Post FE Dyslexia Support: A comparison between Inclusion of dyslexia in Higher Education (HE) and the workplace
|
|
- Mabel Harmon
- 7 years ago
- Views:
Transcription
1 Post FE Dyslexia Support: A comparison between Inclusion of dyslexia in Higher Education (HE) and the workplace Presentation Outline Stimulus behind the investigation Aim and objectives of the investigation Definition of Dyslexia Disability research issues The Research Process Research findings Discussion: analysis of results and investigation process Investigation Stimulus With a raising number of disabled people entering employment and HE, and legal pressure for employers and educational institutions to provide inclusive environments, what in practice is being done to address the needs of dyslexic people? This question was brought to my attention through many informal conversations with dyslexic people and organisations and educational representatives. It seemed that the initial question led to no solutions and many people simply did not know what, if anything was being achieved. Through personal experience of a bumpy transition from HE to employment I decided to carry out research in this area. On early investigation in the topic of dyslexia in the workplace I found that it was a poorly researched area with little published academic work to draw information from. Aims and Objectives The aim of the investigation was to analyse the different approaches to dyslexia in HE and the workplace, to find areas of good practice, that would enhance the services available for dyslexic individuals in both HE and the workplace. Research objectives: to analyse perceptions and methods of recruitment. to analyse the working environment. to analyse support structures and organisational/ company policies. to analyse the impact of recent disability legislation.
2 Definition of Dyslexia It is important to establish early on what we actually mean by dyslexia. This is of course a contentious issue as many definitions of dyslexia exist. It is true to say that practitioners, academics, governments, educational institutions all use varying definitions of dyslexia to meets their needs and requirements, thus perpetuating misunderstandings of dyslexia and a loss of validity of the condition. So exactly how is dyslexia defined? Dyslexic definitions tend to stem from the point of diagnosis, with the majority being established within an educational environment. For this reason most definitions point to dyslexia as a literacy problem. Even the term dyslexia defines itself as a literacy problem, with dys being the Greek word for difficulty with and lexia meaning words. However these definitions do not take into account many key elements of the condition experienced by dyslexic individuals. If these elements are mentioned, they tend to be referred to as secondary, less important elements to that of literacy difficulties. For example the UK s leading dyslexia organisation the British Dyslexia Association (BDA) defines dyslexia as, a combination of abilities and difficulties that affect the learning process in one or more of reading, spelling and writing. The BDA go on to note that, Accompanying weaknesses may be identified in areas of speed of processing, short term memory, sequencing and organisation, auditory and/or visual perception, spoken language and motor skills British Dyslexia Association (BDA), 2003 The Department for Education and Skills (DFES) (2006), defines dyslexia to be a specific difficulty, typically characterised by an unusual balance of skills. Affecting information processing (receiving, holding, retrieving and structuring information) and the speed of processing information. It therefore has an impact on skills such as reading, writing, using symbols and carrying out calculations.
3 Along side this, variations in the theories of dyslexia between scientists and academia lead to further confusion of the condition, particularly related to biological, cognitive and social theories. For me most definitions bring negative images and meanings to dyslexia. Through the use of negative terminology for example the BDA and the DFES use the words weaknesses, difficulties, unusual and affecting. Dyslexic definitions are non-empowering for dyslexic individuals, focusing on literary achievement and describing many important dyslexic traits as secondary elements. Fitzgibon et al (2002) acknowledge that parallels are drawn between literary achievement and overall levels of ability. This negativity, lack of a definitive definition and inappropriate recognition of other elements of dyslexia has far reaching consequences on society s attitude towards dyslexia. Definition used It is also true to say that many definitions offered are not adequate to describe adult dyslexia and more importantly adult dyslexia related to the workplace. Therefore the definition offered by Fitzgibbon et al (2002, pg.3) has been used, where dyslexia is described as an inefficiency in working-memory: the system of storage and processing of information. Fitzgibbon et al offer a broad simple definition looking at visual, spatial and verbal information that is suitable in both education and the workplace. Disability Research Issues In the passed research conducted around disability issues has had little impact on the lives of disabled people, the very people for whom it was meant to help. Researching institutions, researchers and research funding bodies typically pursued their own interests, operating non- inclusive research processes. However in the early 1990 s disability research began to change. Oliver s influence on establishing emancipatory research: to confront disability by changing: the social relations of research production, including the role of funding bodies; the relationship
4 between researchers and those being researched, and the links between research and policy initiatives. Barnes et al (1997, pg. 5). Saw disability research going beyond the notion of impairment and establishing itself within the social model of disability. Barnes et al (1997, pg. 5) states that research, should be about changing the world not simply describing it. Therefore the following key factors have to be considered when carrying out disability research. The political agenda attached to disability research, by funding bodies, through the research topic and the researcher. The power balances between those being researched and the researcher. Involvement of those being researched in the research process: design, implementation, analysis and dissemination. The power struggles created by funding bodies and researchers, in determining the research pathway. disabled peoples call for no participation without representation (Cited Finklestein, 1985, barnes et al pg 6). The presence of disabled researchers and disabled people being researched. The debate about non-disabled people carrying out disability research. There is a thought that non-disabled researchers compromise there research through the absence of personal experience. Barnes et al (1997, pg.7) Emancipatory research needs to be reflexive, self critical and should not be used as propaganda. The Research Process A qualitative research process, design and implementation, was used. The research took place in Sheffield South Yorkshire, concentrating on a small sample. In total 4 people were contacted for the study who were between the ages of The gender make up of the sample was 2 female and 2 male. Qualitative questionnaires followed up by telephone interviews, were used to gather the research information. The questionnaires were sent to the sample via . The 4 individuals in the sample were specifically targeted to ensure that all areas of research were covered. The sample participant makeup was as follows:
