Right 2 Work Magazine (part 1) by Aisleen Bird

RIGHT 2 WORKK

2013 ANNUAL MAGAZINE

FOCUSING ON DISABLED PEOPLE IN THE WORKPLACE

A Global Legacy Building on the success of the London 2012 Paralympics

In the Spotlight High-profile personalities share their experiences of disability and work

In this issue

The office Being upfront Mr Fix-it about mental health P46

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Plus: Selling Yourself â&#x20AC;&#x201C; tips for CVs and interviews

2013 ANNUAL MAGAZINE

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© Ernst & Young 2013. Ernst & Young is an equal opportunities employer and welcomes applications from all © Ernst & Young 2013. Ernst & Young is an equal opportunities employer and welcomes applications from all sections of the community. The UK firm Ernst & Young LLP is a limited liability partnership and a member firm of sections of the community. The UK firm Ernst & Young LLP is a limited liability partnership and a member firm of Ernst & Young Global Limited. Ernst & Young Global Limited.

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Who are we? Big Lottery Fund (BIG) distributes about 11p from every pound spent on a National Lottery ticket to good causes. Since June 2004 we have awarded over £6 billion to projects supporting health, education, environment and charitable purposes. We have 13 offices across the UK with roles ranging from grant assessment to IT support.

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What are we like to work for? In our latest employee survey over 90 per cent said BIG is a good employer and would recommend working here. BIG offers a generous pension scheme, flexible working, and a healthcare scheme. Who we are looking for? Our passion is to help people in need. We can only do this with employees who are

enthusiastic and committed to the work we do. We are proud to hold the ‘Two Ticks’ accreditation and we work hard to create an inclusive workplace, which is supportive of employee needs. Want to know more? biglotteryfund.org.uk/jobs

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Contents Welcome >>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>> 7 The Roads and Miles to the Scottish Isles >>>>>>>>>>>>>>>>>>>>>>>> 8 Looking to the Future >>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>> 12

A Global Legacy >>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>> 15 The Stars of the Bistro >>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>> 22 Benefit Changes and You >>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>> 25 Living with Dyslexia >>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>> 29 My Bright, New Future >>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>> 32 Personalised Employment Support >>>>>>>>>>>>>>>>>>>>>>>>>> 35

Being Upfront about Mental Health >>>>>>>>>>>>>>>>>>>>>>>>>> 39 In the Spotlight >>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>> 43 The Office Mr Fix-it >>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>> 46 Selling Yourself >>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>> 50 Living in a Challenging World >>>>>>>>>>>>>>>>>>>>>>>>>>>>>>> 54 Focus on the Equality Act >>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>> 57 Culture Vulture >>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>> 62

Rehab Group â&#x20AC;&#x201C; Investing in People, Changing Perspectives >>>>>>>>>> 65 Directory of Services >>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>> 67 Index of Advertisers >>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>> 73

Disclaimer Advertisements in Right2Work are accepted on a commercial basis. By publishing an advertisement, the Rehab Group does not indicate endorsement of the product or service provided by the advertiser. While every effort has been made to ensure the accuracy of content contained within this publication, no responsibility can be accepted by the Rehab Group for any errors or omissions herein.

Right2Work

2013 ANNUAL MAGAZINE

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Rehab is delighted to present the second edition of its magazine Right2Work which contains essential information about disability in the workplace. Whether you are an employee, a prospective employee or an employer, this magazine contains valuable information to help you ensure that disability is fully supported in your workplace.

Welcome from Angela Kerins, Rehab Chief Executive

In this edition you will find a selection of informative articles including advice on how personalised budgets can be used in employment and details of a major European report on the impact of austerity measures on disabled people. There’s a retrospective look at the legacy of the Paralympics and its positive impact on attitudes to disability, essential information about changes to benefits and to employment legislation, as well as many stories about people’s employment journeys and the positive impact that jobs have had on their lives.

These services support people in a variety of ways – whether that is to gain the skills necessary to improve their career prospects, to get and maintain a job, and to live independently in their own communities. Every year, more than 60,000 people benefit from our services in over 60 locations. I would like to take this opportunity to thank all of those who have contributed to this publication. I hope that you will enjoy reading Right2Work.

Rehab is a leading non-governmental organisation working in local communities throughout England, Wales, Scotland, Ireland, the Netherlands and Poland, to provide high-quality services and opportunities to disabled people and others who are excluded from society. In the United Kingdom, Rehab’s services are delivered by TBG Learning, Momentum and The Chaseley Trust, offering a range of training, rehabilitation and care services.

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The Roads and Miles to the Scottish Isles Access to Work is a Jobcentre Plus grant scheme that assists disabled people in paid employment by providing practical support in overcoming work-related obstacles. Momentum Skills is the Department for Work and Pensions’ (DWP) sole provider of workplace assessments for the scheme in Scotland. Staff members go the extra mile – quite literally – to ensure that people get the support that they need. Karen Vass.

Normally assessments would entail a short drive to a local business in the Aberdeen area but occasionally the service gets requests to visit far-flung corners of Scotland – some more remote than others. When Karen was given details of a request from the DWP to assess the workstation of a school teacher suffering from rheumatoid arthritis, it seemed a simple enough task. But when Karen discovered the venue for the assessment was Brae and consulted Google maps for driving directions, she found it was nearly 300 miles away across the North Sea on the island of Shetland and would require a short hop aboard a plane.

Little did Karen Vass know when she was allocated a recent task that she would have to overcome her fear of flying and endure a trip on a tiny plane to visit a remote school hundreds of miles away on one of the Scottish islands. Karen is usually based at Momentum Skills’ Aberdeen office, where part of her job is to undertake workplace assessments for the Access to Work scheme. Assessors visit the workplace to discuss the difficulties an individual is experiencing carrying out their work duties as a result of their disability or health condition. A range of potential solutions – such as changes to their workstation or the introduction of new technology – may be suggested, which are then recommended to the DWP for action.

No distance far enough Karen takes up the story. “I have a real fear of flying. I don’t just mean getting a bit worried, but more like gripping the edge of the seat and shouting ‘oh my God the plane’s going to crash’ if there is the least bit of turbulence. For example, after a recent flight to Corfu with my daughter she informed me she is never flying with me again!

