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VRDS employers page
Welcome to a page that tells the employer how
they can develop their disabled staff
There will probably be four reasons why an employer would wish to visit this
page.
Because the facts are needed about employing a disabled person, or
If an employee has a disabling or limiting condition that makes computer access
difficult, then what should an employer do?
To find out what Adaptive Technology is suitable for a particular person, or
Because clarification is needed in respect of the 'two ticks' disability symbol.
To save a busy person's time we have written a few words in each section, then
provided a number of appropriate links for the requisite documentation or
advice.
1. Employing a disabled person
There are more than one million disabled people out of work in the UK who want
to work.
It is unlawful for an employer to discriminate against a disabled person when:
Choosing someone for a job
Considering people for promotion, dismissal or redundancy.
Gain punctual and loyal staff by noting that:
Research has shown that overall disabled people have less sick leave than
non-disabled people do.
Employing disabled people can increase employee retention and staff morale.
Nearly 75% of disabled people, who are in employment, are in full-time work. (A
similar proportion to non-disabled people).
If you need local advice on employing disabled people or for more information on
the programmes designed to help employers and prospective employees find the
right opportunities, contact the Disability Employment Adviser at the local
Jobcentre Plus.
Links to expand on this section are lower down this page.
2. I f an employee has a condition that makes computer acces s difficult , what
should an employer do?
Remember that it unlawful for employers to discriminate against employees with
disabilities, even if they develop them through causes other than as a direct
consequence of their work. Employers are required to act in a fair and common
sense way. This could mean that employers have to make 'reasonable adjustments'
so that a disabled person is not put at a substantial disadvantage compared with
a non-disabled person.
That is why VRDS has an ongoing extensive research programme into Adaptive
Technology so that employers have the information to make 'reasonable
adjustments' easily. An employer will find that most people's needs can be
accommodated.
Access to Work
The business argument is rather simpler. It generally costs less to keep on an
employee who develops a limiting condition than it does to recruit and train
another person. It may also be that it could take years to replace the
experience of some employees.
As a further point, it is also worth investigating if assistance is available to
help with the cost of whatever Adaptive Technology may be necessary. Remember
that the Access to Work scheme pays many of the costs of employing a disabled
person.
Links to expand on this section are lower down this page.
3. Adaptive Technology assessment
The VRDS Learning Centre offers an assessment service to establish an
individual's needs for Adaptive Technology. By visiting the centre, a disabled
person can be assessed to determine what Adaptive Technology is needed to avoid
being put at a substantial disadvantage compared with a non-disabled person.
Contact the VRDS Learning Centre to make an appointment for this service.
Links to provide more information on Adaptive Technology are lower down this
page.
4. The 'two ticks' disability symbol
The 'two ticks' disability symbol is a recognition given by Jobcentre Plus to
employers who have agreed to take action to meet five commitments regarding the
recruitment, employment, retention and career development of disabled people.
The five commitments made by qualifying employers are:
1. T o interview all applicants with a disability who meet the minimum criteria
for a job vacancy and consider them on their abilities;
2. To ensure there is a mechanism in place to discuss, at any time, but at least
once a year, with disabled employees what they can do to make sure they can
develop and use their abilities;
3. To make every effort when employees become disabled to make sure they stay in
employment;
4. T o take action to ensure that all employees develop the appropriate level of
disability awareness needed to make your commitments work;
5. Each year, to review the five commitments and what has been achieved, to
plan ways to improve on them and let employees and Jobcentre Plus know about
progress and future plans.
Employers who display the 'two ticks' disability symbol in a job advertisement
indicate that they will guarantee to interview all candidates who meet the
minimum criteria for that job, both internally and/or externally.
Links to expand on this section are next.
Links
For more information on Adaptive Technology,
click here
For detailed advice on all the topics in this section, click on this link:
http://www.employment-solicitors.co.uk/specialneeds.PDF
To add extra information, why not visit the following sites?:
http://www.drc-gb.org/businesses/employing.asp
http://www.connexions-cw.co.uk/employers/contpage.asp?subid=78
http://www.unifi.org.uk/equality/twoticks.htm
http://www.royalmailgroup.com/DAC/factsheets/disability_symbol_two_ticks.pdf