Staffordshire Employment Strategy. for. People with a Learning Disability or Autism

Transcription

1 Staffordshire Employment Strategy for People with a Learning Disability or Autism I m glad I work or I would be bored I would only do a job if I was paid Voluntary work can lead into paid work I work to get independence and confidence I work to meet new people, make friends, socialise A chance to use my skills and learn new ones It makes my family feel proud of me Quotes from recent Employment Workshop s 1

2 Contents 1. Introduction Page 3 2. Definitions Page 3 3. Principles Page 4 4. National Context Page 5 a. Learning Disabilities b. Autism 5. What do we understand about the local needs Page 7 of people with learning disabilities or autism a. Links to other strategies b. Links to other employment initiatives 6. Barriers and gaps Page 9 7. Staffordshire s Employment Vision for people Page 11 with learning disabilities or autism 8. Aims Page Priorities what we need to do Page Next steps to making this strategy happen Page 15 Appendices 1. A Whole System Approach to Employment for people with Learning Disabilities and /or autism in Staffordshire 2. Performance Indicators 3. National Adult Social Care Intelligence Service (NASCIS) National Indicator Data Set. Percentage of people known to the Council in Employment NI 146 West Midlands from 2009 to Geographical Employment Trends across Staffordshire s Eight Districts 5. Getting a Life Pathway into Paid Work 2

3 1. Introduction A significant priority for Staffordshire is for it to be a: VIBRANT, PROSPEROUS AND SUSTAINABLE ECONOMY Our workforce will be better skilled with everyone having the opportunity to develop and improve their skills and achieve their full potential. People with learning disabilities and autism tell us that they, like most of the population, want to work. Employment is also one of the best ways of achieving real social inclusion. However many people with a learning disability or autism have difficulty getting a job. Significant work has now been started to improve the chances of people with a learning disability or autism within Staffordshire in getting into employment, however, more has to be done. This strategy sets out how we will improve the employment opportunities of people with a learning disability or autism in Staffordshire. This includes providing safe places to work. Whilst the priority will remain supporting people to gain paid employment, after consultation we have been told that the opportunity for voluntary work experience particularly as a stepping stone to paid employment but for some people in its own right, is very much valued. We will also tackle the inequalities that people with a learning disability or autism experience and challenge societies attitudes towards them. 2. Definitions Learning Disability: The Staffordshire Employment Strategy accepts the following definitions set by Valuing People. someone who has a significant impairment of intellectual functioning someone who has a significant impairment of adaptive/social functioning and; the age of onset is before adulthood All three criteria must be met for a person to be considered as having a learning disability. Autism: In this strategy we recognise that there are a number of terms that different individuals and groups prefer to use for recognising autism. In this strategy we use the term autism as an umbrella which includes the terms listed below: Autistic Spectrum Disorder (ASD) Autistic Spectrum Conditions (ASC) Asperger Syndrome 3

4 Autistic Spectrum Difference Neuro-diversity Autism is a lifelong condition that affects how a person communicates with and relates to other people. It also affects how a person makes sense of the world around them. The word spectrum is used because the characteristics of the condition vary from one person to another. Autism is a lifelong developmental disability which affects how a person understands and interacts with the world around them. The three main areas of difficulty experienced by all people who have autism are: Social communication - which includes understanding facial expressions and body language, tone of voice and giving and receiving verbal and non verbal communication Social interaction recognising or understanding other people s emotions and feelings and expressing their own Social imagination understanding and predicting other people s behaviour, making sense of abstract ideas and imagining solutions outside of their own routines However people struggle in different ways depending on how they are affected by autism. Many people who have autism may also experience some form of sensory sensitivity or under-sensitivity to sounds, touch, taste, light or colours and often prefer to have a fixed routine. Employment: Work either part time or full time that people get paid for. Work: Any unpaid work activity, like volunteering or work placements. 3. Principles The Staffordshire Employment Strategy is linked to the Sustainable Community Strategy for Staffordshire. Our priority of A vibrant, prosperous and sustainable economy and is based on five key principles: 1. Rights - That people with learning disabilities or autism have the same rights to have a job as everyone else 2. Independence - That having a job makes people more independent 3. Choice - That people should have the choice to work if that is what they want to do 4. Inclusion - That working is an important way to feel fully included in the community 5. Health - That work is good for your mental and physical health. 4

