1. Getting it right for disabled trainees – top tips for employers
Diane Lightfoot, CEO, Business Disability Forum
Disability Rights UK, 6 February 2018

2. Who are we?
Business Disability Forum is a not-for-profit member organisation that makes it easier and more rewarding to do business with and employ disabled people
We have more than twenty-five years’ experience of supporting organisations by sharing expertise and advice, providing training and facilitating networking opportunities
Ultimately, we exist to transform the life changes of disabled people as employees and consumers.

3. Our membership

4. Our membership

5. Our membership

6. Our membership

7. The business case - why this matters

8. There are 13.3 million disabled people in the UK.
That’s 1 in 5 people.

9. 18% of working age adults are disabled.

10. 96% of disabilities are non visible.

11. The average age of acquiring a disability is 53.

12. A 10% rise in the employment rate amongst disabled adults would contribute an extra £12 billion to the economy by 2030.

13. The spending power of disabled people is estimated to be over £200bn a year.

14. BREXIT!

15. How we support employers

16. What do we do? Membership and Partnership Advice service
Learning & Development
Resources and toolkits
Networking and events
Consultancy
Mediation service
Disability Confident accreditations
Our own Disability Standard…

17. Disability Standard 1. Commitment 2. Know-how 3. Adjustments
4. Recruitment
5. Retention
6. Product and services
7. Suppliers and partners
8. Communication
9. Premises
10. Information and communication (ICT)

18. The Technology Taskforce
UK and global organisations in our Partner group
improving the use of inclusive design and accessible technology.
Tools, best practice and industry influence
businessdisabilityforum.org.uk/membership/technology-taskforce/

19. Policy & Research Career aspirations of young disabled people
“Going Places”
Career aspirations of young disabled people
Career progression of disabled people
Transport and getting to work
Non Visible disabilities
Employee engagement
Disability Smart learning and development
Data – what it’s for and how to capture it

20. Supporting SMEs Developing bespoke membership package for SMEs
Supporting aims of and progression through Disability Confident
Supporting supply chains
Access to member hub and FAQs
Publications
Training, networking & Events
Lighter touch Disability Standard

21. What do employers worry about?
FAQs to advice service and membership survey
Mental Health
Workplace adjustments (reasonable adjustments)
How to manage performance
Use of adjustments
Avoiding discrimination
How to manage absence
Disability absence vs sickness absence

22. Inclusive design Not just buildings! Processes and systems
Barrier free recruitment – employees, trainees, apprentices
Anticipate and removes barriers
Meets the needs of and supports individuals.
Meet your legal duty to not discriminate
Boosts your reputation in valuing a diverse workforce
Attract the people your organization needs to thrive.

23. What might it look like? Person specification and qualifications
Application process nb some organisations using name and gender blind applications and/or not including qualifications
Interview – including placements as an adjustment
Testing the right skills – role of traineeships
How the job is done – outcomes focus
Whole organisation focus – reception, welcome, correspondence, premises, other team members…

24. Workplace adjustments
Or “reasonable adjustments”
In-house or outsource?
Passporting between roles
Most less than £150 – and lots are free
Support from Access To Work (nb consultations)
Timeliness
“Productivity tools”
Flexible practices for everyone though nb stats!

25. Mental health Key theme within non-visible disabilities
Three pillars of support within an organisation
Proactive
Responsive
Culture change
Senior level leadership
Pastoral/line manager relationship - trust to have the conversation

26. Practical support Practical support as well as awareness
Confidence lower around adjustments for mental health (and neurodiversity)
Softer adjustments – seating, lighting, travel, work times
Managing fluctuating conditions
Spotting the signs that someone is becoming unwell
Where to go for support nb Accenture “mental health allies”
Supporting the wider team

28. Getting the culture right
So that people tell you what they need in the first place!
But still fear of “disclosure” and affect on career
Getting the language right
Senior level sponsors and champions – lead from the top
Champions and allies throughout the organisation
Supporting line managers – not just HR
Back up with practical support and action e.g. timely adjustment processes and support to managers

29. Work readiness
Employers tell us that many young people are unprepared for what work is really like
Transitioning to the workplace can be difficult
HE adjustments may not carry over or be “reasonable” in a work environment (DSA and ATW different in approach)
Role for providers to equip trainees for what work will be like
Traineeships, apprenticeships, internships (and less formal work experience programmes) as route to learn on the job – and the skills around the job

30. Who’s doing it?
Autism Exchange Programme – Civil Service and Ambitious About Autism
Bridging the Gap – Manchester Metropolitan University
National Grid programme for young people with learning disabilities