments made by employer to workplace, work practices or job role to remove barriers and/or ensure DP has appropriate support to fulfil job requirements. • Often, RAs are simple and incur little, if any, cost 01-09-17 © Breakthrough UK Ltd www.breakthrough-uk.co.uk 11
  12. 12. What are ‘Reasonable Adjustments’? examples include:- • physical adaptations to workplace - access • provision of specialist aids or equipment – height adjustment work station, orthopaedic chair, screen readers/zoom software, voice recognition software etc • personal assistance in the workplace 01-09-17 © Breakthrough UK Ltd www.breakthrough-uk.co.uk 12
  13. 13. more examples of ‘Reasonable Adjustments’ • travel to/in work • adjustments to working patterns/hours (the most common RA request by disabled employees) Where RAs do incur cost, the Government’s Access To Work Scheme will usually pay for these (subject to eligibility criteria) 01-09-17 © Breakthrough UK Ltd www.breakthrough-uk.co.uk 13
  14. 14. Business case for employment of DP • 11.9 million DP represents 19% of the UK population with spending power of £249 billion per annum – can your business afford to miss out on this market opportunity? • Disabled employees can contribute to your business’s understanding of the market and the needs of potential disabled customers – are you missing out on valuable market intelligence? 01-09-17 © Breakthrough UK Ltd www.breakthrough-uk.co.uk 14
  15. 15. 01-09-17 © Breakthrough UK Ltd www.breakthrough-uk.co.uk 15
  16. 16. Business case for employment of DP • Disabled people experience discrimination and barriers to employment – when they get into employment they make loyal and hardworking employees • Exploding the myths – disabled employees are not likely to have more sickness absence than non-disabled employees 01-09-17 © Breakthrough UK Ltd www.breakthrough-uk.co.uk 16
  17. 17. Business case for employment of DP • 5 in 6 employees who become disabled while in work are able to sustain their employment beyond the first year after becoming disabled, with or without reasonable adjustments Question: why would you not make a reasonable adjustment for a new employee? 01-09-17 © Breakthrough UK Ltd www.breakthrough-uk.co.uk 17
  18. 18. 01-09-17 © Breakthrough UK Ltd www.breakthrough-uk.co.uk 18
  19. 19. What can you do to increase inclusion of Disabled People in your workforce? • offer work experience placements to disabled jobseekers (‘buddy up’ with a local Disabled Peoples organisation) • be willing to make adjustments to recruitment procedures, eg offer work trials or working interviews so that applicants can demonstrate their ability to do the job 01-09-17 © Breakthrough UK Ltd www.breakthrough-uk.co.uk 19
  20. 20. What can you do to increase inclusion of Disabled People in your workforce? • invite (ie don’t wait to be asked!) applicants to request ‘reasonable adjustments’ in selection process/interviews • use routine supervision meetings and/or performance reviews to ask if employees wish to request any RAs (many health conditions fluctuate & temporary RAs may help employee to sustain performance levels) 01-09-17 © Breakthrough UK Ltd www.breakthrough-uk.co.uk 20
  21. 21. Case study – Rebecca, Breakthrough client • Rebecca has a degree & prior work experience • Rebecca had a negative experience with her last employer in respect of her request for RA which led to redundancy and severely undermined her confidence/self belief • Rebecca secured a new job as a Junior Business Analyst in June 2016, RAs (provision of adaptive software) made by employer have enabled her to sustain her employment 01-09-17 © Breakthrough UK Ltd www.breakthrough-uk.co.uk 21
  22. 22. Case study – Robert, Breakthrough client • Robert is unable to travel on public transport as he easily gets disoriented and anxious in crowds (and has been victim of Disability Hate Crime) • Robert secured job offer for job at a supermarket some distance from his home • Robert made an application to Government’s Access To Work Scheme which pays for cost of private taxis to/from work (Robert has sustained job for 3 years to date) 01-09-17 © Breakthrough UK Ltd www.breakthrough-uk.co.uk 22
  23. 23. Case study – Chrissie, Breakthrough client • Chrissie had not worked since leaving statutory education when she was referred to Breakthrough aged 23 years • Chrissie has poor literacy and numeracy skills so her Breakthrough adviser negotiated a work trial for her in a City Centre restaurant • Chrissie was offered the job and has recently completed her 3rd year with this employer 01-09-17 © Breakthrough UK Ltd www.breakthrough-uk.co.uk 23
  24. 24. Case studies – Breakthrough employees • P - has regular mentoring sessions with a work coach and smartphone app to help her to manage her LT MH condition paid for by ATW • Y - has a height adjustable work station and uses adaptive software paid for by ATW to enable use of desktop computer • B - has a daily visit to workplace by a PA for personal care needs paid for by ATW 01-09-17 © Breakthrough UK Ltd www.breakthrough-uk.co.uk 24
  25. 25. Want help? Disabled Peoples Organisations in your area, including Breakthrough, will probably be keen to support you to include Disabled People in your workforce Just get in touch admin@breakthrough-uk.co.uk tel 0161 234 3950 and Keep in touch www.breakthrough-uk.co.uk twitter @BUKCommunity facebook @BreakthroughUKLtd 01-09-17 © Breakthrough UK Ltd www.breakthrough-uk.co.uk 25
  26. 26. Further guidance for employers: • Disability Confident Toolkit www.gov.uk/government/collections/disability-confident-campaign • Govt’s Access to Work Scheme – meets cost of RAs and/or access/support needs of disabled employees (subject to conditions) www.gov.uk/government/publications/access-to-work-guide-for- employers/access-to-work-factsheet-for-employers • www.equalityhumanrights.com/en/multipage-guide/employing- people-workplace-adjustments • www.gov.uk/government/publications/employing-disabled-people- and-people-with-health-conditions/employing-disabled-people-and- people-with-health-conditions Disclaimer – referring employers to the above resources does not imply endorsement of them or their content by Breakthrough UK 01-09-17 © Breakthrough UK Ltd www.breakthrough-uk.co.uk 26

Presentation by Peter Jackson, Breakthrough UK, at Greater Manchester Social Value Network Conference.

Views

Total views

166

On Slideshare

0

From embeds

0

Number of embeds

0

Actions

Downloads

2

Shares

0

Comments

0

Likes

0

×