5 4. The National Context a. Learning Disabilities Over recent years, national policy has emphasised the importance of people with a learning disability having employment. However, the government recognises the number of people with a learning disability who have found paid employment remains very low. As a result, several government departments have published policies that provide a clear direction. The White Paper Valuing People: A New Strategy for Learning Disability for the 21 st Century (2001) sets out the government s proposals for providing new opportunities for people with learning disabilities to live full and independent lives as part of their local communities. In recognising that employment is an important route to social inclusion, Valuing People set a key objective - to enable more people with learning disabilities to participate in all forms of employment, wherever possible in paid work, and to make a valued contribution to the world of work. However, the responsibility for helping more people with a learning disability access employment is not limited to specialist learning disability services. Improving work opportunities for people with a learning disability (2006) was the report of the government s Working Group on Learning Disabilities and Employment to Ministers and to the Learning Disability Taskforce. It concluded that responsibility for making sure all people can access employment is community wide, not simply one for health and social care. It also promoted the value of Person Centred Planning, effective transition planning, improving opportunities for working only a few hours a week (between 5 and 15), effective networking between all key agencies, reducing disincentives and providing strong leadership. Recent national and local policy for improving the lives of people with a learning disability is clear. There is a need and priority for supporting more people with learning disabilities to be in paid work. Valued in Public, a guide for public sector employers about employing people with a learning disability reaffirmed the government s commitment to improving the employment prospects of people with a learning disability. The paper noted - It is time for public sector employers to rise to the challenge and do all they can to bring more people with a learning disability into their work force. In 2007 the Commission for Social Care Inspection introduced the Self Assessment Survey, a key element of the new inspection framework for Councils with Adult Social Services responsibilities. This includes a requirement for councils to report their annual performance on helping people with a learning disability access paid work. 5

6 Valuing People Now: From progress to transformation, sets out the Government s next steps and priorities for enabling people with learning disabilities to live an ordinary life in the community alongside their fellow citizens. Included as one of the five main priorities that Government wishes local authorities (and government itself) to concentrate on for the next three years ( ) is - what people do during the day (and evenings and weekends), helping people to be properly included in their communities, with a particular focus on paid work. Valuing Employment Now is based on the Government s belief that all people with learning disabilities, like all other people, can and should have the chance to work. To deny people that opportunity is a waste of talent for the individuals, employers, society and the wider economy. The current economic situation makes it all the more urgent to take action. Valuing Employment Now therefore sets out the Government s goal to radically increase the number of people with moderate and severe learning disabilities in employment by Many people with learning disabilities also have autism, but many of the changes set out in Valuing Employment Now are designed to benefit adults with autism even if they do not have a learning disability. Pathways to Getting a Life Transition Planning for Fuller Lives (Department of Health March 2011) emphasises the importance of planning for employment early on in the transition process to adulthood. (See Appendix 5) Transparency in Outcomes the Adult Social Care Outcomes Framework (Dept of Health, March 2011) sets out a number of social care related national priority outcomes. The domain of Enhancing Quality of Life for People with Care and Support Needs includes the following outcome: People are able to find employment when they want, maintain a family and social life and contribute to community life, and avoid loneliness or isolation. This outcome is underpinned by a number of measures, one of which is the proportion of adults with learning disabilities in paid employment (1E). The rationale for the inclusion of this indicator is that there is a strong link between employment and enhanced quality of life, including evidenced benefits for health and wellbeing and financial benefits. b. Autism We know that adults with autism are significantly under-represented in the labour market and we are committed to doing more to help adults with autism into work. Fulfilling and rewarding lives, the National Strategy for adults with England (2010) says the employment rate for autism is not acceptable, and it is clear that action needs to be taken locally, regionally and nationally to lead change. It goes on to say we need to improve access for adults who have autism to the services and support they need to live and 6

