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[email protected] CAS10513 Children and Adults Services, CMI Team 2014

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How employing people with learning disabilities can benefit your business

Contents

Introduction

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How to encourage applications from people with a learning disability

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How to ensure someone with a learning disability has the skills for a job

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What support is available to my business?

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Introduction This booklet explains the advantages of employing someone with a learning disability. It also gives information about a range of organisations and resources who can help with the recruitment process and provide ongoing employment support, generally at no cost to your company.

People with learning disabilities often face exclusion from the workplace due to difficulties with complicated recruitment procedures and employers’ preconceptions about people with disabilities.

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However, many organisations have benefitted from employing people with learning disabilities, accessing a wide pool of available, motivated and sometimes highly skilled staff.

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Why employ somebody with a learning disability? n A stronger team Recruiting and retaining an inclusive and diverse workforce can make your staff more aware of disability issues, helping to improve the services your company provides to disadvantaged people. Managers could gain valuable experience adapting jobs to people’s strengths, using different methods of communication and training and thinking carefully about organisation and prioritisation. n A skilled and competent workforce Some candidates thrive in structured and well organised environments, and can be efficient in a range of complex procedures, demonstrating above-average skills in areas requiring high levels of concentration, accuracy, attention to detail, technical ability, good memory or application of routine tasks. Other strengths and skills often associated with people with learning disabilities can include compassion for others, curiosity, perseverance, energy and a sense of humour. Some people may need some extra help in the workplace to learn specific tasks or cope with changes to routine, but this does not mean that they can not learn the job, just that they may need some simple support.

People with a learning disability are individuals, with individual skills and talents and can often be more capable than someone who does not have a learning disability.

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n A committed and hardworking team People with a learning disability are a relatively untapped resource that could help you to recruit for hard-to-fill vacancies, including posts with high turnover. Research shows that people with learning disabilities generally stay in roles up to three times longer (saving you money on recruitment) and also that they are more likely to be on time. Statistics tell us that 65% of people with a learning disability would like a job, but that only 7% of adults with learning disabilities are in any kind of paid employment*. Employing people who can and want to work provides you with reliable, motivated employees. n Financial incentives If you offer a job that lasts at least 26 weeks to an 18 to 24 year old on the Work Choice programme, you may be able to claim a wage incentive. Supported employment agencies can also save you money by providing a free professional recruitment service. n Enhanced reputation A demonstrated commitment to equality and diversity, and a positive attitude to disabled people can improve your reputation with existing and potential staff as well as customers. Your workforce will also better reflect the community it serves. n Free professional support, advice and guidance Supported employment organisations can offer comprehensive packages of free advice, guidance and support if you employ someone with a learning disability through them. This includes conducting employee-specific risk assessments, practical 1:1 support and specialised training for the employee where required.

* Source: Mencap (www.mencap.org.uk)

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How to encourage applications from people with a learning disability

Advertising Consider advertising through new routes as well as traditional website and newspaper adverts:

n Speak to your local Jobcentre Plus disability employment advisor. n Distribute vacancy information to places where people with a learning disability are known, such as recruitment agencies or social care services. n Include the Two Ticks symbol on adverts and application forms. You must be given permission by Jobcentre Plus to use the symbol, which shows that you are committed to employing disabled people and will, for example, guarantee an interview if an applicant meets the basic conditions for the job. Contact Jobcentre Plus to find out more about being awarded the disability symbol. n Contact supported employment agencies and local learning disability groups. n Use specialist disability magazines such as Disability Now to advertise. 5

Access n Make vacancies as easy to read as possible, provide application materials in an alternative format where requested (such as in large print, or electronic copies) and allow people to use a variety of methods to respond. Always provide contact details for people to discuss the vacancy. n Make reasonable adjustments to your person specification – could you advertise for someone who can travel occasionally, allowing them to use public transport, rather than requesting someone who can drive? You can only reject a disabled candidate based on their performance at interview, you cannot consider the reasonable adjustments you may have to make to employ them. n A Jobcentre Plus Disability Employment Adviser can give you advice and help to encourage disabled people to apply, including making sure you have an accessible application process, advice about recruitment practice and information about making reasonable adjustments. n If a candidate requires a reasonable adjustment to the recruitment process to allow them to be considered for the job, you must make it. Examples include allowing someone in a wheelchair to attend an interview on the ground floor, or letting someone complete a written test on a computer. n If you offer someone with a disability the job, you must ask what adjustments they need, for example, buying new equipment, making adjustments to existing equipment or premises, additional training or supervision or flexible working hours or patterns. Making reasonable adjustments tends to be easy and inexpensive and the Access to Work scheme can supply funding to help with costs.

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How to ensure someone with a learning disability has the skills for a job

Examples of schemes you may find helpful include: 1. Work Choice Work Choice is an employment programme which can help disabled people find and stay in a job. It is managed by the Department for Work and Pensions and delivered by a mixture of private, public and voluntary sector organisations.

You can work with a Work Choice provider to create a support package, designed specifically for your business, which aims to develop the skills and abilities of a disabled person who needs specialist support.

Work Choice provide a flexible support service, designed to meet people’s individual employment needs, in three stages:

n Helping customers with more complex support needs to find work. n Supporting disabled people in employment. The Work Choice provider works with the employer and employee for up to two years to agree the workplace support required. n Providing longer-term support in the work place and focussing on the career development of your employee.

