Potential recommendations provided by Ian Sneddon of Stirling Council on Disability
Background
1. There was some discussion of these recommendations at the meeting on 3 October. In addition, group members were invited to send comments to the Executive. Set out below are the recommendations with comments.
2. The Working Group's remit is "to establish priorities for the Scottish Executive and partner organisations to promote equality for disabled people in Scotland; and to develop proposals on longer term mechanisms for engagement with the disability sector." Recommendations need to be considered in this context.
Recommendations
General
- Publication of a sharp, concise employers guide to disability issues with both a local and national 'for further information' sections
Comment
What is already out there? How could this add value? Who would be tasked with producing this?
- 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
Comment
A good idea but work would be needed to develop content and distribution
- Disability Equality Training for Employers and Training providers covering all aspects of disability including mental health a separating out 'disability' issues from 'sickness' issues.
Comment
This was discussed in detail on 3 October and may be covered by a group recommendation.
- 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'.
Comment
There was some discussion of these issues on 3 October. There may be a recommendations developed on the provision of accurate financial assessments of the benefits and implications of employment.
- Disability Equality Training for people with disabilities including Assessment Centre and Presentation experience
Comment
This was discussed in detail on 3 October and may be covered by a group recommendation.
- 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
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
Comment
The core group had agreed that the Disability Working Group would not consider transport given that MACS and others were looking at transport issues.
- Employers should review their parking policies to ensure they are clear about the reasonable adjustments possible to provide access for people with disabilities
Comment
The core group had agreed that the Disability Working Group would not consider transport given that MACS and others were looking at transport issues.
- 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
Comment
The core group had agreed that the Disability Working Group would not consider transport given that MACS and others were looking at transport issues.
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
Comment
As Ian acknowledges, these matters relate to the DDA and employers and service providers should be doing this already. The DRC have produced a significant amount of material and resources to help organisations do this.
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
Comment
Attitudinal barriers were discussed in detail on 3 October and may be covered by a group recommendation.
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
Comment
As Ian acknowledges, these matters relate to the DDA and employers and service providers should be doing this already. The DRC have produced a significant amount of material and resources to help organisations do this.
- 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)
Comment
The group discussed the need for clear consistent messages on 3 October and there may be a group recommendation on this.
- 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
Comment
This relates to legal duties under the DDA and employers and service providers should be doing this already. The DRC have produced a significant amount of material and resources to help organisations do this.
- 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.
Comment
This relates to legal duties under the DDA and employers and service providers should be doing this already. The DRC have produced a significant amount of material and resources to help organisations do this.
- 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
Comment
This relates to legal duties under the DDA and in particular the interface between the DDA and Health and Safety legislation. Both areas of legislation are reserved.