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DWG 1 Employment Paper by Ian Sneddon

Paper to Disability Working Group, 6th September 2005, Prepared by: Ian N Sneddon O.B.E., J.P., Council on Disability (Stirling District)

The purpose of this paper is to summarise from the research I have had access to in my work over the last 18 years or so, those key points, relating to the employment of people with disabilities, plus knowledge which I have acquired. It is regrettable that these points have been a concern for many years in relation to the employment of people with disabilities.

In producing this paper, I make little apology for extracting comments from previous publications and in fact do so with a sense of frustration in that although the Disability Discrimination Act has made a contribution to assisting those with a disability in gaining employment opportunities, there is much further to go before any sense of a level playing field will be achieved.

To compound the challenges we face in Scotland, we need to recognise that as neither Employment Law nor the Social Welfare system is devolved and therefore there are some issues that cannot be addressed as part of the Scottish Executive Inquiry into Disability. From an employment perspective these issues have been reflected upon and summarised by Sally Witcher in her paper to the Disability Working Group. (App1)

Nevertheless in this short summary I will attempt to indicate those areas that I believe is within the influence of the Scottish Executive in respect of the provision of training, employment and business opportunities for people with disabilities.

It is also worth remembering the Social Model of Disability, which states that people with impairments have certain living conditions and situations imposed on them and that they are disabled by these impositions, often referred to as "barriers". Given that these "barriers" are created by society, it follows that they can be removed by society.

Regardless of a person's ability, experience or background, it is highly likely that they will experience a range of discriminatory experiences when they attempt to find work or training. This is of course based on the proviso that they have first of all overcome either the perception, or the reality, of the "benefits trap" i.e. 'income loss' in moving from 'benefits' to 'salary'.

The "barriers" faced by people with disabilities in find work, training and of course, in being retained are in several categories:

  • environmental and physical barriers
  • Attitudinal barriers
  • Organisational or institutional barriers

These "barriers" can occur in almost every aspect of work and the working environment. They cover transport, inaccessible buildings, and poor access to information, ignorance or at worst, negative attitudes by employers, inflexible practices, poor management and organisational policies and practises.

Yet why is work important? We have all been asked the question at one time or another "What do you do?" and, if we have a job, we reply " a teacher, chemist, machine operator, secretary etc." and this is one of the most fundamental ways we define who we are. 'Work' gives us our sense of identity and what we are. Although we work to receive wages, work provides much more than income. From our employment we have a sense of status in society and a sphere of influence. Our social relationships are enhanced through our colleagues and work contacts leading to a 'fuller' life. Through work, opportunities for creativity and self-development can be promoted and fulfilled. We also learn a sense of time, place control, energy and focus. Our employment secures our position within the community as well as being a contributing member to society.

In other words, employment is essential for full and equal participation in our modern society.

Environmental and physical barriers experienced by disabled people.

  • Transport provides a barrier to many people with disabilities in that there can be limited wheelchair accessible transport (although there should be improvements as a result of legislation); if it is essential for a person with a disability to use private transport, parking places may not be made available.
  • Inaccessible buildings, which should be improving under legislation, create barriers for many people with disabilities and these barriers are made worse by a lack of understanding on the part of organisations on what constitutes a fully accessible building
  • Self-employed people with disabilities can experience multiple environmental barriers when they need to visit different customers premises.
  • Employers and training providers experience a barrier to their aim to create an inclusive environment from a lack of knowledge about how to achieve it, and where to seek information and support.

Attitudinal Barriers

  • Many people with disabilities identify the negative attitudes of employers, training providers, employment service providers and colleagues as the primary barriers to employment
  • People with disabilities are clearly still viewed through stereotypes which lead to a number of approaches to them
  1. They can be viewed with fear
  2. Can be seen as non-viable from an economic perspective
  3. Decisions on whether people with disabilities can undertake job related tasks are made not on the basis of their skills and experiences, but on assumptions based on stereotypes
  • The attitudes prevailing in society and particularly those expressed by employers adversely affect the well-being of people with disabilities
  • Even agencies set up to support people with disabilities, often, and probably inadvertently, reinforce negative attitudes by their verbal and written communication with employers and also the actions and comments they convey to the client group

Organisational or Institutional Barriers experienced by people with disabilities

  • The structure of work can often create significant barriers for people with disabilities. Yet there is much proven evidence that the cost of 'reasonable adjustments' are often very small, if at all. The key issue is in employers have access to good quality information that supports the business case for employing people with disabilities
  • There is a clear perception that most if not all people with disabilities may fall into the 'benefits trap' when moving from benefits to employment. This is made worse by a lack of accurate and supportive information for people with disabilities on their rights
  • Some people with disabilities have very limited knowledge of the structure of organisations which can be a potentially serious barrier to their progression in employment

Attitudinal Barriers experienced by employers and trainers.

  • Employers and trainers make decisions based on assumptions about what people with disabilities can do and want to do based on their own prejudices and ignorance. This is a major barrier for people with disabilities
  • Even enlightened employers and trainers can find it difficult to separate a positive attitude from a patronising one
  • A lack of Disability Equality Training results in a misunderstanding of disability issues
  • Sometimes people with disabilities in an organisation wanted to be treated as 'mainstream' yet on other occasions want to be treated as 'disabled'. Employers who have faced these situations become very reluctant to take further disabled people into their organisation

Organisational/Institutional Barriers experienced by employers and trainers.