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“To make matters worse, when I arrived at the airport on a dull misty morning, I was faced with the smallest plane I have ever boarded in my life. So small that I half expected to see the pilot wearing Biggles glasses! “But after a white-knuckle flight and a very bumpy landing, I finally arrived at Sumburgh Airport in one piece.” After the drama of the journey, Karen says when she finally arrived at Brae, the assessment itself was fairly straightforward. “The person being assessed – a teacher by profession – was welcoming and explained all the difficulties she had performing some of her duties due to her arthritic condition. “We discussed possible solutions to the problem caused by her spending a lot of time at a computer and I explained the process of the Access to Work scheme and the part played by the DWP in finding finance to pay for the equipment.” As a result of the visit, Karen’s report has now been accepted. It included a recommendation for a new computer workstation, ergonomic keyboard and mouse, and speech recognition technology.

Huge difference For teacher Nicola Smith*, life is set to get a lot easier. “Karen was brilliant and she very quickly grasped the problems I face doing my school work. She came up with some great solutions and explained them in an easy-to-understand manner. “The aids recommended will be a huge difference to me, making work a lot easier and less painful. “The distance Karen travelled, and overcoming her fear of flying to do so, just emphasises the lengths Momentum Skills is willing to go to in order to conduct vital assessments like mine. I was very impressed.” So, job well done. Now, there was just that small matter of a flight back to Aberdeen! * name has been changed to protect the privacy of the individual For further information, contact Doug Ross, Access to Work Co-ordinator, on 0141 952 6494 or by email at dross@momentumskills.org

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We provide and promote accessible homes and neighbourhoods that welcome and include everyone. We are committed to disability equality in housing and take the same inclusive approach to our workplace. Over half our tenants are disabled people. We want staff with the expertise, knowledge and passion to support us in delivering our mission and weâ&#x20AC;&#x2122;re proud of our track record as a disability friendly employer. The Business Disability Forum has consistently ranked us in the top 10 of their Disability Standard. Weâ&#x20AC;&#x2122;re always on the lookout for ability.

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Mencap supports people with a learning disability to get a job Everyone should have the chance to get a job. Mencap’s employment services help people with a learning disability get the skills they need to work and get paid. From job hunting to interview skills, we give people support to gain work experience, find and keep a job, and help them make the most of their time at work. “Being able to work now has really changed my life. It’s given me a lot of focus.” Matthew Fowler, supported by Mencap to find work

To find out more, get in touch with Mencap Direct Freephone 0808 808 1111 Email

help@mencapdirect.org.uk

Go to

www.mencapdirect.org.uk Registered charity number 222377 (England, Northern Ireland and Wales); SC041079 (Scotland) 2013.388_02.13

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Looking to Many of us will have been amazed by last year’s story of 53-year-old quadriplegic Jan Scheuermann who, thanks to the miracles of science and a concept known as brain-computer interfacing, has been given back her independence through the use of a robotic arm which she controls with sensors in her brain. Jan Scheuermann brings a chocolate bar to her mouth using a robotic arm she is guiding with her thoughts.

For people with significant disabilities, the development of a brain-computer interface (BCI) – which is quite like telekinesis where people have the ability to move objects by sheer mental power – could be the most important technological breakthrough in decades, enabling them to function independently both at home and at work.

Many of the inventions showcased addressed the fact that the difficulties encountered in everyday life often apply to the world of work. Products on the market today are designed to provide solutions that enable people living with disabilities or learning difficulties to get on in the workplace without feeling that they are at a disadvantage.

With more and more employers becoming disability inclusive, the development of adaptive technology is big business. At the Digital Inclusion Innovation Contest held earlier this year in London, nine innovators battled it out for funding by pitching their inventions to a panel of judges. The competition, designed to stimulate the assistive technology industry, showcased some of the pioneering inventions which could change the way all of us, not just people with physical or mental disabilities, interact with technology.

In contrast to the complexity of brain-computer interfacing, many adaptive technologies provide simple solutions for people with dyslexia, poor vision or blindness, hearing difficulties, spinal injuries or neurological disorders such as multiple sclerosis. Speech recognition software, adapted keyboards and screen readers are just a few examples from the remarkable array of products and devices available today.

Winning inventions included smart phones which provide a precise guide to help people with sensory disabilities follow maps and directions better than current GPS systems allow, a new digital reader and search tool for newspapers and magazines, and a gadget known as Smart Hub, designed to help individuals with physical disabilities to manage their home appliances remotely through a computer dashboard.

Many of these technologies are available from employers who are legally obliged to provide reasonable adjustments for individuals requiring support or adaptations under the Equality Act 2010. Even where a higher level of support is required, the purchase of adaptive technology needn’t break the bank. The Government’s Access to Work scheme provides practical advice and support to help disabled workers and their employers overcome work-related obstacles resulting from disability. Funding is available to purchase assistive technology or to implement adaptations to the workplace.

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the Future Braille terminal for SuperNova Screen Reader.

Eyegaze in use.

Focus on Technology Dragon Dictate

Eyegaze Edge

SuperNova Screen Reader

An assistive technology for those with a broad range of physical challenges from carpal tunnel syndrome and repetitive strain injury to multiple sclerosis and paralysis, Dragon speech recognition software lessens the pain and frustration of daily computer tasks. By using voice, it helps to reduce the number of key strokes and mouse clicks needed to create documents or manage computer applications. For people with dyslexia and other learning disabilities, Dragon Dictate also eliminates difficulties with typing and spelling.

A communication and control system for people with complex physical disabilities, the Eyegaze Edge is operated entirely by the eyes. By looking at control keys displayed on a screen, a person can synthesise speech, control environment (lights, call bells, etc.), type, run computer software, operate a computer mouse, and access the Internet and email.

Developed for blind computer users, SuperNova is a software screen reader that works by reading the screen interactively and communicating through a speech synthesiser or a Braille display. The technology supports a variety of popular applications such as Microsoft Office and Adobe Reader and is suitable for use at home, in the office and for education.

Sophisticated image-processing software in the Edge systemâ&#x20AC;&#x2122;s computer continually analyses the eye and determines where the user is looking on the screen.