5 1. A university dyslexic support worker. 2. A human resource manager for a multi- national commercial company. 3. A dyslexic individual who had graduated from university and had experience of the workplace. NB now working within the university and still studying part time. This individual was a substitute for a previous participant who did not complete the research process. 4. A dyslexic individual who had graduated from university, had experience of the workplace as company director and also of employing dyslexic individuals. Though the research process was initiated by the researcher all individuals were given the opportunity to state the best technique for interviewing. Therefore one of the questionnaires was adapted into a power point presentation as requested. The questionnaires all followed a set format and covered the following areas: Perceptions and Recruitment: Understanding of the term dyslexia. Perceptions of a dyslexic person. Active recruitment of dyslexic people. Changes made to the application process to cater for dyslexic people. The Working Environment: The environment provided for dyslexic people. Designated quiet areas. Technical support/ aids offered. Company Support Structure/ Policies: Assessment and regular re-assessment of need. Policies for production of literature. Training policies for all staff. Basic skills training for dyslexic individuals. Ongoing support and programmes for developing skills for employment. Disability Legislation Understanding of the Disability Discrimination Act (DDA) for education and employment law. Organisational changes made to address DDA law. Partnership working with external dyslexic organisations.
6 Future plans for policy development. Research Findings The research process though in theory seemed the best course of action, in reality problems were experienced. Over half of the sample did not respond to the questionnaire or to the follow up s and telephone calls. This has therefore had an impact on the results. However two of the sample did completed the questionnaire and follow up telephone interview. The results from the two participants can be found in Appendix 1. Analysis: Perceptions and Recruitment: understanding and perception. The understanding of the term dyslexia has very specific meanings to participant 3. Here they describe dyslexia from a personal perspective, where dyslexia affects their literacy skills as well as concentration and ability to transfer information. It is interesting to look at the terminology that they have used, noting that there dyslexia has numerous affects. Participant 3, groups all of these affects together not adding an order of importance, unlike the previous definitions where this has been the case. Bv doing this participant 3 removes the power struggle between these elements which is created in the previous definitions. Participant 1 in contrast offers a text book definition of dyslexia. Here the participant focuses on literacy and the brain functions needed for organisation, processing and sequencing. However they also go on to note that difficulties in these areas have no direct link to the dyslexic individuals intelligence and highlight the potential strengths offered by dyslexic people. It is interesting to note that the participant 3 does not recognise these two areas and focuses on the difficulties that they experience. Participant 3 has a very strong identity and view of how other people perceive dyslexia. Here they show a frustration over the lack of empowerment that they are given around their dyslexia noting that people, don t realise that I know that I m dyslexic and the sort of mistakes I tend to make.
7 Interestingly participant 3 makes us aware that they are irritated by people thinking of them as lazy and stupid. However they failed to recognise their own intelligent when describing the term dyslexia in the previous question. Perceptions and Recruitment: recruitment. It is clear from both participants that universities and organisations do not actively recruit dyslexic individuals. However dyslexic individuals do still enter universities and organisations. These individuals still have to go through main stream application processes which are not always suitable. The Working Environment: It is clear that within the university environment comprehensive support structures and work space is available. This comprises of designated quiet areas, 1-1 support sessions and a range of assistive technology. However this necessary support network soon seems to disappear when dyslexic individuals make the transition into the workplace. Interestingly participant 3 now works within a university where good support structures are available but it seems only for students. Universities do rely heavily on local governments to supply funding to support these structures. Perhaps a lack of funding to support dyslexia in the work place is to blame for the cut of in support offered. Company Support Structure/ Policies: Universities benefit from in-house dyslexia assessment skills where students requirements for study are consider. However in order for a student to access these assessments, they must first go through yet again a poorly structured and inappropriate application process, to attain grant funding from their local authority to pay for the support. Once funding has been agreed students are then entitled to receive technological, academic and study skills support. However the student will only receive one assessment of need throughout their time at university. These services are not available to dyslexic individuals within the work place. It is appears that no policies are in place for the way that information is produced by both universities and workplace organisations. For many dyslexic individuals large amounts of text often full of jargon with large amounts of unnecessary language and written in an inaccessible font style and size mean information becomes inaccessible.