7 work as independently as possible within their community. The strategy focuses on four aspects of activity to support people with autism. These are: o Ensuring adults with autism benefit from wider employment initiatives o Personalising welfare and encouraging employers o o Improving existing provision, and Developing new approaches that will better support adults with autism Department of Health November 2006 Better services for people with an autistic spectrum disorder promotes Community Integration and Employment Support. Policy emphasises the importance of community participation and employment. Some of the strongest efforts to build inclusion focus on people s gifts, talents, interests and preferences. This requires organisations to support people to manage their anxiety in social situations, build opportunities around individuals special areas of interest and support other people to understand how to help someone with an ASD to fit in. National Audit Office Supporting People with autism through adulthood 2009 says People with autism can have valuable skills to offer employers, but employment rates for people with autism are low, with many finding lack of understanding of autism amongst employers a significant barrier to work. Recent estimates suggest that only 15 per cent of adults with autism are in full-time employment.7 Yet with appropriate awareness training and support, a number of employers have successfully integrated people with autism into their workforce. Valuing People now Employment Supported employment and job coaching: best practice guidelines says that supported employment is a well-evidenced, personalised approach to working with people with significant disabilities, including people with learning disabilities and autism, to access and retain open employment, with support. 5. What do we understand about the local needs of people with learning disabilities and /or autism At present, it is difficult to accurately identify the number of adults with learning disabilities or autism in Staffordshire who require or want support to secure paid employment or voluntary work. Many people with a learning disability or autism who are currently seeking to gain employment do not have specialist learning disability or mental health social care support, so may not be known to services. Additionally, there is little reliable data available about the number of people with a learning disability or autism who are presently undertaking learning courses, pre-employment training programmes or indeed are presently in employment. A key priority of this strategy will be to ensure that recording systems are developed in order that accurate information is obtainable in future years. 7

8 Regionally performance results for 2009/2010 gave a figure for Staffordshire of 4.7%, this is comparable with a regional average of 4.3% and a national average of 6.8% Regionally performance results for 20010/2011 gave a figure for Staffordshire of 5.4%, this is comparable with a regional average of 5.5% and a national average of 6.6% Regionally performance results for 2011/2012 gave a figure for Staffordshire of 7.1%, this is comparable with a regional average of 6.4% and a national average of 7.2% Employment Data Percentage 8.00% 7.00% 6.00% 5.00% 4.00% 3.00% 2.00% 1.00% 0.00% Staffordshire Regional National Area 2009/ / /2012 This figure represents the number of adults with a learning disability known to social services in paid employment. This inevitably only captures people with significant or severe learning disabilities and as such almost certainly under-represents the overall number of people with Learning Disabilities or autism in employment. Furthermore, authorities nationally have interpreted known to social services in a variety of ways, meaning that this indicator cannot be used to make reliable comparisons with other areas. The definition of the indicator is under review with the aim of addressing this issue 2011/12. Appendix 2 sets out the Performance Indicators. Appendix 3 sets out the National Adult Social Care Intelligence Service (NASCIS) National Indicator Data Set and the percentage of people known to the Council in Employment NI 146 West Midlands from 2009 to Geographical Employment Trends across Staffordshire s Eight Districts is available within Appendix 4. 8