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DEFENDING RIGHTS FOR DISABLED WORKERS The largest teachers’ union

www.teachers.org.uk twitter.com/NUTonline

The NUT is proud to support disabled workers. Teaching is a diverse workforce and disabled teachers provide important role models for children and young people. Many disabled people become excellent teachers and many excellent teachers become disabled. The NUT negotiates alongside its disabled teachers to ensure employers make adjustments so disabled teachers can stay in work. 8617a/03/13

What does equality mean to you? That individuals are treated the same? Or treated as individuals? That people receive the same support? Or the tailored support they need? At The University of Manchester, we recognise that everyone’s different. Because we’re different too. With a Disability Support Office that’s highly regarded by staff and students alike, we offer the same opportunities to everyone – as well as the support individuals need to maximise them. We don’t tick boxes. We live and breathe our commitment through research and study programmes, supportive disabled staff and student networks and a dedication from our President to meet people’s needs, not just our legal obligations. This isn’t the same old statement you’ve heard before. Discover a different approach to equality and visit www.manchester.ac.uk/dso

Sometimes we do treat people with disabilities differently.

The University of Manchester values a diverse workforce and welcomes applications from all sections of the community.

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Jonnie Peacock (left) and David Weir celebrate their Gold wins for Team GB.*

Courtesy OnEdition Photography.

A Global Legacy Martine Wright.

“London 2012 put the Paralympic movement on the map and left us with an amazing feeling that we can achieve anything we set our minds to,” says Martine Wright, a member of Team GB women’s sitting volleyball team, who seven years ago lost both her legs in the London 7/7 bombings.

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The Paralympics effect Martine Wright believes that attitudes have shifted towards disabled people as a result of the media exposure around the London 2012 Paralympic Games. “I’ve had so many people come up to me and say they preferred the Paralympics to the Olympic Games – it was the ‘people’s Games’, with every athlete having their own story of overcoming adversity to reach their goals.” There is no doubt that the Paralympic Games has left its mark, from a record number of spectators, athletes and countries taking part, to the unprecedented media coverage and even the creation of Paralympian LEGO figures. The incredible efforts of 4,237 athletes from 164 countries amazed and inspired a cumulative TV audience of 3.8 billion people across the world, with the opening ceremony attracting 11 million UK viewers – Channel 4’s biggest audience for ten years. As a result, the London 2012 Organising Committee (LOCOG) estimates that the number of people in the UK who can spontaneously name a Paralympian athlete has tripled. Research also shows that before the Games, only half a million people could recognise the Paralympic Agitos logo but this has now risen to 20 million.

Ellie Simmonds competing at the London 2012 Paralympic Games.*

Craig Spence, Communications and Media Director at the International Paralympic Committee (IPC), believes the London 2012 Paralympic Games has brought interest in disabled sports by the public to unprecedented levels: “The event was watched by a greater audience outside of Britain than watched the Beijing Games outside of China and, as a result, knowledge of the athletes and their sports has been significantly boosted. “Across Europe, Paralympic sport has become much more mainstream and, according to research from LOCOG, there is a hunger for more, with 43 per cent of people saying they would be interested in future disabled sports events, up from 23 per cent previously.” An example of the global effect is in Namibia where Johanna Benson, the first Namibian athlete ever to win Gold at either an Olympics or Paralympics after finishing first in the women’s 200m T37 sprint, was welcomed home by the country’s President. She was given a diplomatic passport, a new house and a €15,000 grant. The mayor in her home town of Walvisbaai even named a street after her. She has also been inundated with sponsorship offers.

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David Weir winning Gold in the 5000m T54.*

Changing attitudes But has this explosion of enthusiasm for parasport following London 2012 helped to change attitudes towards disabled people on a daily basis? Prime Minister David Cameron certainly felt so based on his comments during his closing ceremony speech. “I am so grateful for what all those Paralympians did. When I used to push my son Ivan around in his wheelchair, I always thought that some people saw the wheelchair, not the boy. Today, more people would see the boy and not the wheelchair – and that’s because of what happened here this summer.” Mr Cameron’s view is backed by recent research from disability charity Scope which found that 72 per cent of disabled people think the Paralympics has had a positive impact on attitudes, with 20 per cent saying it’s changed the way that people talk to them and a further 20 per cent saying the Games has made people more aware of their needs. However, 54 per cent of respondents said they still experience discrimination on a regular basis, with 84 per cent saying others patronise them and 63.5 per cent saying that they have experienced people refusing to make adjustments or do things differently. Scope Chief Executive Richard Hawkes says that while the Games presented a huge opportunity to develop attitudes, there is a definite need to keep up the momentum. “During the Games Ellie Simmonds, David Weir and Jonnie Peacock became national heroes. Disability was consistently, openly and widely talked about like never before.

“But it takes longer than a fortnight to change attitudes. Times are undoubtedly tough for disabled people. But maybe rather than write the Paralympics effect off, we should be asking what we can do to build on it and keep it going.” This sentiment is echoed by Craig Spence of the IPC: “The IPC is on a long journey. With each Games we achieve greater success and our goal is to keep this up. We want to see the pockets of change that have been created across the world become a global shift.” Martine Wright wants to see actions as well as words. “Talking about the ‘Paralympic legacy’ is one thing, but it’s another thing to actually drive it forward. The way this is going to happen is if we work together at all levels from the IPC and British Paralympic Association down to grassroots, drawing on our strengths – and our differences. “I count myself very lucky to have been part of such a momentous sporting event and to have sport in my life – it’s given me so much and can do the same for others.”

Widening coverage Channel 4 broadcast almost 500 hours of coverage during London 2012, an increase of 400 per cent on the 2008 Paralympic Games in Beijing. The station has also signed up to broadcast over 45 hours from the Sochi 2014 Winter Paralympics and 500 hours from the Rio 2016 Paralympics to build on the ground-breaking coverage of London 2012. This contract was signed just six months after the London 2012 closing ceremony, the earliest a broadcast agreement has ever been in place.

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Aled is adamant of the need to build on the success of London 2012. “There is now an unprecedented demand for parasport. It’s not just about looking ahead to Sochi and Rio, it’s about making events like the IPC Athletics World Championships this summer a major part of the sporting calendar. Additionally the European Broadcasting Union has committed to broadcasting pictures from Rio 2016 to different countries across Europe, with 27 already signed up, again underlining the increased appetite for parasport. Craig Spence believes that journalists who loved writing about the Games now need to get out and cover other parasports events too. “The Paralympic Movement holds a major international or regional sporting event every month – the coverage doesn’t have to be limited to the Paralympics every four years.” Some inroads towards this goal have already been made with Channel 4 agreeing to cover a number of major international parasport events in the build-up to Rio 2016, including July’s IPC Athletics World Championships in Lyon and August’s IPC Swimming World Championships in Montreal.