8 The universities have been proactive in raising awareness of dyslexia amongst staff and students and this seems to be backed up by participant 3 who states that colleagues do have a good understanding of dyslexia and will offer support to carry out work based tasks. Students support sessions are offered at half an hour once a week where students are shown efficient ways of working. Participant 3 acknowledges that these support sessions were vital in helping them to learn coping mechanisms. However yet again there seems to be a lack of support in the workplace. Participant 1 states that the university support sessions are not specifically designed to help the student to prepare for the working environment. Participant 1 believes not enough financial support could be to blame. Workplace prejudices hamper the level of support, if available, that dyslexic individuals will ask for. As noted by participant 3 fear of losing there job is a reality for many dyslexic individuals. Disability Legislation Both participants note that they have an understanding of the Disability Discrimination Act for education and employment, though participant 3 feels that unless this legislation is used to in a court of law support through the DDA offers little assistance. It is clear though that organisations and universities need to change overall polices to meet the requirements of the DDA, particularly regarding recruitment, raising awareness of dyslexia, creating cultures of equality of opportunity, providing training, making reasonable adjustments to the working environment and producing accessible materials. It will become increasingly more important that universities and organisations are proactive in there approach to dyslexia particularly with new disability legislation coming into force, the Disability Equality Duty, the UN Convention on the rights of disabled people and the re-working of the definition of disability. Both participants acknowledged that they had had no or little contact with dyslexic organisations. This is a common trait as most dyslexic organisations are perceived to be for children and do not cater for adults.
9 Problems with the Research process With a poor response rate by the sample participants, the research would have benefited by involving the research sample in the design of the research process. Time constraints placed on the researcher through full time employment also contributed to the poor response rate. Due to a poor sample size I feel that there was a lot of researcher bias, this is due to the researchers own experience of dyslexia particularly related to dyslexia in the workplace and higher education. Discussion Overall the research has shown that there are significant differences in providing inclusive resources, policies and practices for dyslexic individuals within the workplace and universities. Universities have made huge steps forward in the services that they offer to their dyslexic students but this has not been mirrored within the workplace. Partnerships should be formed between universities, workplace and national dyslexic organisations to build a solid programme of transitional support for dyslexic individuals, and to share good practice and expertise between organisations. Transitional support programmes should include preparing students for entering the workplace, this do not mean solely focusing on preparing CV s, covering letters etc. It should look at: how to empower dyslexic individuals to take control within the work place. give dyslexic individuals the skills to identify there strengths and weakness and how to communicate these to potential employers. Teach dyslexic individuals organisation skills: managing time and tasks. Work out daily planning including a timetable of daily tasks. Help dyslexic individuals realise and understand employment law particularly through taking appropriate breaks, understanding discrimination etc. Inform individuals of support organisations that are available and people to turn to if harassment, bulling and discrimination are experienced. Develop communication skills and ways to deal with conflict. Active recruitment of dyslexic people with inclusive application processes. This will help to positively bring dyslexia into mainstream culture by encouraging people not to hide their dyslexia.
10 More support from dyslexic organisations should be made available where companies can tap into specific support programmes for their employees, like the universities this may be one half hour session per week. Participant 4, in an informal telephone conversation noted they employ a dyslexic support worker for two hours a week to help with structuring work tasks, organisation, writing general correspondence and planning for the week ahead etc. On top of this support structure much work is needed to break down the poor perceptions and misunderstanding of dyslexia. This should be led by setting a firm definition where all elements of dyslexia are treated with equal status and can be applied to adult (university and workplace) dyslexia. With the reworking of DDA definition of disability this is a good time address this issue and move away from dyslexia as a mental impairment. Cited Elliot (1990) states that, What is needed in Britain is an agreed definition of specific learning difficulties which carries some legal force. Especially if we are to legally achieve the inclusion of dyslexic people. Awareness programmes for all employees and students would help to break down the myths of dyslexia. A united way forward throughout the community involved in dyslexia is needed those including government, researchers, dyslexia organisations and dyslexic individuals. With a united message been given out about dyslexia misunderstanding in the general population will not occur. More research is needed to look at dyslexia in the workplace and how the education sector can share years of experience in this area and expertise.
Identifying dyslexia and other learning problems using LASS
Identifying dyslexia and other learning problems using LASS 1 Outline of presentation What is LASS? What is dyslexia? Indicators of dyslexia Components and features of LASS Uses of LASS for screening and
More informationPERCEPTION OF BASIS OF SHE AND SHE RISK MANAGEMENT
PERCEPTION OF BASIS OF SHE AND SHE RISK MANAGEMENT Per Berg and Roger Preston Safety Section, Global SHE, AstraZeneca INTRODUCTION After the merger between the two pharmaceutical companies Astra and Zeneca
More informationInclusion in the Mainstream. The Challenge for Childcare Providers
Inclusion in the Mainstream The Challenge for Childcare Providers DESSA National Community Development organisation Human rights perspective on the rights of people with disabilities Operates within two
More informationHow Wakefield Council is working to make sure everyone is treated fairly
How Wakefield Council is working to make sure everyone is treated fairly As part of meeting the Public Sector Equality Duty, the Council is required to publish information on how it is working to treat
More informationMaking Foreign Languages compulsory at Key Stage 2 Consultation Report: Overview
Making Foreign Languages compulsory at Key Stage 2 Consultation Report: Overview Introduction This report summarises the responses to the consultation on the Government s proposal to introduce foreign
More informationDisabled children, the Children Act and Human Rights. Jenny Morris
Disabled children, the Children Act and Human Rights Jenny Morris (Talk at Young and Powerful Conference, organised by Disability North: 26 May 1999) Disabled children and human rights Disabled children,
More informationAge and Experience: Consultation on a Strategy for a Scotland with an Aging Population
Age and Experience: Consultation on a Strategy for a Scotland with an Aging Population Introduction The Disability Rights Commission (DRC) is a non-departmental public body, established by statute in 1999
More informationGENDER DIVERSITY STRATEGY
GENDER DIVERSITY STRATEGY Purpose TMB s Gender Diversity Strategy acknowledges the value of a gender diverse workforce and details our commitment to ensuring that all workplace policies support and enable
More informationDr. Astrid Kopp-Duller (1985)
A dyslexic person, of good or average intelligence, perceives his environment in a different way, his attention diminishes when confronted with symbols such as letters and numbers. Due to a deficiency
More informationThe art of respectful language
The art of respectful language Impairment and disability: a world of difference Disabled people use the term impairment to talk about their medical condition or diagnosis or description of their functioning.