  • For those who are not aware of their obligations under the Disability Discrimination Act, and even for some who are aware, recruitment policies will tend to discriminate against people with disabilities unless positive action has been taken to review such policies
  • A lack of information concerning a wide range of disability issues, including specific impairment related access issues, and also mental health issues, is experienced as a major barrier to the employment of people with disabilities by potential employers and trainers
  • The lack of flexibility within organisations is a significant barrier and a lack of understanding of the benefits of flexibility for all concerned. (What is good for a person with a disability tends to be good for the organisation as a whole)

Recommendations for consideration by the Core Group

General
  • Publication of a sharp, concise employers guide to disability issues with both a local and national 'for further information' sections
  • Publication of a Scottish Guide to employment and training for people with disabilities. This should include links to UK programmes - DDA, Benefits, Access to work etc. and also inform people with disabilities of their rights
  • Disability Equality Training for Employers and Training providers covering all aspects of disability including mental health a separating out 'disability' issues from 'sickness' issues.
  • Based on the belief that many people with disabilities receiving benefits would prefer to work, a number of case studies are developed in order to break down the perception of the 'Benefits Trap Barrier'.
  • Disability Equality Training for people with disabilities including Assessment Centre and Presentation experience
  • Communication policies and training which ensure that information and communication processes take place, or be provided easily in a range of formats that encourage the key element of communication - feedback

Environmental and physical barriers

Transport
  • Employers should ensure that they have accurate information available for applicants with disabilities on local accessible and other public transport and parking and ensure people know how it is available
  • Employers should review their parking policies to ensure they are clear about the reasonable adjustments possible to provide access for people with disabilities
  • Everyone - employers, service providers, disabled people and Government - should use their networks or authority to bring pressure to bear on transport providers to offer a more inclusive service and information i.e. timetables about that service
Inaccessible Buildings - (Although the Disability Discrimination Act now imposes requirements on organisations the following are worth noting)
  • Organisations should accurately assess the accessibility of their buildings to all disabled people, not just wheelchair users
  • All organisations, regardless of whether they supply to the public, need to have systems in place for providing access information including parking and public transport - for those visiting who may be customers or suppliers
Attitudinal Barriers
  • As face to face communication is essential for breaking down ignorance or negative attitudes, set up an inclusive forum, within and under the umbrella of, each local enterprise company, charged with engaging prospective employers in order to reduce negative attitudes, illustrate the business case and social benefits of engaging people with disabilities
  • Develop positive image material (including positive business case) to help "marketing" to prospective employers
  • Ensure that employers understand that the recruitment of people with disabilities accords with good HR policies and procedures and to ensure that the actions/comments they convey to people with disabilities are positive, not patronising or negative, after all - a disability could happen to anyone at any time
Organisational or Institutional barriers
  • Employers need to have clear understanding of the reasonable adjustment requirements of the Disability Discrimination Act and also review their policies around flexible working (flexi time, part time, job sharing etc.). Recommend use of case studies to illustrate this point
  • Organisations that support people with disabilities need to provide clear, accessible information and advice on the issue of the "benefits trap". In so far as Scotland is concerned, there does not appear to be any one organisation serving as a conduit for this type of information. (e.g. DIG only serves Edinburgh area)
  • Employers need to be aware that some people with disabilities have limited knowledge of the structure of organisations and so must develop ways of ensuring they are not further marginalised and discriminated against in the progression of their employment. Doing this would contribute to the ethos of maximising the individuals own potential
  • Consideration could be given to providing employees with disabilities with a mentor in addition to, and outside, line management to discuss concerns etc.
  • Organisations should review their recruitment, induction, employment and update them to recognise the responsibilities required by the Disability Discrimination Act
  • Consider Health and Safety training needs as this can have a particular application to a number of disability issues i.e. inaccessibility of premises. Care must also be exercised and advice made available so that Health and Safety issues cannot be used as a valid reason for denying a reasonable employment or progression opportunity

Best practise references/papers that should be read and give assistance and advice in implementing the above recommendations:

  • Unlocking Potential - The New Disability Business Case by Simon Zadek and Susan Scott-Parker. Published by Employers Forum on Disability
  • The Knowledge - Disability solutions for business. A production jointly sponsored by UnumProvident, Employers Forum on Disability and jobcentreplus
  • Welcoming Disabled Customers. Published by Employers Forum on Disability
  • What about disability - A 'need to know guide' for small business. Published by Employers Forum on Disability
  • Positive Employment - A practical Guide to the Disability Discrimination Act. Published by Remploy
  • Adding Value - The business case for employing disabled people. Published by the European Social Fund GB
  • Employing Disabled People - A good practice guide for managers and employers. Published by DfEE
Appendix 1

Paper by Sally Witcher to Disabilty Working Group 1

What the Scottish Executive can do - and what it can't

Clearly, the SE cannot change benefit or employment policy, but areas where it could intervene include:

  • Support/ Initiate services, e.g. support to voluntary sector organisations providing disability employment services, information provision, peer support (employers, service providers, disabled people)
  • Developing/ Supporting the development of structures and infrastructure, e.g. organizational infrastructure, networks, umbrella groups, rural infrastructure, etc
  • Developing training policy/ programmes
  • Smoothing transitions, e.g. from education into employment (Careers Scotland; fostering links between FE and HE with business?)
  • Promoting joined-up working, e.g. strengthening links between health, community care services to employment goals and institutions (e.g. Jobcentre Plus)
  • Promoting good practice, e.g. Public Sector Duty, encourage Corporate Social Responsibility reporting
  • Initiate data collection or collate data centrally
  • Related policy areas, e.g. on equipment ( NHS/ local authority-funded), personal assistance (e.g. direct payments), concessionary fares (local authority schemes)
  • Run campaigns, e.g. awareness, promotion of technology.

Page updated: Wednesday, October 19, 2005