Building on the success Aled Davies MBE, who took home Gold for Team GB in the F42 discus and Bronze in the F42 shot put thinks London 2012 made people sit up and take notice: “Going into London 2012 I was a nobody, another Paralympian. People underestimated us, with many viewing the Paralympics as a ‘charity’ event. But we shook the world and showed that para-athletes are stronger and faster than the average able-bodied person.”

“I am now competing for an able-bodied club where I won’t be the best but I will be able to beat many of the other athletes. My ultimate goal is to compete in the Commonwealth Games alongside able-bodied athletes, showing para-athletes can train and work hard to achieve the highest standard of competitive sport.”

Glasgow 2014 Commonwealth Games Looking further ahead, the Glasgow 2014 Commonwealth Games is set to be bigger than ever with 22 medal events for parasport athletes – the most in Commonwealth Games history – and unlike at the Paralympics, disabled athletes will be competing in the same arena on the same days as able-bodied athletes, underlining a growing commitment to place disabled sports centre-stage. Swimming, athletics, lawn bowls and power-lifting will all be included, with cycling being introduced for the first time in the new Sir Chris Hoy Velodrome. Without question, the shoots of change are in place and thanks to the London 2012 Paralympic Games, the British public, alongside populations across the world, has started to view disabled people differently – looking past a disability to see the person and what they are able to do.

“

A victorious Aled Davies MBE after taking Gold in the F42 discus.*

Going into London 2012 I was a nobody, another Paralympian. People underestimated us... but we shook the world

”

*Images courtesy of the British Paralympic Association.

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Your Future Starts Here Here at Walsall Adult Social Care we have made a massive commitment to supporting people with disabilities to access the jobs market. We designed and now run a positive action pre-employment programme called “Recruitability Plus” which is open to people with a physical or learning disability, sensory impairment or people experiencing mental health problems. Individuals on the scheme get paid the “going rate” whilst receiving skills and practical training and support. The programme exposes individuals to the world of work, enables them to mix with non-disabled people and as a result their confidence is built and skills are developed. So far, around 100 individuals with a wide variety of disabilities have been through the programme and a number of these have gone on to achieve sustained employment either with the council or external as a result of the knowledge and experience gained on our programme. Jawed Sharif

One such individual who has gone from strength to strength with the help of Recruitability is Jawed Sharif.

Jawed was born with a visual impairment which has gradually worsened over time. “It was a tough time” said Jawed “having held down a job for a long period to having nothing to get up for in the morning was really difficult. With my age and disability against me, I thought I would never work again.” To stay positive, Jawed enrolled on a number of college courses to gain additional skills and was pointed in the direction of the Beacon Centre for the Blind, who subsequently referred him onto the “Recruitability Plus” programme.This lead him to be offered a 6 month fixed term contract position as an Administrator within Walsall Council. “It was a dream come true” Jawed explained. I had the desire to return to work, and to be employed again was something I never thought possible. I received a great deal of support from staff at Walsall Council’s Day Opportunities & Employment service who made this opportunity possible. If you would like further information on Walsall’s Recruitability Programme please contact Walsall Council Day Opportunities & Employment Team on 01922 650828.

“Our pre-employment scheme is a stepping stone to gaining work in a variety of areas”

EMBRACING DIVERSITY

West Kent is a vibrant, community based business providing affordable homes and services to people living in the towns and villages throughout Kent. We have been accredited with the Customer Service Excellence award and are a Gold liP Employer. We aim to promote equality and opportunity for everyone we employ. We will ensure we treat all staff fairly, with dignity and respect, regardless of race, disability, gender, age, sexual orientation and religion and belief. Equality and diversity is fundamental not only to our employment practices but also to the way in which we deliver services, develop policy and engage with communities. In order to deliver the many varied services we provide, our staff need to be representative of the communities we serve today. We are committed to developing an organisation in which fairness and equality of opportunity are central to our business.

Please visit our website to see details of current vacancies: www.westkent.org.uk West Kent Housing Association aims to provide excellent customer service, equality and opportunity for all we house and employ.

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HOW MUCH CAN YOU SQUEEZE INTO ONE JOB? Alton Towers Resort Job opportunities – Staffordshire Squeeze in a rush of adrenaline before lunch. Pile on the thrills in the afternoon. And manage a fantastical time before you go home. At Alton Towers Resort, there’s never a dull moment. The only thing in question is just how much fun can be packed into one job. With roles in admissions, entertainments, rides and attractions, or in our restaurants, hotels and bars, there really is something for everyone. So, if you’re cheerful, helpful and want to give people a fantastical, fun-filled day out, take a trip to

www.altontowersjobs.com

The College, located in east London, within the heart of the Thames Gateway – the largest regeneration area in Europe offers outstanding learning and training and entrepreneurial ‘Real Work’ opportunities for all. We are first choice locally in technical and vocational education and our training environments are industry standard and endorsed by large and smaller employers. Our workforce is committed to putting learners and customers first. Serving a diverse set of communities, our approach with people is personalised and motivational, encouraging and inspiring everyone on their route to success. We are looking for loyal, motivated and talented people to help us achieve success. We are positive about a diverse workforce and would welcome applications from all sections of the community. If you would like to join the BDC team and be part of our success story, please visit our website at: www.barkingdagenhamcollege.ac.uk

A truly great College – passionate about success.

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dance,music and theatre performance

www.birdcollege.co.uk

At Catalyst, weâ&#x20AC;&#x2122;ll focus on what you can do Realise Your Potential Realise Your Potential is offering work placements, training opportunities, one to one coaching and advice to provide you with the skills, experience and confidence you need to go into work. There are lots of opportunities so let us know what youâ&#x20AC;&#x2122;re interested in.

