1. Work choice.
Government scheme to help those who are disabled get and keep a job. This is voluntary and is delivered by different providers across the country. There are three levels of help:
(GOV.UK, 2015)
Level of help
What you get
How long it lasts
Work Entry Support
Advice on work and personal skills to help you find a job
Up to 6 months
In-Work Support
Help to start work and stay in your job
Up to 2 years
Longer-term In-Work Support
Help to get on in your job and work without support
Long-term

2. Pluss is one of many agencies delivering the work choice programme on behalf of the government.
First meeting –
Discuss strengths, job goals and support needs.
Produce a simple development plan. This sets out the actions both you and Pluss will take to help find a job. It also details the support to be given.
Put together a ‘Passport to Work’ – a portfolio of your successes to show employers.
Start looking for jobs immediately.
Discuss how often to meet, arrange the next meetings and further assessments.

3. Looking for and starting a job.
Looking for work – support includes:
Job search – approaching employers, help with CV’s, application and interview techniques.
Work trials – so you can try out jobs and gain experience.
Training - this may include basic ICT, help with literacy and numeracy skills and vocational qualifications.
Confidence building.
Weekly job clubs, group work and visits to local employers.
 Benefits advice.

4. QUITE SIMILAR TO THE OT PROCESS??
Starting work.
Pluss can:
Talk to the new employer to see what (if any) adjustments need to be made. They can draw down funding to pay for workplace adjustments.
Offer ‘on the job’ coaching to help the client learn work tasks.
Offer Disability Awareness Training to the new employer. If necessary, this can be tailored so they understand any specific needs.
Help the client plan their travel to and from work.
Assist with benefit changes, better-off calculations and tax credit applications.
Help with other things may be required – this could include training, confidence building, managing finances, stress management and other support measures that may be helpful from time to time.
Your development plan will be updated continually to help you achieve your career goals.
QUITE SIMILAR TO THE OT PROCESS??

5. Access to Work.
Another government scheme – this time to help disabled people to retain the job they are already in is called Access to Work. This is a grant, with the amount awarded depending on an individual’s circumstances.
The money can pay for things like:
adaptations to the equipment you use
special equipment
fares to work if you can’t use public transport
a support worker or job coach to help you in your workplace
a support service if you have a mental health condition and you’re absent from work or finding it difficult to work
disability awareness training for your colleagues
a communicator at a job interview
the cost of moving your equipment if you change location or job
There is a limit of £40,800 per year (About euro).

6. What works for whom in helping disabled people into work?
A government review, which found that:
Interventions should focus on both individuals and employers.
Availability and awareness of support are important – many of the more successful interventions were small scale or have low take-up.
Early intervention is key, both to prevent individuals leaving employment due to the onset of an impairment, and to ensure early access to the right support for those on benefits.
Employment interventions are only one element of the range of possible initiatives; in particular, focusing on preventing individuals leaving work may have a greater impact on the numbers on disability benefits than employment programmes themselves.

7. Equality Act 2010
The Equality Act 2010 protects the disabled from discrimination in many areas, including employment.
Disability’ is defined as a physical or mental impairment that has a substantial and long- term adverse effect on the ability to carry out normal day-to-day activities.
Under the Act, employers are required to make ‘reasonable adjustments’ for example, making changes to the work environment.
Employers are banned from asking questions about health and disability during recruitment - only after they have offered them the job are they allowed to ask questions to gain an understanding of the condition and any adjustments needed.

8. Potential obstacles…..
Although the Equality Act 2010 exists, those with disabilities still face barriers, with charity Scope (2015) stating that:
Many employers are already doing a good job, making their workplaces flexible and accessible and getting the best out of their staff. But negative attitudes among employers are still a significant barrier to work for many disabled people. Amongst those who had looked for work in the previous five years, 15 percent of disabled people thought they had been discriminated against when they had been refused or turned down for a job, compared to seven percent of non-disabled people. Negative attitudes are fuelled by lack of information, understanding and confidence in dealing with disability.
They make recommendations about how this can be overcome:
Find out about good practice around disability in employment from organisations such as the Chartered Institute of Professional Development, or from government guidance.
Stay abreast of government schemes which are there to help, such as Access to Work.
Embed flexible working practices – flexible working is one of the most commonly requested forms of reasonable adjustment made by disabled people, and can be relatively easy and inexpensive to implement.
Talk openly and honestly with disabled employees about what adjustments and support they need to perform at their best. Disabled people are the experts in their own condition