9 a. Links to other Strategies The Strategy is informed by a range of local plans such as the: Staffordshire Health and Wellbeing Strategy Staffordshire County Council Strategic Plan Staffordshire People Strategy All Age Disability Strategy Living My Life My Way Staffordshire and Stoke-on-Trent Adult Autism Strategy Staffordshire and Stoke-on-Trent Adult Safeguarding Partnership Strategy b. Links to other employment initiatives We will also be making links with other national and local employment initiatives. Some of these for example are: Mencap - Employ Me South Staffordshire and Shropshire Healthcare NHS Foundation Trust Service User Employment Strategy Down s Syndrome Work Fit Connecting Employers and Employees Shaw Trust Ability to Work The National Autistic Society - The Undiscovered Workforce Landau Changing Lives Creating Futures 6. Barriers and Gaps National policy for improving the lives of people with a learning disability or autism is clear; there is a priority for more people to be in paid work. It is also clear that this is what people with a learning disability or autism and their families want. In January 2011 a workshop was held to discuss what people with a learning disability or autism in Staffordshire wanted to see in the Employment Strategy. The main points were: Voluntary work is important in it s own right and as a stepping stone to paid employment Benefits are a big worry losing them or being worse off Support is needed at Job Centres, to fill in applications and go for interviews Travel and lack of transport is a problem People were interested in more creative jobs to use talents they had like drawing, not just cleaning and working at supermarkets Gaining new skills and qualifications whilst working is important 9

10 Being part of a team, being part of the community, pride in the job, getting paid and job satisfaction are all important Support through the whole process of applying for a job through to be supported in the workplace is important in case of discrimination, not understanding things or needing help with something. Other stakeholders identified: Information - People with learning disabilities or autism, their carers, professionals and providers that support them, often do not have the information necessary to make informed choices or decisions regarding learning, training or employment options/opportunities Expectation Despite the long standing priority of helping people with a learning disability or autism access paid employment, expectations remain low. People with a learning disability or autism and their families, schools and colleges, learning disability and mental health services, providers and employers do not consistently see paid employment as a viable option Supported employment programmes The supported employment model has proved highly effective in placing people with learning disabilities or autism into employment and then supporting them with on the job training and personal development. Whilst supported employment provision is available, eligibility to this service is generally restricted to those people with a mild/moderate learning disability or autism and looking to secure employment of more than 16 hours per week. Transition planning to adulthood Transition plans often have a limited focus on the future employment aspirations of young people with learning disabilities or autism or fail to sufficiently identify the necessary steps and support structures required to assist the individual into employment Employment opportunities There is a shortage of appropriate employment opportunities for people with learning disabilities or autism in the County particularly in rural areas, both within private businesses and public sector organisations Partnership working While there are many statutory and voluntary sector organisations working in the area to improve employment opportunities for people with learning disabilities or autism, they have tended to work in isolation. This lack of partnership working and coordination often results in the failure to effectively support people with learning disabilities or autism into employment Social enterprises and social firms Few opportunities exist for new applicants within existing Staffordshire based social enterprises and social firms supporting people with learning disabilities or autism 10

11 Micro enterprises Self employment and the creation of micro enterprises has not been generally considered/pursued as a viable employment option for people with learning disabilities or autism Benefits awareness Benefit rules and regulations continue to be regarded as a major barrier, perceived or real, for people with learning disabilities or autism seeking to gain employment. It is vital that people considering employment (and their carers) are provided with all the facts and financial figures with regards the impact that paid employment will have upon their personal financial circumstances Travel training Having the confidence, knowledge and ability to travel independently is of real benefit to people with learning disabilities or autism seeking to gain employment. Numbers of people with learning disabilities or autism in Staffordshire who are able to travel independently remains low and there is a need for more travel training programmes Data Presently, there are insufficient data collection systems and processes that would enable us to accurately set employment targets and measure our progress. 7. Staffordshire s Employment Vision for people with learning disabilities or autism Staffordshire s Employment Strategy for people with a learning disability or autism has the following vision: That all people with a learning disability or autism are people first with the right to lead their lives like any others, with the same opportunities and responsibilities, and to be treated with the same dignity and respect. This is so they can live full and active lives as important members of their community. They and their families and carers are entitled to the same aspirations and life chances as other citizens. In addition we believe that employment should be the first option for those who choose on leaving education. We will do this through easily accessible employment support, tailored to meet individual needs and aspirations. We aim to: Raise expectations where appropriate in particular amongst young people going through transition, ensuring that paid employment and self employment are recognised as a realistic option for anyone with a learning disability Ensure that employment advice and support is integrated into both the transition and Person Centred Planning process Provide a quality skills based assessment of individuals with learning disabilities allowing a realistic job goal to be agreed, allowing matching 11