Work Placements Volunteering Training Employment Goals

For more information speak to Cerrys or Nicola on 02920 434470/434425 or realiseyourpotential@cadwyn.co.uk

Catalyst is one of the leading housing associations in London and the South East, providing a wide range of rental and home ownership opportunities. We aim to be a catalyst for change and improvement wherever we work, pursuing better homes, better service and a better future for our customers. Although we already provide more than 21,000 homes; due to our solid financial position we are continuously looking to expand. Our ambitious plans for growth mean there are always opportunities for personable, proactive and

professional candidates to come and join us. If you strive to provide excellent customer service and are interested in a technical, support or front line customer service role working directly with our residents, weâ&#x20AC;&#x2122;d like to hear from you. We are committed to attracting and retaining people with talent and experience; recognising that disability should not be a barrier to your success or ours. For more information on our current vacancies visit: www.chg.org.uk/careers

A charitable housing association

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The Stars of

In a small restaurant located in the heart of the Cotswold Valley in Gloucestershire, great things are happening – and not just the creation of delicious dishes made with fresh, locally-sourced produce. The Star Bistro is home to real social change and is helping to transform the lives of the young people who work there who have physical, sensory or learning disabilities. The restaurant is a joint venture between Wiggly Worm, a charity working to build confidence and self-esteem in vulnerable people, using food as a tool, and National Star College (NSC), a specialist education centre near Cheltenham. It offers students the chance to work in a real-life restaurant, under the helm of Cotswold chef Rob Rees, gaining the skills that they need for the world of employment.

The young people learn a broad range of customer service skills which can be applied in a variety of settings such as shops, hotels and public services. It’s about encouraging teamwork, maturity and improving self-worth. For Rob Rees, it’s all about challenging limitations. “Star Bistro offers a real learning and working environment where the students can be the very best they can. The attitudes of too many people, including some employers, can hold people with disabilities back, telling them they can’t do things in the real world. We are here to show them they can.”

Accessible to all Star Bistro also employs a number of staff, some of whom have experience of mental health difficulties, who work alongside up to eight students at a time, Monday to Friday, to produce lunches, freshly-made coffees and teas, and home-made pastries. Every effort has been made to ensure Star Bistro is accessible to all, staff and customers alike. All of the equipment in the kitchen is ‘rise and fall’ and iPad

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the Bistro technology is used to help the students overcome any difficulties that they may have with communication. Pens are also available which can record menu choices instead of having to write them down. These can then be plugged directly into the specialised till.

Tristan Blick at work in the Star Bistro kitchen.

NSC student Georgina Ivins, 18, who uses a chair and works front of house, believes that Star Bistro has given her a new-found self-belief. “Working here has helped me become far more confident. I serve customers, take orders and work the till.” Tristan Blick, 19, who is in his third year at NSC taking the Foundation Learning Customer Services course, also works front of house and in the kitchen at Star Bistro. “NSC has helped me build my confidence and self-esteem and is helping me to become independent,” says Tristan. “Thanks to the experience at Star Bistro I would like to go on and work in catering when I finish.” The Star Bistro is a social enterprise and can’t afford to run at a loss. This means that the dishes produced need to be first class – something the students and staff work hard to achieve. For Rob Rees, it’s vital that the enterprise is not only beneficial for the students but that it delivers to customers’ expectations too. “I’m a big believer in the value of social enterprise but the product has to be really good otherwise customers are just paying lip service to the charity. “We said that if we open a bistro, it’s not just going to serve panini and bowls of soup. It’s going to offer really good, locally-sourced dishes to get excited about, like pan-fried breast of lamb or Pimms jelly. So that’s what we did. The customers come for the product and don’t necessarily notice the disability.” Star Bistro has the accolades to prove it. The restaurant hosted the civic reception for Gloucestershire’s Olympic and Paralympic London 2012 athletes last year, has just won a gold Cotswold Tourism Award and the team even made it to our television screens, competing in the finals of ITV’s Food Glorious Food series.

Transforming lives The students come to Star Bistro through various courses run at NCS, all with the same aim of providing real-life experience in the workplace. Pauline Bayliss-Jones, Director of Studies at NSC, sees every day how the students are gaining great benefit from the bistro. “Star Bistro has been hugely successful since it opened in January 2012. There is something about the students putting on the whites that transforms them. “They are working with real customers who are paying to be there and the reality of this has a massive impact on their learning. We are constantly surprised by the extent of the progress they make. It’s transformational.” “We want to use Star Bistro to show other employers what they can do,” continues Rob Rees. “It’s not about installing ramps and electric doors, it’s about respect and understanding the various needs of people with physical or learning disabilities and mental health conditions. If someone has a brain injury, they will get tired. Enabling them to have a break will mean they come back able to work just as well again. ” The last word goes to Joe Cook, 20, who finished at NSC in July and is now working part time in a café near his home. “Working in Star Bistro was truly inspirational. I got that feeling there that I don’t get anywhere else. I could be ‘me’. It’s not about what we can’t do. It’s about what we can do that counts.”

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Cross Keys Homes is the largest provider of affordable housing in Peterborough. Our organisational objectives are centred on three driving forces of ambition, challenge and spirit which are about improving peopleâ&#x20AC;&#x2122;s lives and communities.

Do you have a driving force to make a difference? We are committed to welcoming and valuing diversity to promote equality of opportunity. Our aim is to achieve a diverse and inclusive workforce that has the skills to achieve the organisationâ&#x20AC;&#x2122;s driving forces and strategic goals. We employ a number of disabled people and would like to encourage more. Cross Keys Homes offers: s Flexible working practices for all (not just families) s Contributory pension scheme s Training opportunities and professional development s Generous annual leave entitlement

s s s s

Occupational health benefits Free on-site gym Free office parking Childcare support

Our aim is to have a happy workforce that is representative of our customers with people from all sections of the community. Your dream job could just be a click away. Visit:

www.crosskeyshomes.co.uk

Cross Keys Homes embraces equality and diversity and we welcome applications from all sections of the community. Cross Keys Homes Limited is a registered charity, number 1104746.

Derwentside Homes is a not for profit housing association, registered with the Tenant Services Authority and the Charity Commission. The diversity of our workforce and their varied backgrounds, skills and experiences help us to deliver an efficient and effective service to our tenants. We value our employees and ensure they can work in an environment where they are supported and treated with respect and dignity. We also encourage job applicants from all areas of society and select, develop and retain staff on merit, ensuring all our employment practices and processes are free from discrimination. To find out more, please visit our website at www.derwentsidehomes.co.uk

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Benefit Changes and You

2013 marks the implementation of the 2012 Welfare Reform Act – the biggest change to the United Kingdom welfare system for over 60 years.

