From: http://www.disabilityview.co.uk/mayjun99/equalopps.html
Disability View Magazine - May-June '99 Edition - Equal Opportunities
In October this year, Part III of the Disability Discrimination Act
(DDA) 1995
legally comes "on-line", ensuring that everyone - regardless of any
disability -
will be expected to receive fair and reasonable access to goods,
facilities and
services. One of the consequences of this is that disabled people will
have
stronger legal backing if they believe they have been discriminated
against by
businesses or employers.
Most businesses and organisations across the UK are now beginning to
realise
they will have to make changes - to procedures, systems and equipment -
in light
of the DDA. However, are disabled and long-term ill people any nearer a
level
playing field in employment matters?
The ultimate success of the DDA depends upon changing attitudes of both
people
and the organisations they work in. Altering the perception of disabled
people -
so that they are seen as individuals, with abilities, looking for
opportunities
like everyone else - is not something that legislation can do on its
own.
An increasing number of companies and organisations, including the
Employers'
Forum on Disability, Skill, Disability Matters and Employment Service,
are
emphasising that disabled people are people, with all the unique talents
and
abilities that implies.
DISABILITY SYMBOL
Although disabled people are still, on average, likely to have
relatively few
qualifications, a significant number are now more likely to complete
higher and
further education. Yet disabled people are still more likely to be
unemployed.
According to the Labour Force Survey 1995/96, barely a third of the 3.9
million
disabled people of working age were actually in employment, compared
with 77 per
cent of their able-bodied citizens) Many disabled people are put off
even trying
to find work because they assume they will receive a negative reception
from
potential employers. Since the early Nineties, however, there has been
one
simple way to judge how ability-orientated an employer actually is - the
Disability Symbol.
The two-tick "Positive about Disabled People" logo is an Employment
Service
initiative, awarded only to those employers which can show they have
made five
practical commitments towards the employment of disabled people. These
are:
interviewing all disabled applicants who meet the minimum criteria for a
job
vacancy, and considering them on their abilities; consulting, at least
once a
year, with existing disabled employees to ensure they can develop and
use their
skills while at work; ensuring employees stay in employment if they
become
disabled; developing disability awareness in key employees to ensure the
commitments work; and reviewing the above commitments every year to
check what
has been achieved, plan what still needs to be done and letting all
their
employees know about progress and future plans.
The symbol, launched before the arrival of the DDA, is no guarantee that
the
company will meet the ongoing requirements of current legislation.
However, it
is voluntary, so there's a good chance that companies using it will also
take
the time to keep up with their actual legal requirements.
Nearly one hundred new jobs for disabled people will result from
an
agreement between national employment organisation Remploy and the
retail
giant Wm Morrison Supermarkets plc.
The supermarket chain has promised to establish at least one
supported
placement through Remploy's Interwork scheme at each of the one
hundred
stores it will have operating by the end of the year, with the
possibility
of more in the future.
Stuart Knowles, Group General Manager of Remploy Interwork,
commented:
"This is excellent news for people in Interwork (like Kelly
Gosling,
above). They are loyal workers who can bring many benefits to a
company in
terms of team-building and commitment. In recognising their value,
Morrisons is sending out a clear, positive message to the rest of
the
industry and to business in general."
Remploy's Interwork scheme takes responsibility for paying wages
and
National Insurance contributions in line with a host company's pay
and
conditions. In return, the host company pays Remploy the value of
the work
done, based on the employee's performance. Morrisons currently
have
Interwork employees in seventeen outlets, with the Banbury store
being the
latest to benefit. Recruitment Manager Gail Roberts said: "We are
demonstrating our commitment to equal opportunities and to the
local
communities which the stores serve. Employing people with
disabilities
will provide us with a better understanding of particular needs
and so
help us deliver a better service to all our customers." DV
PACTs GONE!
The Employment Service's Placing, Assessment and Counselling Teams
(PACT), which
provide support to both disabled jobseekers and companies looking to
employ
disabled workers, have undergone a bit of a make-over. From the
beginning of
April, they have been renamed Disability Service Teams.
Announcing the news, Margaret Hodge, Minister for Disabled People, said:
"The
new name will provide a clearer identity and less confusing label for
the
Employment Service Disability Service. Disability Service Teams will
continue to
provide exactly the same service as now - a professional advisory and
placing
service and access to a wide range of practical and financial support
for
disabled people and their employers.
"The name may have changed, but the experience and desire to provide a
top
quality service remains. If you are a disabled person or an employer
requiring
advice, contact your local job centre to find out more." DV
A young woman with cerebral palsy has won an award from her local
Training
and Enterprise Company (TEC).
Gillian Conway was born with cerebral palsy; because this affects
her
balance, she often has to use a wheelchair. However, she has
successfully
completed several training courses and obtained a permanent job
with an
insurance company.
To get the ball rolling, Gillian set off on her training journey
as a
rehabilitation trainee with Rathbone Community Industry. Early in
the
programme she asked to go on a residential week that included
outdoor
activities such as canoeing, rock climbing and abseiling. She made
special
efforts to succeed in these activities and her confidence grew as
a
result.
Alan Jackson at Rathbone CI commented: "Gillian is one of the most
gritty,
determined and impressive clients we have seen at Rathbone. She is
a
shining example to others. As a person she is determined to lead a
busy
and fulfiling life and is invariably cheerful, helpful and
conscientious."
Her goal of making a career in office work was realised when she
completed
her NVQ in Administration and was put in charge of the Rathbone
reception
desk and switchboard. Following this, she went to work for a local
insurance company. Gillian said: "I have achieved so many things
from my
training. My confidence has grown and I have stopped being
self-conscious
about my disability. I am more ambitious and assertive. I was so
proud to
win the Teesside TEC Exceptional Performance award. My future is
bright
and already I am planning my next training course - the NVQ Level
2 in
Administration. I can't wait to get started!" DV
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