12 with the prevailing employment opportunities and skills required for the vacancy Provide pre employment development, experience and skills enhancement for people with learning disabilities or autism which are person centred and directed to meet the needs of the job market Deliver in work support for both employees and employer focusing on early identification and resolution of issues to lead to long term sustainability Provide comprehensive information on additional support services available to candidates with learning disabilities or autism getting into work. This will be for the benefit of both candidate and support worker. It would tend to include information on In Work Benefits Calculation, Access to Work etc. Focus efforts on the employer as the customer ensuring their needs are met and that we value the vacancies identified Develop a partnership approach with the following to improve the current range of provision and building capacity. Our aim to make sure that people with a learning disability or autism in Staffordshire access high quality, locally based solutions that improve people s access to work o o o o o Employers and Employer Organisations Voluntary Organisations Further Education Providers Commissioners 3rd Sector Providers Identify individuals who want to pursue the following options and where to obtain advice to support this goal o o o o Self Employment User Led Organisations Social Enterprises Micro Enterprises Acknowledge the importance and the benefits of voluntary work opportunities for those people who wish to pursue this as an option. Proactively challenge discrimination and increase public awareness of people with learning disabilities or autism with the impact of reducing discrimination. The challenge now is to have in place the necessary structures, support programmes and commissioning strategy to expand the scope of current provision in Staffordshire. This will enable local people with a learning disability or autism, 12

13 particularly young people leaving school and people with more complex needs, to secure paid employment. We will also provide safe places for people to work and provide advice and guidance on how to raise concerns if needed. 8. Aims In seeking to make this vision a reality and enable change to happen, this strategy has set seven aims. These are to ensure that: 1. People with learning disabilities or autism have access to appropriate employment opportunities and work based training or learning to facilitate their move into employment 2. People with learning disabilities or autism are assisted in finding appropriate employment that makes the most of their interests and potential 3. No person with a learning disability or autism wishing to work is excluded from pursuing employment opportunities with appropriate support 4. Public sector organisations provide a lead in the employment of people with learning disabilities or autism and private sector organisations also understand the benefits of employing people with learning disabilities or autism 5. Commissioning strategies in Staffordshire reflect the determination to encourage employment opportunities for people with a learning disability or autism 6. Voluntary work is seen as a real and valued stepping stone to paid employment 7. We are able to identify the number of people with a learning disability or autism whether in employment, training or unemployed to enable us to identify need and progress with employment 8. To create a whole system approach to Employment for people with Learning Disabilities or autism in Staffordshire (See Appendix 1 ) 13

14 9. Priorities what we need to do The eight priorities of this strategy have been developed in direct response to our analysis of needs and to the identified barriers to employment or gaps in existing service provision for people with learning disabilities or autism. The priorities are: 1. Providing Information Raise awareness amongst people with learning disabilities or autism, their carers and professionals, of the various learning courses, training programmes and employment options/opportunities available Ensure information is provided in accessible formats and is widely available Link into the Staffordshire Cares website and Purple pages 2. Consultation and Conversation Use a person centred approach in finding out what kinds of jobs people with learning disabilities or autism want, and develop services and employment opportunities that meet these goals Raise expectations amongst people with learning disabilities or autism and their parents/carers and support professionals, so that paid employment is recognised as a realistic and achievable option for anyone with a learning disability or autism who wants to work 3. Development Develop a range of learning courses and training programmes that will help people with learning disabilities or autism acquire the skills and knowledge necessary to be able to gain paid employment Promote employment and training opportunities to young people coming through transition Enable young people with learning disabilities or autism to undertake work training and work experience placements whilst in school and colleges We will equip people to know their rights within their workplace and their community 4. Employment opportunities Increase employment opportunities across the public, private and third sector Develop volunteering and work taster placements as part of a planned route way into paid employment Identify and develop opportunities for the use of personal budgets for pre and in-work support Encourage local businesses to develop employment opportunities through the creative use of existing funding opportunities Provide safe places of work 14