While there are differing opinions on the merits of the changes, it is important that disabled people and those experiencing illness first understand exactly what is being changed and how these changes fit with existing benefits. By far the most significant changes are the introduction of Universal Credit (UC) and the replacement of the Disability Living Allowance (DLA) with the new Personal Independence Payment (PIP). In addition to this, the Government is introducing reforms to Employment and Support Allowance (ESA) payments which will now be time-limited to 12 months for people in the ‘work-related activity group’.

Understanding Universal Credit Universal Credit is a system of means-tested support for working-age people in and out of work and will replace most existing benefits and tax credits including Working Tax Credit (WTC) and income-based Employment and Support Allowance. The Work Capability Assessment (WCA) will be used to determine whether claimants have a limited capability for work/work-related activity and therefore what payments they will be entitled to. When calculating how much Universal Credit people will get, the Government will include a basic rate called the ‘standard allowance’ and extra amounts for people in different circumstances, for example, if a person has a disability. Under the previous

system these extra amounts were called ‘premiums’ (e.g. the severe disability premium) but they will now be known as ‘elements’.

Personal Independence Payment The Personal Independence Payment (PIP) replaced the working-age Disability Living Allowance from 8 April. Under the new proposals, the care component is now known as the ‘daily living component’ and low-rate care payments are being abolished. A new assessment will be introduced which will include evidence from an ‘independent medical professional’. All working-age claimants will have to be reassessed under this new process or when they make a new claim, with the majority of Personal Independence Payment awards being for fixed periods, after which people will have to re-apply. Claimants who score a total of 8 to 11 points for daily living or for mobility will be awarded the standard rate and those scoring 12 points or over will receive the enhanced rate.

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Disability Living Allowance (old system)

Personal Independence Payment (from April 2013)

Disability Living Allowance (old system)

Personal Independence Payment (from April 2013)

Care Component

Daily Living Component

Mobility Component

Lower Middle Higher

Standard Enhanced

Lower Higher

Standard Enhanced

Employment Support Allowance

Income-based Employment and Support Allowance

Changes to Employment and Support Allowance will impact claimants differently depending on whether they have been recipients of contributory Employment and Support Allowance or income-based Employment and Support Allowance and whether, following the Work Capability Assessment, they have been placed into the ‘support group’ (for those with more severe disabilities who are not expected to look for work) or the ‘workrelated activity group’.

This is means-tested and is for people on a very low household income. A national insurance record is not required to get this.

Contributory Employment and Support Allowance This is not means-tested and is designed for people who have built up national insurance contributions through paid work or who are being credited with contributions.

t People currently in the ‘support group’ will continue

to receive Employment and Support Allowance indefinitely, even once Universal Credit is introduced.

t However, those who are in the ‘work-related activity

group’ will now have their benefits time-limited to 12 months, after which time they will cease to be eligible and may need to make a claim for income-related Employment and Support Allowance in the future.

t Everybody currently claiming income-based

Employment and Support Allowance will be moved onto Universal Credit whether they are in the ‘support group’ or the ‘work-related activity group’.

t Under Universal Credit, those who are in the ‘support

group’ will now fall under the new ‘limited capability for work and work-related activity’ element.

Disabled people who have been assessed as capable of working will also be affected by the Department for Work and Pension’s (DWP) new Universal Jobmatch online service. This is set to radically change the way in which people look for and apply for jobs and works by automatically matching jobseekers to vacancies based on their skills and CV. This mandatory service is central to the new conditions in place for claiming benefits, with job advisors now able to impose sanctions on those they do not believe are searching sufficiently for a job.

2013 ANNUAL MAGAZINE

Right2Work Individuals who are concerned about their ability to access the online system from home or who are worried about potential sanctions are advised to contact their nearest Jobcentre Plus.

‘support group’ component of Employment and Support Allowance, Disability Living Allowance, Personal Independence Payment, Attendance Allowance or Industrial Injuries Benefit.

Benefit caps

Further advice

From 15 April, the Government is introducing a cap on the total amount of benefit that working-age people can receive. Applicable to recipients in England, Scotland and Wales, the benefit cap will mean that working age people can’t receive more than a set amount in benefits, with any ‘household’ receiving over £350 per week (for a single adult with no children) or £500 per week (for a couple or lone parent) seeing their benefits reduced to those levels.

While many of the changes to welfare will undoubtedly take some getting used to, there is lots of information available to help disabled people understand exactly what’s involved. A number of these can be found at:

However, the cap will not apply if someone in that household (an individual, their partner or a child under 18 years) receives Working Tax Credit, the

The United Kingdom Government – www.gov.uk Department for Work and Pensions – www.dwp.gov.uk Disability Rights UK – www.disabilityrightsuk.org Scope – www.scope.org.uk/help-and-information Turn2us – www.turn2us.org.uk

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East Riding College East Riding College is a great place to work and study. We have main campuses in the beautiful market town of Beverley and the popular coastal resort of Bridlington, with a smaller site in the thriving city of Hull. Having opened a stunning ÂŁ17m new campus in Bridlington in September 2009, we are now in the advanced planning stages of opening another in Beverley town centre. We were awarded the coveted Beacon College status in June 2011, following an excellent Ofsted report earlier in the year. We believe that every employee has an important role in the success of the College and we are firmly committed to training and development. We offer an excellent range of benefits and we have a really friendly and supportive culture. East Riding College is a happy place to work. To find out more about working at East Riding College, call 0845 120 0037 or visit www.eastridingcollege.ac.uk/ vacancies

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Living with Dyslexia

Often referred to as a ‘hidden disability’, dyslexia affects around 10 per cent of the population. Many people, in addition to the literacy problems that are usually associated with the condition, may find it difficult to concentrate, can struggle with co-ordination or multi-tasking and may experience weak memory.

This can cause problems in both their personal and professional lives and, if left untreated, could potentially lead to related issues such as low self-esteem, lack of confidence or depression. However, with the right help and support, strategies to overcome difficulties can be learnt and it needn’t be a barrier to achievement – personal or professional. Whilst many people are diagnosed with dyslexia during their school years, it can often go unnoticed through to adulthood, with people sometimes being labelled as ‘lazy’, a bit ‘slow’ or simply ‘forgetful’. These descriptions are, of course, completely unfounded. In fact, it’s widely acknowledged that people with dyslexia often have the ability to grasp the ‘bigger picture’ better than others, that they can be very driven, ambitious, creative and adapt to change easily. Due to their reliance on teachers, parents, co-workers or support workers for assistance, people with dyslexia often have the ability to trust other individuals – an essential skill for any entrepreneur or business person. High-fliers such as Richard Branson, Tom Cruise, Stephen Spielberg or IKEA founder Ingvar Kamprad – all of whom have achieved more success than many people dare to imagine – are all testament to this, despite being heavily dyslexic for most of their lives.

