Employers

Vale Royal Disability Services. A confidential service to empower people, covering provision of information, and learning services, and shopmobility services, and support services, and employment services, and independent living services.

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. If an employee has a condition that makes computer access 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. To 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. To 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.dwp.gov.uk/employers/dda/employing.asp

http://www.businesslink.gov.uk/bdotg/action/detail?type=RESOURCES&itemId=1074428156

http://www.drc-gb.org/employers_and_service_provider/employment.aspx

http://www.businesslink.gov.uk/bdotg/action/layer?topicId=1074426755

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