There are numerous schemes which can help you match a candidate with a learning disability to the job that best suits their skills, or to learn new skills (or build on existing skills) whilst they work. Research shows that most people learn skills better ‘in situ’ than in artificial environments, so schemes like these, which let people learn on the job, can significantly increases people's motivation.

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Employers can find out more about Work Choice by visiting: www.gov.uk/work-choice or speaking to a Disability Employment Adviser (DEA) at your local Jobcentre Plus (see page 13 for details).

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2. Access to Work Access to Work is a Government-run programme delivered by Jobcentre Plus to help overcome barriers that disabled people come across in gaining or maintaining employment.

The programme helps by providing advice and an assessment of your employee’s disability needs in the workplace. If required, a financial grant may be given towards the cost of any necessary support or additional employment costs resulting from an employee’s disability that an employer would not normally be expected to provide. This may include specialist equipment, adapting premises to meet your employee’s needs, or a support worker. It can also pay towards the cost of getting to and from work if the employee is unable to use public transport. The programme is broken down into six elements, each offering a specific type of help:

n n n n n n

adaptation to premises and equipment communicator support at interview travel within work special aids and equipment support worker travel to work

To find out more about Access to Work and the support they may be able to provide visit: www.gov.uk/access-to-work or contact a Disability Employment Adviser (DEA) at your local Jobcentre Plus (see page 13 for details).

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3. Employ Me Employ Me is a work and training service, provided by learning disability charity Mencap. The service enables people with a learning disability to develop the skills they need for the workplace, find a job and get the most from it. They work with organisations of all sizes, including large employers such as The Co-operative Group, Asda and Sainsbury’s.

The service can provide pre-employment support and training to help people develop the skills needed to get a paid job; work trials and placements giving people experience in a real work environment, support to find paid work and job coaching/in-work support helping people to learn new skills and cope with change.

Mencap also work in partnership with New College Durham to deliver a work focused study programme and with Bishop Auckland College to deliver aim2work, an accredited supported employment qualification gained in real work environments.

We work closely with local and national employers to identify tasks our learners excel in to build a job role which matches our learner skills to an employers need and support the learner to develop those skills in a real work place environment. We can also offer disability awareness and mentor training along with advice on the Two Ticks symbol and financial incentives currently available to employers.

To find out more, contact Anita Swan, local Mencap Co-ordinator on 07908 471 568 or email [email protected] or Mencap on freephone 0808 808 1111, email [email protected] or visit www.mencap.org.uk/employme

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4. Workplace learning Workplace learning is a way of training either in or for the workplace. A range of qualifications are available to help people develop their knowledge and skills at work whilst gaining national recognition for the work they already do. Durham County Council’s Adult Learning and Skills Service offer Awards, Certificates and Diplomas in a range of occupational areas including: Customer Service, Business Administration, Health and Social Care, and Information Technology. For more information please contact the Adult Learning and Skills Service (see page 14). 5. Apprenticeships Apprenticeships are an excellent way of gaining qualifications and workplace experience. Employees can earn as they learn and gain practical skills from the workplace. Durham County Council’s Adult Learning and Skills Service offer apprenticeship programmes in: n n n n n

Health and social care Supporting teaching and learning in schools Business administration Customer service Information communication technology

While on an apprenticeship, the employer pays the employee a salary and supports them during their training. Most of the training is ‘on the job’ within the workplace, however, the rest can be provided by the Adult Learning and Skills Service.

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6. Bespoke learning Bespoke learning is available for your organisation. The Adult Learning and Skills Service work with employers, to develop unique training packages tailored to the organisation and employee’s needs. The service offers a range of bespoke packages which can be accredited awards or certificates and include functional skills in maths, English and ICT. They can help you to ensure that employees are ready to face the future. Contact the Adult Learning and Skills Service for free advice and guidance and to identify how they can best support your company (see page 14 for details).

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What support is available to my business? There are a number of organisations who can provide free advice and information or practical support to help you employ someone with a disability: n Disability Employment Advisers (DEA) A Jobcentre Plus DEA can give you advice and help to encourage disabled people to apply, including making sure you have an accessible application process, advice about recruitment practice and information about making reasonable adjustments. They can also provide information about programmes such as Work Choice (see page 8) and Access to Work (see page 9).

Contact your local Jobcentre Plus to find out more and to speak to a DEA. Visit http://los.direct.gov.uk/default.aspx to find details of your local office.

Support work includes employer research and matching, candidate selection, employer support and monitoring and review sessions at regular intervals.

Visit www.base-uk.org for more information.

n Durham County Council’s Adult Learning and Skills Service (ALSS) Adult Learning and Skills Service offer a range of courses and vocational learning opportunities to suit the needs of your business and your employees. They are an approved provider for City & Guilds and the Institute for Leadership and Management. All staff are professionally qualified to deliver adult learning.

For more information visit www.durham.gov.uk/adultlearning telephone 03000 266 115 / 03000 266 212 or email: [email protected]

n The British Association for Supported Employment (BASE) BASE is the national trade association is the national trade association for hundreds of agencies involved in securing employment for people with disabilities. They aim to raise awareness of supported employment, represent the sector, inform members, and encourage best practice. BASE facilitates regional member networks and supports providers and employers by being a hub of information and good practice.

BASE can find you a local support organisation who will engage with you in a fair and unbiased manner to ensure that a consistent and professional service of employment support is offered and delivered to employers and their employees at all levels. 13

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