1. The Power of Inclusion Creating a culture of inclusion Presented by Shape Tony Heaton Chief Executive Officer Jenny Taylor Programme Manager – Employment, Leadership and Youth Services Rachel Ho Programme Coordinator – Employment, Leadership and Youth Services

2. What is Shape? Shape is a disability-led arts organisation.
We support disabled people to access arts and culture.

3. Today’s Session Social Model vs Medical Model
Film – An Employer’s Perspective
Statistics
The Business Case
Debunking the Myths
Building Inclusion
Low Cost – High Impact Strategies
Group Exercise

4. Social Model vs Medical Model

5. Social Model vs Medical Model
Disability viewed as personal problem
Focus on disease and diagnosis
Power in hands of medical professionals
Ignores social experience of disability
Social Model
Values social experience of disability
Society disables people
Solutions/change as social responsibility
Macro vs micro level

6. Film - An employer's perspective
A film by Casual Films looking at the benefits of hiring a disabled person

7. What are the statistics?

8. What are the statistics?
How many disabled people are in the UK?
There are over eleven million people with a limiting long term illness or impairment in Great Britain. 
Statistics from DWP - Office for Disability Issues 

9. What are the statistics?
How many wheelchair users are in the UK?
The majority of impairments are not visible. Less than 8% of disabled people use wheelchairs - there are only 750,000 or so wheelchair users in the UK.
Statistics from DWP - Office for Disability Issues 

10. What are the statistics?
What percentage of working age disabled people are employed in the UK?
 In 2012, 46.3 % of working age disabled people are in employment compared to 76.4  & of working age non-disabled people. 
Statistics from DWP - Office for Disability Issues 

11. What are the statistics?
Do disabled people want to work?
There are currently 1.3 million disabled people in the UK who are available for and want work.
Statistics from DWP - Office for Disability Issues 

12. What are the statistics?
How many people are born with a disability in the UK?
Only 17% of disabled people were born with impairments, the majority of disabled people acquire their impairment later in their lives.
Statistics from DWP - Office for Disability Issues 

13. What are the statistics?
How does acquiring a disability affect people in work?
One of the key reasons for the low employment rate of disabled people is that 1 in 6 of those who become disabled while in work, lose their employment during the first year after becoming disabled.
Statistics from DWP - Office for Disability Issues 

14. Why recruit disabled people?

15. Why recruit disabled people?
The Equality Act 2010 protects people from discrimination on the basis of certain characteristics: Disability, Gender reassignment, Marriage or civil partnership, Pregnancy and maternity, Race, Religion or belief, Sexual orientation, Sex (gender), Age
But it’s not just about legislation; an open and inclusive workplace culture creates positive & committed staff, happier at work, who stay longer & stay healthier

16. Inclusion = good business sense

17. Inclusion = good business sense
Creates a diverse, creative & innovative workforce, which helps to increase staff performance and loyalty
Builds staff morale, raises awareness of workplace practices & conditions
Simple adjustments for a disabled person can have little or no cost - bringing benefits for other employees & customers

18. Inclusion = good business sense
2% of the workforce become disabled every year - good processes reduce disability related absence, injury caused at work and unnecessary ill health retirement
If one million unemployed disabled people who want to work, were employed over the next decade, UK would save £7 billion in benefits

19. Debunking the myths

20. Debunking the myths Myth #1 - Disabled people CAN’T work
1 in 8 employees disabled people are in work in the UK
Over 90% of employers who hired a disabled person said they would be happy to continue to employ disabled people
Myth #2 - Disabled people are less productive than other employees
90% of disabled employees record productivity rates equal or greater than other workers
Myth #3 - Disabled people are all the same
Individuals with different skills and capabilities – some people will be right, others will not
Myth #4 - Disabled people are a health and safety risk
Disabled employees averaged one sixth the recorded occupational health and safety incidents of employees without disability

21. Debunking the myths Myth #5 – It costs more to hire a disabled person
65% of employers rated the financial effect of workplace adjustments to be cost neutral
Myth #6 – Changing policies and practices is about charity
It creates a workplace which is more flexible and inclusive of people with diverse needs
Myth #7 – People’s disability cause barriers to employment
Many barriers are problems with the employment system
Myth #8 – You can tell if someone has a disability
Many are ‘hidden’ and are difficult to observe

22. Building inclusion

23. Building inclusion
Be clearly flexible about working arrangements and make the time and space to discuss these
Assume that there may be staff with less visible impairments or conditions
Don’t be afraid to ask all staff what reasonable adjustments might be required

24. Building inclusion

25. Building inclusion
Give staff questionnaire with a new starter pack, asking if any adjustments needed to fully participate - identify issues early
Ask people how they are and whether they have what they need, especially when people start work in a new role or return to work after a leave of absence
Be open to discussion and contact when someone is on a period of sick leave

26. Building inclusion
Adjust work roles on an individual, personalised and flexible basis
Tackle any performance issues on an informal basis first before escalating to formal disciplinary panels
Adapt style of delegating tasks and setting expectations to the individual, and provide mentoring for employees

27. Low Cost - High Impact

28. Low Cost - High Impact Communication and mutual understanding
Many reasonable adjustments are simple and cost little or no money
Access to work – Government scheme to help with costs
Training and induction

29. Shape Training Courses
Disability Equality Training
Employing Disabled People
Accessible Marketing
Organising Accessible Events
Customer Care
…and more

30. Contact Shape For further information contact Shape Training:
Telephone:
Website:
Sources of Information:
Department for Work and Pensions, Employers' Forum on Disability, CIPD, RADAR, Equality and Humans Rights, Commission, Australian Network on Disability, Papworth Trust, Disability Rights UK
Cartoons courtesy of Crippen.
Copyright © 2012 Shape, Charity No

31. Any questions? Group Discussions