More informationAccessibility Policy, Disability Equality Scheme & Disability Equality Duty
1 Accessibility Policy, Disability Equality Scheme & Disability Equality Duty We are committed to ensuring equality of education and opportunity for disabled children, staff and all those receiving services
More informationDERBY CITY COUNCIL S EQUALITY AND DIVERSITY POLICY
Achieving equality and valuing diversity DERBY CITY COUNCIL S EQUALITY AND DIVERSITY POLICY November 2009 Translations and making the booklet accessible This policy booklet gives details of the Council
More informationThe policy also aims to make clear the actions required when faced with evidence of work related stress.
STRESS MANAGEMENT POLICY 1.0 Introduction Stress related illness accounts for a significant proportion of sickness absence in workplaces in the UK. Stress can also be a contributing factor to a variety
More informationSt. John s Church of England Junior School. Policy for Stress Management
St. John s Church of England Junior School Policy for Stress Management Review Date: September 2012 Policy to be reviewed next: September 2014 ST. JOHN S C OF E JUNIOR SCHOOL STRESS MANAGEMENT FRAMEWORK
More informationApplicants Name: Hair Stylist. Employment Application Form +
Applicants Name: Hair Stylist Employment Application Form + Ed s Hair & Beauty Ltd Employment Application Form Index and Table of Contents PAGE SECTION DESCRIPTION 2 - Index and table of contents 3 - Employment
More informationRestructure, Redeployment and Redundancy
Restructure, Redeployment and Redundancy Purpose and Scope From time to time the Lake District National Park Authority will need to reorganise its services and staffing to meet changes that arise in future
More informationParents views: A survey about speech and language therapy
Parents views: A survey about speech and language therapy 1 Executive summary NDCS carried out a survey to find out what parents think about the speech and language therapy services that their children
More informationAssessment of children s educational achievements in early childhood education
Assessment of children s educational achievements in early childhood education purpose pedagogic and managerial of such assessments. This paper outlines the evaluation of a national pilot baseline assessment
More informationA Pianist s Story by Gill Backhouse
A Pianist s Story by Gill Backhouse 1 edited by Sally Daunt This is adapted from the original chapter in Music and Dyslexia: Opening New Doors edited by T.R. Miles, & J. Westcombe, (2001), London: Whurr
More informationCOMPLIANCE OFFICER. CLOSING DATE: 12 June 2016
COMPLIANCE OFFICER VACANCY REF: SFRS00451 CONTRACT STATUS: Permanent GRADE: 4 LOCATION: SFRS Headquarters, Cambuslang DEPARTMENT: Procurement Finance and Contract Services SALARY: 24,663-27,222 HOURS:
More informationLearning Disabilities
Learning Disabilities Positive Practice Guide January 2009 Relieving distress, transforming lives Learning Disabilities Positive Practice Guide January 2009 Contents 1. Background and policy framework
More informationQualitative Research and Advisory Panel Meetings Outputs Executive Summary
Qualitative Research and Advisory Panel Meetings Outputs Executive Summary A comparethemarket.com, supported by The University of Sheffield, report on the issue of inertia across the UK #wheresyourheadat?
