Employers’ Views of Supported Employment for Disabled People in Scotland Report of 2012 Research by SUSE and the University of Edinburgh, CREID

SUSE SUSE’s vision is equality of opportunity for people disadvantaged in the labour market to access paid employment.

What works Flexible, personalised, long lasting (support), a rapid focus on job search. Support must be available to the employee and employer. Getting in, staying in, getting on Sayce, July 2011

Government SE Programmes Supported Employment Programme Wage subsidy WORKSTEP, Work Preparation and Job Introduction Scheme (from 2001) Work Choice from October 2010 Payment by results Phasing out subsidy

The Context to the Research Welfare reform: more focus on work ESA found 54% of people fit for work Work Choice: 70% of referrals are JSA claimants Most prevalent group is mild disabilities (36.4%),

Research Questions How do employers understand supported employment and what are the opportunities and challenges afforded by supported employment? What has been their experience of supported employees? What changes would be needed to make supported employment work more effectively?

The organisations Micro-enterprise to large retail 4 public sector Teams of about people 1-2 supported employees 6 still received a wage subsidy.

The Supported Employees In post on average for 10 years Majority had learning disabilities and/or physical disabilities Entry level jobs Most working > 16 hours / week

Discussion Small number in workplaces Declining willingness? Subsidies as an in incentive : “ it makes a difference between having somebody who would do the job at the normal speed or average speed. Compared to somebody who simply cannot.”

Managers’ Views of employees Experienced, good work colleague. …Does a great job (Large national company). She’s quite good at what she does. … She’s keen to work. … Keen to prove her worth (Micro business). He’s a valued member of the team (Care home).

Reliant, motivated Positive impact on colleagues Adaptations can benefit all Good PR Can have an affinity with clients Opportunities

Challenges A ‘learning curve’ Have to take time and be patient Manage staff teams’ grumbles Fast paced environment Changing nature of work : More multi-tasking More computer literacy/IT.

Support provided by employers Mentoring, buddying or regular supervision Adapted training for people with learning difficulties Adapted communication; 1-to-1 Physical adaptions; wheelchair

Support from Work Choice Recruitment of Staff Review visits At specific points, e.g. redundancy and relocation Not sure the help really for the employer, nor should be.

Managers’ opinions of supported employment Want more of it (advice to funders) Most managers satisfied with the SE support provided over time If in previous DWP programmes, had issues with Work Choice.

Managers’ opinions of Work Choice Increase in paper work Not matched by increase in efficiency Lack of individualised support Getting someone into work was ‘the be all and end all’.

Critical Success Factors Trusting relationship between the employee and manager; A real job for the employee; Good fit between the job and the individual’s skills and aspirations; A situation which suited both the employer and the employee.

Recessionary Effects Just > ½ felt no effect on their ability to take on supported employees Minority mentioned shrinking business and tighter budgets Statutory sector cap on recruitment Pace and nature of work affecting disabled employees’ chances of work.

The Future Supported employment declining The context not positive Workplaces may have reached “saturation point” Work Choice: Not individualised enough Not sufficient on-going support Not support for people with more significant or fluctuating needs.

Recommendations to Employers Supported employees are valuable staff members More organisations employ supported employees Employers spread good practice across their organisations.

Recommendations to Policy Makers & Commissioners Localised pooled budgets Services funded to suit people with range of disabilities and long-term conditions Include incentives for employers to take on more disabled people. Disability Employment Strategy Discussion

Recommendations to SE Providers Work to increase the awareness and uptake of supported employment at a strategic level within organisations If employers take on more disabled employees supported employment agencies will need to provide the support Promote and protect quality: that’s what employers want.

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