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.

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

46 views

Published on

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

Published in: Government & Nonprofit
  • Be the first to comment

  • 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

×