1. Leadership of people living with disabilities or health conditions
Disabled People Leading Change

2. Disabled People Leading Change
About DR UK
We are disabled people leading change
Working for equal participation for all
3 priorities:
Independent living – getting a life
Career opportunities – getting skills, education and work
Influencing public attitudes and behaviours
Disabled People Leading Change

3. Disabled People Leading Change
Our work histories
‘Chronic patients at work in the industrial therapy unit engaged in simple routine tasks’ (Stanley Royd Pauper Lunatic Asylum) Blind piano tuner Bill Metcalf tunes a school piano, 1973
Disabled People Leading Change

4. Disabled People Leading Change
And in 2016?
48% of disabled people are in work
And earn on average 90p per hour less than non-disabled people
Some people choose not to be open about their health condition or impairment, out of fear…
Of stereotypes: being viewed as less competent, less reliable, not ‘up to’ promotion, or just not likely to ‘fit in’ with colleagues or customers
Disabled People Leading Change

5. New generation of leaders
Leadership development run by and for people living with health conditions or disability brings outcomes
Leadership by the many not the few
From chairing meetings to becoming local Mayor
94% rated programme as excellent
Growing pool of diverse role models
‘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. Disabled People Leading Change
Breaking with history
NHS CEO decides to be open about mental health challenges Blind people on Board of Channel 4, in House of Lords etc.
Disabled People Leading Change

7. Research into 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’

8. Duration of disability

9. 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

10. Unequal experiences
Disabled people less likely to get mentoring and senior support than non-disabled people
Non-disabled people twice as likely to be Board level Directors, 3 times as likely to be other Directors/ Heads of Department
People with mental health conditions 4 times more likely to be open to no one than other disabled people
People less likely to be open in private sector. Less likely to be open to those with power

11. Disabled People Leading Change
Benefits
People living with health conditions or disability often bring high level problem-solving, resilience, empathy and creativity – all in high demand in leadership roles “The challenges posed by my disability mean colleagues see me as adaptable and resourceful.” "Most people with disabilities have extra coping skills... Sell those. It sets you apart from the herd.“ When staff with lived experience can be open it improves culture, productivity, well-being – and turns employment settings from (sometimes) sites of discrimination to champions of full participation
Disabled People Leading Change

12. Disabled People Leading Change
The creation of LAP
Disabled People Leading Change

13. Disabled People Leading Change
Leadership Programme
Covering your leadership style, drawing on your experience of disability as a unique advantage; skills in influencing; project work; access to a mentor and peer support
80% of participants met their career goals eg promotions and leading new projects
“Since completing LAP, I have successfully secured a new job in Internal Audit.  By completing the programme, I learnt how to embrace my disabilities rather than using them as an excuse and have found a new level of self- confidence” (Delegate)
Disabled People Leading Change

14. A few tips
Individuals: raise expectations, learn about adjustments for your career, propose solutions, take control of situations, network, role model
Disability organisations: promote aspiration, enable peer support
Employer managers and leaders: model open conversation and culture, support leaders with lived experience, ensure mentoring and coaching are on offer, ensure slick processes for adjustments

15. Tips
HR profession: build disability and health competence into core training, be source of expertise on career development, coaching, shadowing
Occupational health profession: no pre-job offer health checks, advise on support and adjustment reviews
Recruitment agencies: model access standards, support employees and employers in diversity

16. Tips
Government: commit to sustainable careers not just jobs, commit to the public sector being an exemplar, expect large employers to demonstrate good practice, use procurement as a lever. Show that government values diverse workforces at all levels
(Government is consulting now on a Green Paper: closes February 17)

17. Disabled People Leading Change
As more people with lived experience work at all levels, so public and employee confidence builds – in both the workplace and services to customers. A virtuous circle
Disabled People Leading Change