1. Unleashing the power of peer support Liz Sayce

2. We are disabled people leading change Formed 2012 through 3-way merger Getting a life, getting career opportunities Reach. Year 1: 674,000 web visitors. 93% said factsheets were useful to their purposes Influence: on portability, PIP, Access to Work Projects with DPOs to test new approaches to personal budgets, apprenticeships, leadership

3. Low expectations In our health and social services, schools, colleges and employment support providers ‘At school I was told to focus on science not arts as the arts would be too hard for a deaf person to succeed in! That was a teacher trying to be helpful’ ‘I feel myself caught between two stools. If I declare myself disabled and having mental health issues, people forget I have a Cambridge degree and have run big departments (and am still capable of that) but if I just concentrate on my cv without mentioning my disability, I feel I am unable to get the support I need with certain issues. It is a nightmare’.

4. ‘In spinal injury units you hear from people who’ve done everything from sky diving to walking to the north pole. Employment is a faint whisper. All the volunteers are out of work’ (senior journalist, quadriplegic)

5. New generation of community leaders Coaching, peer leadership development Role models with diverse experiences From chairing meetings to becoming local Mayor 94% rated programme as excellent ‘ It made an incredible contribution to my development as a Deaf BME role model….the confidence to lead within my community to a better and more fairly treated society. I look forward to what my future holds.’

6. Aspirations for senior jobs? Virtually no existing evidence First national survey, supported by Lloyds Banking Group 1461 responses, disabled and non-disabled Identified a pool: 110 earned >80K. 102 Board level Directors Significant impairments from quadriplegia to bi- polar disorder ‘I have brittle bone disease which has resulted in 40 fractures of my arms and legs’ ‘I have suffered from MS for 19 years’

7. Duration of disability

8. Enabling factors 2 significant factors: mentoring and career-long senior support ‘Good managers and good people who have given me confidence to achieve’ Looking beyond labels ‘I filed the letter away fairly carefully and continued in that job, quite happily, for several years’

9. Different experiences Non-disabled people twice as likely to be Board level Directors, 3 times as likely to be other Directors/ Heads of Department Disabled people less likely to get mentoring and senior support than non-disabled people High fliers largely male, more likely to work in private sector, professional/scientific/technical and finance/banking/insurance

10. Employee and learner power

11. New thinking Most disabled people have extra coping skills. Sell those. It sets you apart from the herd The challenges posed by my disability mean my colleagues see me as adaptable and resourceful My employers have used me as a mentor...My disability helps me relate to my colleagues New narrative: disabled people bring resilience, flexibility, empathy, problem solving Sharing tips on whether, when, to whom and how to be open

12. Peer support Proven effectiveness in independent living, recovery in mental health ‘We don’t always need a support worker’ Significant in employment Zero Project: Disabled People Leading Career Development one of 40 international good practices; ‘exemplary in the areas of innovation, impact, chances of long-term growth’ Peer support through job clubs, peer mentoring, on-line peer support, coaching New approaches needed given record of Work Programme, Work Choice

13. www.disabilityrightsuk.org Radiate network Publications All party parliamentary group on disability