15 5. Partnership working Develop coordinated partnership working between all agencies Coordinate and support people to access Job Centre Plus Support businesses to understand challenges faced by people with learning disabilities or autism, including how to report abuse 6. Enterprise Review good practice examples and its potential application to Staffordshire Provide advice and support for people seeking self-employment as an employment option Encourage and support the development of new Social Enterprises 7. Money Identify priorities for investment and secure all opportunities for additional funding Develop knowledge in relation to Disability Employment Support Ensure that people seeking employment are able to access specialist benefit advice services Highlight the financial benefits attainable for people working 16 hours or more 8. Data Develop appropriate data collection systems and processes for sharing information between partner organisations and the capture of baseline information. 10. Next steps to making this strategy happen Key stakeholders have been consulted on the Staffordshire Employment Strategy. We have identified gaps and priorities and the wishes of people with a learning disability or autism in Staffordshire. We will meet the aspirations of this strategy by: Having a coordinated approach across the County, bringing together all parties, linking in with District Commissioning Leads and Local Strategic Partnerships. Recruiting Employment Development Officers Linking closely with Job Centre Plus for training and information Supporting people on an individual basis to navigate the system for employment support 15

16 Accessing Job Centre Plus funding for employment support in addition to Staffordshire County Council funding Enable the Employment Development officers to access more specialised training in working with people who have autism. We will also reorganise our existing contract Provision of Employment Support for Adults with Learning Disabilities across the County of Staffordshire so that: The funding can used for a specialist supported employment framework offering a choice of providers to support with job coaching and work related travel training. This will be closely monitored and evaluated after two years. We can offer training and support to the development of user led social enterprises including self employment and micro enterprise. To facilitate delivery of the strategy, the Learning Disability Partnership Board has commissioned three Employment Development Officers to work across the eight Districts of Staffordshire. These people will support the Employment Sub Group, to lead on the implementation of the strategy. The Employment Sub Group will: Develop an Action Plan that reflects the aims, key areas and priorities of the strategy Set local targets for the employment of people with learning disabilities or autism from 2012 onwards (targets to be set once baseline data is identified) Lead on the implementation of the plan and its actions Monitor, review and evaluate performance against the plan and update and revise actions and targets when necessary Report to the Learning Disability and Autism Partnership Board on progress An Employment Workshop held on 26 th September 2012 was a follow up to one held in January 2011 when we started to talk about employment for people with learning disabilities. The purpose of this second workshop was to update the group on what we have done and to see if they were happy with the draft strategy and its direction. The outcomes from the workshop were: That people agreed with the eight priorities set out in the strategy People were pleased and happy with the work of the Employment Development Officers and thought this was a real benefit to them in getting paid employment 16

17 Concerns were still raised as to how paid employment would affect people s benefits. It was agreed that this will have to be looked at on an individual basis as everyone is different, however we will look at more generic information for people We need to promote the work we are doing as carers are not aware of this People want more opportunities for job coaching and support to travel independently We are to translate the SCC Application form into an easy to read format More work with employers is the key area. Employers need training and awareness of disabilities, they need support to support the individuals, we need to help them to have easy to understand information in clear words and pictures. SCC needs to lead by example! 17