More informationTHE EQUALITY ACT 2010
THE EQUALITY ACT 2010 October 1st 2010 saw many of the provisions attained within the Equality Act, which gained Royal Assent on the 8th April 2010, come into force. The following summary has been put
More informationDISABILITY EQUALITY SCHEME INDEX
DISABILITY EQUALITY SCHEME INDEX THE DISABILITY DUTY 2 BACKGROUND 2 INTRODUCTION TO THE SCHEME 2 HOW WILL IT OPERATE? 3 THE LEGAL POSITION 4 DEFINITION OF DISABILITY 4 INVOLVING PEOPLE WITH DISABILITIES
More informationSWANSEA UNIVERSITY. The Institutional Duty Regarding Reasonable Adjustments. For Information and Dissemination. Consultation / Approval History
SWANSEA UNIVERSITY Paper Number Document Title Enquiries to Proposer in meeting Action(s) Requested The Institutional Duty Regarding Reasonable Adjustments Adele Jones, Manager Disability Office Kevin
More informationBARRIERS TO EMPLOYMENT FOR DISABLED PEOPLE
BARRIERS TO EMPLOYMENT FOR DISABLED PEOPLE In-house report 95 Carol Goldstone With further analysis by Nigel Meager 7962 8557 28557 BARRIERS TO EMPLOYMENT FOR DISABLED PEOPLE A study carried out on behalf
More informationGuideline scope Workplace health: support for employees with disabilities and long-term conditions
NATIONAL INSTITUTE FOR HEALTH AND CARE EXCELLENCE Guideline scope Workplace health: support for employees with disabilities and long-term conditions Short title Workplace health: employees with disabilities
More informationDiversity and Equality Policy
Diversity and Equality Policy For the attention of: All Staff Produced by: Director, Human Resources Approved by: SMT Date of publication: September 2013 Date of review: August 2015 Our Mission To provide
More informationWork Related Stress - Information for Managers / Supervisors
Work Related Stress - Information for Managers / Supervisors What is Stress? The Health and Safety Executive have defined stress as:- 'The adverse reaction people have to excessive pressure or other types
More informationRedundancy & Redeployment Policy. Transformation & Human Resources
Redundancy & Redeployment Policy Transformation & Human Resources Issued by HR Policy Team Effective from REDUNDANCY AND REDEPLOYMENT POLICY 1 General Principles Purpose 1.1 The purpose of the policy is
More informationChapter 1. Literature Review
Chapter 1 Literature Review Research question: What do student interviews reveal about the factors that create an inclusive learning experience for third level students with disabilities, while also enhancing
More informationF36D 04 (LMC B1) Lead and manage provision of care services that respects, protects and
Elements of competence LMC B1.1 LMC B1.2 LMC B1.3 Lead and manage provision that complies with legislation, registration, regulation and inspection requirements Lead and manage provision that promotes
More informationPrinciples and standards in Independent Advocacy organisations and groups
advocacy 2 0 0 0 Principles and standards in Independent Advocacy organisations and groups Advocacy 2000 January 2002 We would like to acknowledge that the Scottish Executive partly funded the editing
More informationReturn to Work after Brain Injury
Return to Work after Brain Injury This section talks about return to work after head injury and what kind of difficulties people experience. It moves onto talking about what kind of help and support is
More informationStatement on the core values and attributes needed to study medicine
Statement on the core values and attributes needed to study medicine Introduction This statement sets out the core values and attributes needed to study medicine in the UK. This is not an exhaustive list
More informationLearning Disabilities in Prison
Learning Disabilities in Prison Heather Fels MS4, MPH The University of California San Francisco School of Medicine Outline Definition Socioeconomics and Learning Disabilities Crime and Prison Population
More informationLiving with severe mental health and substance use problems. Report from the Rethink Dual Diagnosis Research Group
Living with severe mental health and substance use problems Report from the Rethink Dual Diagnosis Research Group August 2004 Executive Summary Introduction Mental health problems co-existing with alcohol
More informationAdvice for Employers of Dyslexic Workers
Advice for Employers of Dyslexic Workers Helpline 0141 331 2121 www.dyslexiasw.com - 1 - Introduction About 10% of the UK population has dyslexia. In all likelihood then, most employers will employ dyslexic
More informationWork-related stress risk assessment guidance
Safety and Health Services Work-related stress risk assessment guidance Document control information Published document name: stress-ra-gn Date issued: Version: 5.0 Previous review dates: Next review date:
More informationVirtual Child Written Project Assignment. Four-Assignment Version of Reflective Questions
Virtual Child Written Project Assignment Four-Assignment Version of Reflective Questions Virtual Child Report (Assignment) 1: Infants and Toddlers (20 points) Choose 7 or 8 questions whose total point
More informationWMS III to WMS IV: Rationale for Change
Pearson Clinical Assessment 19500 Bulverde Rd San Antonio, TX, 28759 Telephone: 800 627 7271 www.pearsonassessments.com WMS III to WMS IV: Rationale for Change Since the publication of the Wechsler Memory
More informationQuestions for workplace needs analysis surveys
Questions for workplace needs analysis surveys Notes 1. These questions come from workplace basic skills surveys that include native-speakers. 2. Interviewers will need to reformulate questions according
More informationFrom Exclusion to Inclusion. A Report of the Disability Rights Task Force on Civil Rights for Disabled People. Executive Summary.
From Exclusion to Inclusion A Report of the Disability Rights Task Force on Civil Rights for Disabled People Executive Summary December 1999 Executive Summary Introduction 1. Disabled people are one of
More informationMaking a positive difference for energy consumers. Competency Framework Band C
Making a positive difference for energy consumers Competency Framework 2 Competency framework Indicators of behaviours Strategic Cluster Setting Direction 1. Seeing the Big Picture Seeing the big picture
More informationMental health and social wellbeing of gay men, lesbians and bisexuals in England and Wales A summary of findings
Mental health and social wellbeing of gay men, lesbians and bisexuals in England and Wales A summary of findings Report funded by in collaboration with and Mental health and social wellbeing of gay men,
More informationRecruitment Table of contents
Table of contents Recruitment policy 2 Reasonable adjustments 3 Clarification of disability 6 Resolving disputes 6 Recruitment procedure 8 Job requirements 8 Advertising vacancies 9 The application form
More informationUpdate to cuts/changes to legal aid for immigration advice:
Update to cuts/changes to legal aid for immigration advice: 1. This note accompanies a discussion at the Ealing Advice Forum on 16 th May at Perceval House, West London concerning the ongoing changes to
More informationJOB DESCRIPTION. Grade: 6. Head of Careers, Advice and Guidance. Hours per week: 21.6. Main Purpose of the Role
JOB DESCRIPTION Job Title: Careers Advisor Grade: 6 Responsible to: Head of Careers, Advice and Guidance Hours per week: 21.6 Main Purpose of the Role Provide careers education and guidance to customers.
