Disability Equality in the Workplace. Hibou Drusden, South Yorkshire Fire and Rescue

Transcription

1 Disability Equality in the Workplace Hibou Drusden, South Yorkshire Fire and Rescue

2 Some History of Disability Rights last 20 years 1991 Supported Employment for disabled people -3% quota for some jobs 1980/90 s long struggle of disabled people for their human rights development of the social model of disability 1995 Disability Discrimination Act/Disability Rights Commission protection from discrimination and right to reasonable adjustments at work Equality Act 2010 disability one of 9 protected characteristics - Equality and Human Rights Commission Over last 12 years progress in direct payments and individual budgets as a right for disabled people.but. Recession and workplace downsizing - a challenge for disability equality in the workplace

3 Some considerations for Human Resource Departments around promoting disability equality Work placements, apprenticeships and attraction of candidates targeting for inclusion Commitment - JD and Job Specification relevant criteria R&S/Restructure policy and processes access and reasonable adjustments Induction & appraisal - identification of support, e.g. Access to Work Workplace culture adopting the social model, anti-harassment etc. Training for staff and managers Mindful Employer Workforce and engagement profiling with aim to balance % disabled people in community/workplace Disabled Staff Groups with support to challenge and advise Disability/equality champions at senior level and aware Incorporating positive action into talent management plans and promotion processes Challenge own policies e.g. around absence management, capability Restructure and redundancy processes reasonable adjustments Exit Interviews and Policy

4 Some examples from SYFR Disabled Staff Group advised management to adopt social model for culture change, challenged and changed Absence Management Policy (disproportionate impact on disabled staff). Peer to Peer Mentoring for under-represented groups of staff - trained disabled staff acting as mentors to support colleagues through change, downsizing. Audited all restructure policies and processes and embedded disability equality actions at each stage, included in training for all managers BUT 2011 low rate of disclosure of disability for workforce profile perception of consequences in an emergency service Staff Survey showing lower engagement scores for disabled (any other minority staff) groups.

5 Good work is good for health... There is strong evidence that work: Promotes recovery and aids rehabilitation Leads to better health outcomes Minimises the harmful effects of long-term sickness absence Improves quality of life and wellbeing Reduces social exclusion and poverty The benefits of work on both mental and physical health are well documented; yet mental illness is now the largest category of occupational ill health.

6 Mindful Employer Where did it come from? What is it trying to do? How do you join? What does it cost?

7 Mindful Employer Charter Provide non judgemental and proactive support to individual support to staff who experience mental health issues Ensure that all managers have information and training about managing mental health in the workplace

8 Wellness Recovery Action Plan (WRAP) (Rachel Perkins Review: Realising ambitions: Better employment support for people with a mental health condition. December 2009) What is a WRAP plan? Practical relapse prevention plan Sharing responsibility support for employee and employer Written agreement Increasing employer (maybe colleagues) awareness Planning support in work and on return to work

9 What is Happening? Stress is the main cause of absence More employees are coming into work when ill 42% of employees are satisfied with their manager

10 What are we seeing? Lack of consistency in applying policies and procedures Poor communication Lack of training for line managers Lack of awareness of mental health and employment issues

11 What is the outcome? A drift away from primary intervention by employers Increasing number of employers are failing in their duty of care

12 Learning Disability in the workplace: Dave Williamson - Contracts Manager, Bridge Employment, Sheffield 1. The Social Model of Disability: Potentialities rather than obstacles The medical model Objectification and categorisation Less of a person and more a collection of symptoms Disability as a social construct; changes required Attitudes Practical Support and Resources 2. The Challenge: Facts and Figures In 2011: 905,000 adults with learning disabilities in UK 6.6% in work (majority part-time) 65% express an interest in finding work 433,000 adults on Autistic Spectrum 15% in full-time work Sheffield: approx 2200 learning disabled adults of working age? Possibly 10% in paid or voluntary work

13 3. Employing those with learning disabilities: The Business Model Loyalty Good attendance Market potentialities: family, friends and carers Diversity in action Staff development opportunities 2 ticks 4. Support Available: What s out there to help employers and employees? DWP s Access to Work Workchoice Disability Employment Advisors (DEAs) - Business Disability Forum - Supported Employment Organisations - Potentialities of Self Directed Support (Personal Budgets)

14 5. Methods of Workplace Support Supported Employment: Job Coaches and the Place and Train model Training in Systematic Instruction (TSI) 6. Good Practice: Reasonable Adjustments that matter Job Descriptions: Job Carving Recruitment Processes: Flexibility (eg Working interviews) Buddying/Mentoring The practicalities of day to day support

15 Case Study: Christine and University of Sheffield Estates and Facilities Management Key Points Recruitment Flexibility Perseverance in arranging interview (phone issue) Liaison with supporting agency Interview Supporting agency joint attendance welcomed Recognition and understanding of communication issues Non- challenging methodology: repeat clarifications Induction Individualised Come and Look at the Job first: tester days Support Agency inclusion and joint responsibilities Team involvement: Manager and colleagues Task oriented instruction booklet Limited geographical responsibilities Ongoing Support Day to day supervision Support Agency support on site (to fade when appropriate)

16 7. Useful Contacts/Resources Business Disability Forum Foundation for People with Learning Disabilities: TUC guide to the law and good practice: /extras/disability & work Access to Work (Glasgow) National Autistic Society Scotland s Guide for Employment Practitioners Dyspraxia Foundation Dynamo Project: Disability Employment Adviser (DEA) Local DWP Jobcentres (for Workchoice) Dave Williamson: Bridge Employment, 57 The Burton St Foundation, Sheffield S6 2HH Tel david.williamson@bridgeemployment.org.uk