18 Open Employment A minority of people with learning disabilities and/or autism will have the capability and potential to gain and maintain employment in the open employment market or to become selfemployed. A range of mainstream support services exist to assist jobseekers into the open employment labour market. Supported Employment This is a service that provides ongoing pre and post employment support, tailored to an individual s need. The supported employment delivery model has at its heart the notion that anyone with a learning disability can be employed if they want paid work employment and enough support for both the individual and employer is provided. Voluntary Work This offers unpaid work opportunities for people looking to develop their skills and confidence, help others and at the same time learn something new. Volunteering work can be an excellent way for people with learning disabilities and/or autism to gain paid employment. Appendix 1: A whole system approach to Employment for people with Learning Disabilities and/or autism in Staffordshire Sheltered Employment Offers work opportunities for disabled people in a supportive environment. These businesses operate in the open market but are funded by a combination of selfgenerated income, charitable donations or government grant aids. Self Employment and Micro Enterprise Support to develop existing skills and ideas into a business. 18 Social Enterprises or Social Firms Social enterprises are commercial businesses, distinctive because their social or environmental purpose is central to what they do. Rather than maximising shareholder value their main aim is to generate profit to further their social and environmental goals. Many social enterprises offer employment opportunities for people with learning disabilities and/or autism. Social firms are a specific variant of social enterprises and are set up specifically to employ people who are severely disadvantaged in the labour market, such as people with learning disabilities and/or autism. Work Trial This is an unpaid trial in an actual job vacancy with an employer. A growing number of employers are now requiring job applicants to undertake a work trial as part of their recruitment and selection process.

19 Appendix 2 Performance Indicators The key performance indicators against which progress will be measured are: 1. Adult Social Care Outcome Measure 1E - Adults with learning disabilities in employment (Adults aged with a learning disability that are known to Councils with Adult Social Services Responsibilities) Number of people with a learning disability working full-time as an employee or self-employed (16 or more hours per week) Number of people with a learning disability working as an employee or self-employed (5 to 15 hours per week) Number of people with a learning disability working as an employee or self-employed (1 to 4 hours per week) To note: 2. Number of people with a learning disability aged 18 to 64 known to Councils with Adult Social Services Responsibilities helped into paid work in the year and yearly thereafter. 3. Number of people with a learning disability aged 18 to 64 known to Councils with Adult Social Services Responsibilities helped into voluntary work in the year and yearly thereafter. 4. Number of people with a learning disability placed in a Supported Employment Programme in the year and yearly thereafter. Adult Social Care Outcome Measure 1E replaces National Indicator 146. The description remains the same as it was for NI146. There are no specific performance indicators in terms of people with autism 19

20 Appendix 3 National Adult Social Care Intelligence Service (NASCIS) National Indicator Data Set Percentage of People Known to the Council in Employment - NI 146 West Midlands Local authority % Percentage of people in work Movement Herefordshire Walsall Shropshire Worcestershire ENGLAND NATIONAL AVERAGE Staffordshire REGIONAL AVERAGE Warwickshire Sandwell Stoke Dudley Birmingham Coventry Solihull Telford Wolverhampton % of people with learning disabilities in employment NI / / Herefordshire Walsall Shropshire Worcestershire ENGLAND NATIONAL AVERAGE Staffordshire REGIONAL AVERAGE Warwickshire Sandwell Stoke Dudley Birmingham Coventry Solihull 20 Telford Wolverhampton