More informationAsset 1.6 What are speech, language and communication needs?
1 of 5 The National Strategies Asset 1.6 What are speech, language and needs? a) Summary of key points Taken from the Primary and Secondary Inclusion Development Programme (IDP): Dyslexia and speech, language
More informationSUBMISSION BY COMMUNITY LEARNING SCOTLAND (CLS) Summary
SUBMISSION BY COMMUNITY LEARNING SCOTLAND (CLS) Summary Lifelong learning needs to support a social justice agenda by promoting access by the most marginalised groups in society, through appropriate support
More informationNational Disability Authority Resource Allocation Feasibility Study Final Report January 2013
National Disability Authority Resource Allocation Feasibility Study January 2013 The National Disability Authority (NDA) has commissioned and funded this evaluation. Responsibility for the evaluation (including
More informationToolkit. Advocacy and Training. are essential parts of Social Change
Advocacy and Training Toolkit Advocacy and Training are essential parts of Social Change Advocacy & Training Toolkit This toolkit has been created by the five partners involved in the "Disabled People
More informationGETTING RECRUITMENT RIGHT
INTRODUCTION GETTING RECRUITMENT RIGHT Getting recruitment right is one of the biggest challenges for any employer. Now age discrimination laws are in place, it s a high risk area. To help employers deliver
More informationCouncil meeting, 31 March 2011. Equality Act 2010. Executive summary and recommendations
Council meeting, 31 March 2011 Equality Act 2010 Executive summary and recommendations Introduction 1. The Equality Act 2010 (the 2010 Act) will consolidate into a single Act a range of existing equalities-based
More informationOVERVIEW OF THE EQUALITY ACT 2010
OVERVIEW OF THE EQUALITY ACT 2010 1. Context A new Equality Act came into force on 1 October 2010. The Equality Act brings together over 116 separate pieces of legislation into one single Act. Combined,
More informationSignalled Crossings: Designing for Learning Disabled Pedestrians.
Signalled Crossings: Designing for Learning Disabled Pedestrians. Brian Hodgson Principal Traffic Control Engineer Transport for London Sept 2009 Introduction Approximately 2% of the population have a
More informationThis article is adapted from a previous article Bad Language or Good, first published in the Dyslexia Yearbook in 1999.
FOREIGN LANGUAGE LEARNING AND DYSLEXIA Margaret Crombie This article is adapted from a previous article Bad Language or Good, first published in the Dyslexia Yearbook in 1999. Foreign language learning
More information431 SUPPORT INDIVIDUALS WHERE ABUSE HAS BEEN DISCLOSED
Unit overview Elements of competence 431a 431b Support individuals who disclose abuse Support individuals who have been abused About this unit For this unit you will need to support individuals who have
More informationLiteracy across learning Principles and practice
Literacy across learning Principles and practice Language and literacy are of personal, social and economic importance. Our ability to use language lies at the centre of the development and expression
More informationAudit Readiness Lessons Learned
Audit Readiness Lessons Learned Four Tips for Achieving a Smooth Audit It seems obvious: Prepare well and prepare ahead of time and the year-end audit does not have to be the painful experience most organizations
More informationPOLICY: DIVERSITY/ EQUAL EMPLOYMENT OPPORTUNITY (EEO) September 2008 Version: V3-09-2008. Contents. Introduction. Scope. Purpose.
POLICY: DIVERSITY/ EQUAL EMPLOYMENT OPPORTUNITY (EEO) September 2008 Version: V3-09-2008 Contents Introduction Scope Purpose Policy Equal Employment Opportunity Where does EEO apply? Recruitment and Selection
More informationcustomer-service equality standard
customer-service equality standard introduction As a public-service provider, a statutory body and an employer, the Financial Ombudsman Service is fully committed to the fair and equal treatment of everyone
More informationWork based learning. Executive summary. Background
Work based learning Executive summary Background The training contract stage of qualifying as a solicitor is a prime example of 'work based learning' (WBL), a phrase that generally describes the learning
More informationA Review of the Integration of Brokerage Services in the South West
A Review of the Integration of Brokerage Services in the South West EXECUTIVE SUMMARY This report presents the findings of the research study, A Review of the Integration of Brokerage Services in the South
More informationCOMPUTER SUPPORT STAFF TIPS FOR DISABILITY ETIQUETTE
COMPUTER SUPPORT STAFF TIPS FOR DISABILITY ETIQUETTE COMPUTER SUPPORT STAFF TIPS FOR DISABILITY ETIQUETTE Norman Coombs, CEO EASI EASI: Equal Access to Software and Information 2011 (this document may
More informationJ/601/2874. This unit must be assessed in accordance with Skills for Care and Development s QCF Assessment Principles.