Dyslexia is a recognised disability under the Equality Act 2010, which means that employers cannot treat staff unfavourably and should ensure that reasonable adjustments are offered to aid them in their work. The Government’s Access to Work programme can also provide practical support and help to meet the costs associated with overcoming work-related obstacles resulting from dyslexia. Further information can be found at www.gov.uk/access-to-work

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“I’ve struggled with dyslexia all my life. When I was younger I found it hard to express myself, people didn’t really have a clue what dyslexia was when I was a kid so I spent a long time trying to explain to teachers what it meant. I found I was being earmarked as thick, which is such a damaging thing to be told as a young kid. “My teachers only saw my weakness, they didn’t look at my strengths or try to find out what I was good at so I ended up playing the clown in an attempt to get the attention I needed from them. “As an actor, scripts were a nightmare, so I would go through them in phases – I could always do it, it just took me a little longer than others. I suppose I made some pretty bad judgements on scripts though, I always chose them for their location and not how good the script was!

Charley Boorman (right) with actor Ewan McGregor during their travels which were filmed for two television series.

Charley Boorman, TV Adventurer

“A dyslexic person doesn’t fit inside the box either at school or work so I seem to find that dyslexic people have to think outside of the box, more creatively and differently from other people. There are a number of older people who slip through the net and Dyslexia Action gives these people the opportunity to learn to read or improve their reading skills. It’s an amazing organisation, and one that I wish had been around in Ireland when I was a kid!”

Dyslexia in the workplace As founder and Chairman of the Virgin Group, Richard Branson is perhaps the United Kingdom’s most famous person with dyslexia. In his 2009 autobiography Losing my Virginity, Richard wrote that whilst his dyslexia was a problem at school, he believed it had actually become a positive factor in his success.

Courtesy Jarle Naustvik, IMNA.

Actor-turned-adventurer Charley Boorman is President of Dyslexia Action UK, a charity set up to help change the lives of people with dyslexia and literacy difficulties. Despite having dyslexia, Charley has not let it hold him back – not only is he the envy of most people, having travelled the world several times by motorcycle, but he has also written five books inspired by his travels.

At the age of eight, Richard still couldn’t read and was also short-sighted but as dyslexia wasn’t a recognised problem, teachers and class-mates thought he was either lazy or stupid. However, despite tough early years, Richard has overcome the worst of his difficulties by training himself to concentrate. His early problems with dyslexia made him more intuitive so instead of dwelling on detailed facts and figures in written proposals, he used his imagination to grasp and expand on what he read. When it comes to living with dyslexia, it is often in the workplace where the challenges become most apparent. In many cases, individuals are reluctant to disclose their dyslexia to prospective employers, or even to inform current employers that they are experiencing difficulties. However, concealing this can often be as mentally or emotionally stressful as the dyslexia itself.

Richard Branson.

Finding the right career path is often the first step in overcoming the challenges of dyslexia. Some jobs requiring quick and frequent reading may not always be the best choice but for every job that may not be appropriate, there are plenty of other fields that offer rewarding careers. The process of recognising and listing one’s strengths and talents when preparing for work can also help people with dyslexia highlight the traits that make them unique and valuable – something that employers love to hear.

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Celebrating diversity in work and homes The England & Wales Cricket Board (ECB) is the national governing body for cricket in England and Wales. Integral to our Cricket Equity Policy is our intent to ensure that there will be open access to all those who wish to participate in all aspects of cricket and that all participants are treated fairly. The ECB website (www.ecb.co.uk) provides details of opportunities to be involved in the game as a player, coach, official, volunteer or spectator. We are proud of the diversity in the game and also within our organisation.

Genesis Housing Association Creative and inclusive services for residents delivered by a talented, diverse workforce www.genesisha.org.uk

ECB is an equal opportunities employer and welcomes applications from all sectors of the community. Please be aware that ECB advertises all of its job vacancies on the website www.ecb.co.uk.

ECB_Ethnic Britain Ad_09.indd 1

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Gloucestershire County Council We want to be the employer of choice, treating our employees and people who use our services with fairness, dignity and respect.

www.gloucestershire.gov.uk

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My Bright, Niki Webb’s journey in becoming a staff member at TBG Learning was first as a customer who wanted support in getting back to work. Niki had been unemployed and receiving Employment Support Allowance when she decided to sign up to the Government’s flagship Work Programme to receive support in getting a job.

“With the added pressure of being made redundant, it took me to a bad place,” continues Niki. “It was hard to get my head around losing the job that I loved for ten years.

“I had been out of work for more than two years when I first came to TBG Learning. I had previously been signed off work suffering from reactive depression which made it really difficult for me to function properly and commit to the daily tasks of my job. To make matters worse, while off sick I found myself facing redundancy which added further to my anxiety and feelings of being depressed.”

“Having spent nearly a year wallowing and being consumed by my anxieties, I needed to, and was ready to, get back to being ‘me’ – the Niki I was before experiencing depression. The support of my family and a wonderful year of being at home just enjoying my life and spending time with my two children, really made the difference.”

People can be affected by depression at any age, but women are more likely to experience depression than men. In the United Kingdom alone, one in ten adults will suffer from depression at some point in their lives.

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A fresh start Eager to get back into work, Niki was referred to TBG Learning in Swindon, which was considered the best team to help her. “Within a matter of weeks the team had helped me to secure a number of interviews, one of which was for the post of administrator at TBG Learning. Out of all the interviews I attended, I wanted this job the most. “I can’t describe how anxious I felt when I came to TBG Learning as a customer. I was four hours early for my first appointment because I mis-read my letter. “At most places you would be turned away and told to come back at the appointed time, but not at TBG Learning. They welcomed me, offered me a cup of tea and found someone to see me even though I

The centre works with people to help them find sustainable employment, supporting them through the job search and application process, and providing any specialist support, information, advice and guidance that they may need to tackle any problems or barriers to work that they may have. Once in employment, TBG Learning provides up to two years in-work support to help people remain in work, long-term.