21 Appendix 4 Geographical Employment Trends across Staffordshire s Eight Districts Staffordshire Moorlands This is a predominantly rural area with dispersed population of 95,400. Working age population within the area is 57,100 with 21.8% having a declared disability and less than 1% from a minority ethnic background. The area displays strong relationships with surrounding areas of Cheshire, Derbyshire. There are pockets of rural deprivation but on the whole it is a fairly affluent district. The unemployment rate is 1.3%. Employment is focused around Manufacturing, Wholesale and Retail, Health and Social Work: however Agriculture is more significant than the national average. Newcastle Newcastle-under-Lyme has an estimated working age population of 78,200 with 20.8% of those have declared that they have a disability. Some 2.1% of the population belongs to a minority ethnic group. The area is particular linked to Stoke-on-Trent unitary authority, but also looks outwards as far as Greater Manchester for higher order employment and service opportunities. The importance of Stoke-on-Trent to the north of the County is reinforced by many local services such as Staffordshire Police and Staffordshire Fire service operating across an area encompassing both Staffordshire County and Stoke-on-Trent reflecting the former County of Staffordshire. Employment again is dominated by Manufacturing, Retail and Public Sector including Education sector including a large Tertiary College, (Newcastle-under- Lyme College), Keele University and three school sixth forms. It s the second most populous district in Staffordshire, and also one of the most deprived areas. The unemployment rate is 1.9% Stafford Stafford is a self contained region with a population of 126,000 and an estimated working age population of 77,100, 16.4% of those have declared that they have a disability. Fewer than 2.6% of the population are from a minority ethnic background. Stafford in both national and local terms is a relatively affluent district. It is the third most populous district in the Staffordshire area with an unemployment rate of 1.8%. Employment is dominated by Manufacturing, Retail and Public sector employment with a more significant number in Agriculture than the national average. 21

22 East Staffordshire East Staffordshire has a total population of 109,400 with an estimated working age population of 66,100, 23.4% of those have declared that they have a disability. Some 6.1% of the population are from a minority ethnic group, the highest in the Staffordshire area. The district contains some pockets of high deprivation, particularly around the centre of Burton-upon-Trent however, there are also areas of rural affluence. Unemployment in East Staffordshire stands at 1.8%. The area does have affinity towards East Midlands forming an important economic sub region. Employment is focused around Manufacturing, Wholesale and Retail, Public sector with significant numbers compared with the national average in Construction and Agriculture. Cannock Cannock area has a population of 94,700 with an estimated working age population of 59,100, 15% of those have declared that they have a disability. Just over 2.5% of the population are from a minority ethnic group. The district continues to suffer significant levels of disadvantage compared to other areas in Staffordshire. Cannock Chase is one of the most deprived districts in Staffordshire with unemployment rate at 2.4%. There are strong links with Walsall from Cannock, Cheslyn Hay and Great Wyrley. The area has undergone significant transformation and now has a more diverse employment structure, with Construction, Distribution and Hotels growing in significance alongside traditional Manufacturing and Retail. South Staffordshire South Staffordshire sometimes known as the Staffordshire Peninsula has a population of 106,600 with an estimated working age population of 64,100, 20.3% of those have declared that they have a disability. Just over 1.9% of the population are from a minority ethnic group. The district has a dispersed rural population and is the least deprived district in the Staffordshire area. The unemployment rate is 1.8%. Due to the proximity of Wolverhampton and Dudley, these areas affect the economy and travel to work areas of the region as well as strong links into Shropshire and M54 corridor. Employment is made up of Manufacturing, Retail and Real Estate with significant impact from Construction and Public sector. 22

23 Lichfield The district has a dispersed population of some 98,700, with concentrations in Lichfield and Burntwood. The working age population is estimated to be 58,900, 18.9% of these have declared that they have a disability and 1.8% of the population are from a minority ethnic background The index of deprivation shows Lichfield to be relatively affluent with low levels of deprivation. The annual unemployment proportion is 1.5%. It has close links to Birmingham within an easy to travel to work area due to good public transport and road links. Employment is focused around Manufacturing and Retail but with significant opportunities within Construction, Distribution and Finance/Insurance. Tamworth Tamworth has a population of 76,000. The district has an estimated working age population of 47,800, 22.3% of those have declared that they have a disability. Just under 2% of the population are from a minority ethnic group. Tamworth is the smallest district in terms of its size and population and has the highest population density and similarly suffers from pockets of high deprivation. It falls within the 40% most deprived districts nationally. The unemployment rate is 2.2%. Its closeness to Birmingham and good links affect the travel to work area and the economy. Employment is dominated by Manufacturing, Retail and Real Estate with significant opportunities within Construction and Transport. 23

24 Appendix 5 Getting a Life Pathway into Paid Work 24