Unit 13: Dementia Awareness Unit code: DEM 201 Unit reference number: J/601/2874 QCF level: 2 Credit value: 2 Guided learning hours: 17 Unit summary The aim of the unit is to enable learners to gain knowledge
More informationLaptop Use By Seventh Grade Students with Disabilities: Perceptions of Special Education Teachers
Laptop Use By Seventh Grade Students with Disabilities: Perceptions of Special Education Teachers Maine Learning Technology Initiative Research Report #2 Report prepared by Walter J. Harris Director Lori
More informationCertification criteria for. Internal QMS Auditor Training Course
Certification criteria for Internal QMS Auditor Training Course CONTENTS 1. INTRODUCTION 2. LEARNING OBJECTIVES 3. ENABLING OBJECTIVES KNOWLEDGE & SKILLS 4. TRAINING METHODS 5. COURSE CONTENT 6. COURSE
More informationA Guide to Cover Letter Writing
A Guide to Cover Letter Writing Contents What is a Cover Letter?... 2 Before you get started - Do your Research... 3 Formatting the letter... 4 Cover letter content... 5 Section 1 - Opening... 5 Section
More informationParticipants Manual Video Seven The OSCAR Coaching Model
Coaching Skills for Managers Online Training Programme Part One Fundamentals of Coaching Participants Manual Video Seven The OSCAR Coaching Model Developed by Phone: 01600 715517 Email: info@worthconsulting.co.uk
More informationQualification Specification. Higher Apprenticeship in Retail Management Level 4 (England)
Qualification Specification Higher Apprenticeship in Retail Management Level 4 (England) Version 2.0 (July 2016) Page 1 of 21 This qualification specification covers the following qualifications: Qualification
More informationMANAGING THE RISKS OF CHANGE
MANAGING THE RISKS OF CHANGE Dr Andrew Brazier, Consultant www.andybrazier.co.uk andy.brazier@gmail.com þ 44 7984 284642 The process industry has always had to deal with changes to plant and equipment,
More informationWork Matters. The College of Occupational Therapists Vocational Rehabilitation Strategy College of Occupational Therapists
Work Matters The College of Occupational Therapists Vocational Rehabilitation Strategy College of Occupational Therapists About the publisher The College of Occupational Therapists is a wholly owned subsidiary
More informationinformation & advice for employers of
information & advice for employers of INTEGRATED CHILDREN'S SERVICES SOCIAL WORK People with Autism Spectrum Disorders AUTISM SPECTRUM DISORDERS 1 PURPOSE OF THIS LEAFLET This leaflet has been designed
More informationWORKSHOP PEDAGOGY. Operating environment of workshops. Information for stakeholders and partners. PRINCIPLES OF COACHING IN WORKSHOPS
WORKSHOP PEDAGOGY PEDAGOGIC PRINCIPLES OF COACHING IN WORKSHOPS Operating environment of workshops A workshop is a flexible environment in which coaching, different kinds of activities, work and learning
More informationConsultation findings
Appendix 2 Consultation findings 1. Introduction 1.1 This report sets out findings from Barking and Dagenham Council s consultation with key stakeholders to get their views to inform the retender of translating
More informationGuidance for Co-ordinators of Adjustments. Part 1: Implementing Support* for Disabled Students
Guidance for Co-ordinators of Adjustments Part 1: Implementing Support* for Disabled Students (*recommended reasonable adjustments) Revised August 2013 Student Disability Service The University of Edinburgh
More informationKirklees Council (Workstep)
Kirklees Council (Workstep) Inspection date 2 July 2009 Inspection number 333364 Inspection report: Kirklees Council (Workstep), 2 July 2009 Contents Background information... 3 Inspection judgements...
More informationPERFORMANCE APPRAISAL AND DEVELOPMENT AND KSF ANNUAL REVIEW
SECTION: HUMAN RESOURCES POLICY AND PROCEDURE No: 10.16 NATURE AND SCOPE: SUBJECT: POLICY AND PROCEDURE TRUST WIDE PERFORMANCE APPRAISAL AND DEVELOPMENT AND KSF ANNUAL REVIEW This policy explains the Performance
More informationInvestors in People First Assessment Report
Investors in People First Assessment Report K.H.Construction Cambridge Assessor: Lesley E Ling On-site Date/s: 3 rd September 2008. Recognition Date: Contents 1. Introduction Page 2 2. Assessment and Client
More informationDyslexia and the Disability Discrimination Act (1995) and Regulations (2003)
Dyslexia and the Disability Discrimination Act (1995) and Regulations (2003) Helpline 0141 331-2121 www.dyslexiasw.com - 1 - Workplace Discrimination and Dyslexia This pamphlet provides information about
More informationA COMPARATIVE STUDY OF WORKFORCE DIVERSITY IN SERVICE AND MANUFACTURING SECTORS IN INDIA
IMPACT: International Journal of Research in Business Management (IMPACT: IJRBM) ISSN(E): 2321-886X; ISSN(P): 2347-4572 Vol. 2, Issue 3, Mar 2014, 1-8 Impact Journals A COMPARATIVE STUDY OF WORKFORCE DIVERSITY
More informationRedundancy Guide For Employers
Redundancy Guide For Employers 1. Introduction Handling redundancy becomes more complex every day. There is, of course, the need to keep up to date with redundancy legislation. But there are also: i. the
More information7. HOW TO TEACH A DYSLEXIC PUPIL TO READ
7. HOW TO TEACH A DYSLEXIC PUPIL TO READ OVERVIEW Extract In this module, we will cover the following topics: Introduction Reading ages How to choose appropriate reading materials Teaching a dyslexic child
More informationJHSPH HUMAN SUBJECTS RESEARCH ETHICS FIELD TRAINING GUIDE
JHSPH HUMAN SUBJECTS RESEARCH ETHICS FIELD TRAINING GUIDE This guide is intended to be used as a tool for training individuals who will be engaged in some aspect of a human subject research interaction
More informationHandling Redundancies and Layoffs
Handling Redundancies and Layoffs What is redundancy? For the purposes of these guidelines the terms redundancy 1, layoff 2 and retrenchment are used interchangeably and describe the situation where the
More informationTAXREP 01/16 (ICAEW REP 02/16)
TAXREP 01/16 (ICAEW REP 02/16) January 2016 ICAEW research survey: HMRC Customer Service Standards 2015 Results of the ICAEW 2015 research survey among ICAEW smaller agents about HMRC service standards.
