the power of inclusion creating a culture of inclusion presented by shape tony heaton chief...
TRANSCRIPT
The Power of InclusionCreating a culture of inclusion
Presented by Shape
Tony Heaton Chief Executive Officer
Jenny Taylor Programme Manager – Employment, Leadership and Youth Services
Rachel Ho Programme Coordinator – Employment, Leadership and Youth Services
What is Shape?
• Shape is a disability-led arts organisation.
• We support disabled people to access arts and culture.
Today’s Session• Social Model vs Medical Model• Film – An Employer’s Perspective• Statistics• The Business Case• Debunking the Myths• Building Inclusion• Low Cost – High Impact Strategies• Group Exercise
Social Model vs Medical Model
Social Model vs Medical Model Social Model• Values social experience
of disability• Society disables people• Solutions/change as
social responsibility • Macro vs micro level
Medical Model• Disability viewed as
personal problem• Focus on disease and
diagnosis• Power in hands of
medical professionals• Ignores social experience
of disability
Film - An employer's perspective
• A film by Casual Films looking at the benefits of hiring a disabled person
What are the statistics?
What are the statistics?
How many disabled people are in the UK?
There are over eleven million people with a limiting
long term illness or impairment in Great Britain.
Statistics from DWP - Office for Disability Issues
What are the statistics?
How many wheelchair users are in the UK?
The majority of impairments are not visible.
Less than 8% of disabled people use wheelchairs - there are only 750,000 or
so wheelchair users in the UK.
Statistics from DWP - Office for Disability Issues
What are the statistics?
What percentage of working age disabled people are
employed in the UK?
In 2012, 46.3 % of working age disabled people are in employment compared to 76.4 & of working age
non-disabled people.
Statistics from DWP - Office for Disability Issues
What are the statistics?
Do disabled people want to work?
There are currently 1.3 million disabled people in the UK who are
available for and want work.
Statistics from DWP - Office for Disability Issues
What are the statistics?
How many people are born with a disability in the UK?
Only 17% of disabled people were born with impairments, the majority
of disabled people acquire their impairment later in their lives.
Statistics from DWP - Office for Disability Issues
What are the statistics?How does acquiring a disability
affect people in work?
One of the key reasons for the low employment rate of disabled people is that 1 in 6 of those who become disabled while in work, lose their employment during the first year
after becoming disabled.
Statistics from DWP - Office for Disability Issues
Why recruit disabled people?
Why recruit disabled people?• The Equality Act 2010 protects people
from discrimination on the basis of certain characteristics:
Disability, Gender reassignment, Marriage or civil partnership, Pregnancy and maternity, Race, Religion or belief, Sexual orientation, Sex (gender), Age
• But it’s not just about legislation; an open and inclusive workplace culture creates positive & committed staff, happier at work, who stay longer & stay healthier
Inclusion = good business sense
Inclusion = good business sense
• Creates a diverse, creative & innovative workforce, which helps to increase staff performance and loyalty
• Builds staff morale, raises awareness of workplace practices & conditions
• Simple adjustments for a disabled person can have little or no cost - bringing benefits for other employees & customers
Inclusion = good business sense
• 2% of the workforce become disabled every year - good processes reduce disability related absence, injury caused at work and unnecessary ill health retirement
• If one million unemployed disabled people who want to work, were employed over the next decade, UK would save £7 billion in benefits
Debunking the myths
Debunking the myths• Myth #1 - Disabled people CAN’T work• 1 in 8 employees disabled people are in work in the UK• Over 90% of employers who hired a disabled person said they would
be happy to continue to employ disabled people
• Myth #2 - Disabled people are less productive than other employees
• 90% of disabled employees record productivity rates equal or greater than other workers
• Myth #3 - Disabled people are all the same• Individuals with different skills and capabilities – some people will be
right, others will not
• Myth #4 - Disabled people are a health and safety risk• Disabled employees averaged one sixth the recorded occupational
health and safety incidents of employees without disability
Debunking the myths• Myth #5 – It costs more to hire a disabled person• 65% of employers rated the financial effect of workplace
adjustments to be cost neutral
• Myth #6 – Changing policies and practices is about charity• It creates a workplace which is more flexible and inclusive of
people with diverse needs
• Myth #7 – People’s disability cause barriers to employment• Many barriers are problems with the employment system
• Myth #8 – You can tell if someone has a disability• Many are ‘hidden’ and are difficult to observe
Building inclusion
Building inclusion• Be clearly flexible about working
arrangements and make the time and space to discuss these
• Assume that there may be staff with less visible impairments or conditions
• Don’t be afraid to ask all staff what reasonable adjustments might be required
Building inclusion
Building inclusion• Give staff questionnaire with a new starter
pack, asking if any adjustments needed to fully participate - identify issues early
• Ask people how they are and whether they have what they need, especially when people start work in a new role or return to work after a leave of absence
• Be open to discussion and contact when someone is on a period of sick leave
Building inclusion• Adjust work roles on an individual, personalised
and flexible basis
• Tackle any performance issues on an informal basis first before escalating to formal disciplinary panels
• Adapt style of delegating tasks and setting expectations to the individual, and provide mentoring for employees
Low Cost - High Impact
Low Cost - High Impact
• Communication and mutual understanding
• Many reasonable adjustments are simple and cost little or no money
• Access to work – Government scheme to help with costs
• Training and induction
Shape Training Courses
• Disability Equality Training• Employing Disabled People• Accessible Marketing• Organising Accessible Events• Customer Care• …and more
Contact Shape
For further information contact Shape Training:
Telephone: 020 7424 7330Email: [email protected]: www.shapearts.org.uk
Sources of Information:
• Department for Work and Pensions, Employers' Forum on Disability, CIPD, RADAR,Equality and Humans Rights, Commission, Australian Network on Disability, Papworth Trust, Disability Rights UK
Cartoons courtesy of Crippen.
Copyright © 2012 Shape, Charity No. 279184
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