More informationWHAT WORKS IN INNOVATION AND EDUCATION IMPROVING TEACHING AND LEARNING FOR ADULTS WITH BASIC SKILL NEEDS THROUGH FORMATIVE ASSESSMENT STUDY OUTLINE
WHAT WORKS IN INNOVATION AND EDUCATION IMPROVING TEACHING AND LEARNING FOR ADULTS WITH BASIC SKILL NEEDS THROUGH FORMATIVE ASSESSMENT STUDY OUTLINE The OECD s Centre for Educational Research and Innovation
More informationUsing the TUC Manifesto for Disability Equality. A guide for trade union activists
Using the TUC Manifesto for Disability Equality A guide for trade union activists Section one Why a manifesto? Trade unions campaign for a better future for all. The TUC s new Manifesto for Disability
More informationHealth and Safety Policy and Procedures
Health and Safety Policy and Procedures Health & Safety Policy & Procedures Contents s REVISION AND AMENDMENT RECORD : Summary of Change Whole Policy 4.0 05 Nov 08 Complete re-issue Whole Policy 4.1 10
More informationCultural Models of Domestic Violence: Perspectives of Human Service Professionals
Cultural Models of Domestic Violence: Perspectives of Human Service Professionals Cyleste Cassandra Collins, Ph.D. The University of Alabama Tuscaloosa, Alabama 1 Background and Statement of Research Question
More informationSEN Information Report
SEN Information Report 2014-15 SENCO: Mrs Mary Hull SEN Governor: Mrs Sally Dyson Contact: mhull@tgs.kent.sch.uk (01732 365125 EXT230) Dedicated SEN time: Full Time SENCO Local Offer Contribution: http://www.kent.gov.uk/education-and-children/special-educational-needs
More informationMANAGEMENT OF STRESS AT WORK POLICY
MANAGEMENT OF STRESS AT WORK POLICY Co-ordinator: Director of HR Reviewer: Grampian Area Partnership Forum Approver: Grampian Area Partnership Forum Signature Signature Signature Identifier: NHS/OH&S/Pol
More informationUNIVERSITY OF SUSSEX
UNIVERSITY OF SUSSEX STRESS MANAGEMENT POLICY 1. INTRODUCTION 1.1 Introductory note 1.2 Note on terminology CONTENTS 2. STRESS MANAGEMENT POLICY 2.1 Policy statement 2.2 Stress in the workplace 2.3 The
More informationPROCUREMENT PROCEDURE
PROCUREMENT PROCEDURE TITLE: Diversity in Procurement ISSUE: 1.0 REFERENCE: BTP/Procurement/Procedure/20 DATE: 11 July 2011 AUTHOR: Freddie Josland/Miranda Smith/ Laraine Jackett APPROVED BY: Tony Foster
More informationChris Bell. Customer Experience Coach. www.customerexperiences.co.nz
Chris Bell Customer Experience Coach Developing Your Unique Customer Experience Introduction As more and more business leaders start to understand what a customer experience strategy is all about and more
More informationWriting Your PG Research Project Proposal
Writing Your PG Research Project Proposal Typically, most research project proposals will contain the following elements: The proposed title of your research project An outline of the scope and rationale
More informationQUALIFICATION HANDBOOK
QUALIFICATION HANDBOOK Level 2 Extended Certificate in Health Informatics (7450-12) February 2012 Version 1.0 Qualification at a glance Subject area City & Guilds number 7450 Health Informatics Age group
More informationClosure of Independent Living Fund (ILF) and integration into mainstream care and support system. 18th December
Closure of Independent Living Fund (ILF) and integration into mainstream care and support system 18th December Closure of ILF and transfer of responsibility to local authorities Brief outline of the policy
More informationDomain 2 -Values and Ethics: Apply social work ethical principles and values to guide professional practice.
Case study 'Joanne', evidence 5: Action plan Domain 1, Professionalism Social workers are members of an internationally recognised profession, a title protected in UK law. Social workers demonstrate professional
More information