For more information on the Work Programme, local providers and eligibility criteria, contact the nearest Jobcentre Plus centre.

New Future was so early. The atmosphere at the centre was different from anything I had experienced before. “From that initial act of kindness, I knew that if I ever needed support and fell back into depression there would be someone there for me. “It’s bizarre to think that I came to TBG Learning as a Work Programme customer who was working out personal issues on how to manage and deal with my anxiety and now I’m a permanent member of the team as a recruitment resourcer.” The government’s flagship Work Programme supports long-term unemployed people into work through a range of supports, guidance and employability training. TBG Learning in Swindon delivers the programme on behalf of prime contractor Rehab JobFit.

Niki Webb.

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OPEN SATURDAYS ALL YEAR ROUND

AWARD WINNING GUIDED TOURS To book tickets please call +44 (0)844 847 1672, for groups call +44 (0)844 847 2498 or visit www.ticketmaster.co.uk/housesofparliament www.parliament.uk

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Personalised Employment Support Learning from best practice

“As countries around the world endeavour to improve the employment rates of disabled people – and to reduce the disability benefits bill – we need to learn from those practices that work from the point of view of the people directly affected,” writes Liz Sayce, Chief Executive of Disability Rights UK (DR UK).

Motivation to work is not something you are born with or not. It stems from the practical experience of trying work, often through work experience, internships, apprenticeships, from seeing opportunities and a living income ahead, understanding what others in similar positions have found possible and believing that if you need support or adjustments to work, they will be available. Backing these opportunities by rights offers crucial confidence. A recent Zero Project report identified 40 good practices and 11 successful policies internationally that met criteria derived from the UN Convention on the Rights of Persons with Disabilities. They included:

t Getting into employment – in Austria, disabled

people have a right to an inclusive apprenticeship. They can choose between a prolonged or a partial apprenticeship, with vocational support where needed. Seventy per cent are still in employment after four years.

t Retaining employment – Sweden has the highest

disability employment rate in the Organisation for Economic Co-operation and Development, partly due to employment protection legislation that requires employers to take all reasonable steps to retain a worker with reduced capacity due to acquired impairment, ill-health or ageing.

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t Evidence-based support – in Australia the One-Stop-

Shop for employment services supports employees and employers to overcome disability-related barriers at all stages of the employment journey, from job search to workplace adjustments and more.

In the United Kingdom, individual placement and support for people with mental health conditions starts with people’s job preferences and moves to rapid job search with flexible – and, where necessary, continuing – personalised support, resulting in significantly raised rates of sustainable employment compared with more traditional vocational approaches.

t t Career development – DR UK undertook the first

national survey of disabled people succeeding in their careers and identified the factors that enabled successful career progression – mentoring and careerlong senior support. A pool of people in senior jobs with significant and often long-lasting impairments, identified the strengths that disabled people often bring to the workplace – resilience, empathy, problem-solving, creativity – attributes in high demand by employers. DR UK drew on the survey to establish the Radiate network, through which disabled people support each other’s careers, and develop a guide – Doing Careers Differently – that shares tips and experiences.

A number of themes run through these practices:

t Agency and choice. Disabled people must not be

clients of pre-determined service models but agents in their own lives, making choices about the work they want to do and the skills they develop as they go through life.

t The opportunity for ‘good work’ – work in which

they can develop. Skills and career development are important for all employees. Yet disabled people earn less than non-disabled people and are often passed over for development opportunities out of misguided ‘protection from stress’ or fears about capability.

t Independent information on the impact of employment on benefits and overall income.

t Personalised support. Evidence shows that highly

personalised, flexible support is what works, because people have such a range of differing support and adjustment needs, from work experience to employment or self-employment, and from job to job, contract to contract.

t Peer support and role models. DR UK’s Doing Careers Differently guide shares inspiration from others – ‘Never give up on your dreams’ and ‘Most people with disabilities have extra coping skills – sell those’.

t M oving away from models that restrict choice and

agency (like block contracts, separate workplaces) and instead investing in personalised support services that enable individuals to choose their work and careers.

Building on good practice for the future In social care and health there is increasing evidence of the value of personalisation. Evaluation of personal health budgets in England found that they resulted in a significant improvement in quality of life and well-being. Personalisation need not – and should not – mean a purely individualistic model. DR UK’s work on user-led commissioning shows that people using services can operate together – pooling budgets, offering peer support, and acting together as commissioners. There is huge potential to extend this model to employment support. In the United Kingdom a start has been made with the Right to Control trailblazer areas, through which disabled people can control social care, Access to Work and other budgets and integrate them at the individual level – but much more development work is needed. Recent research has found that commissioners of employment support lack information on the types of supports to commission, but they should take into account the following:

t I nvesting in peer support via disability-led

organisations, to provide an infrastructure to explore user-led commissioning and pooled budgets, where disabled people support each other in learning what works to get and keep good work.

t D eveloping a market of evidence-based support that disabled people can access.

t E nsuring that support can be continuous – supporting job entry, e.g. through work experience, progression and retention.

t L inking commissioning strategies across employment, education, health and social care.

This ‘personalisation plus’ approach – incorporating peer support and user-led commissioning – has the potential to build the motivation that traditional employment services sometimes find elusive. And, as the Zero Project shows, backing ‘the right to work’ with specific rights at national level can set a framework for success. For more information on DR UK, and information and training on benefits, employment, skills and independent living, visit www.disabilityrightsuk.org

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Imperial College London is fully committed to equality and values the individual contributions of all our staff and students. We recognise our reputation relies on the people who make up our diverse and high achieving community. We have a flagship leadership programme entitled Calibre for disabled leaders to enable them to realise their potential. We are positive about disabled people and make every effort to ensure that our disabled staff are supported long-term in their working environment. We welcome disabled people to apply for positions at Imperial: www.imperial.ac.uk/employment

Waterproof help call pendant with tone & vibration alert pager MPP-TXW

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Easylink UK supply a huge range of products to aid patient care. Memory aids. Epileptic seizure monitors. Dementia care aids. Special easy use telephones. Bed, chair alarms. Video door bells. Pendant help call telephone diallers.

www.easylinkuk.co.uk T 01536 264 869

it changed our lives!

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Before we got our Motability car, life was much more difficult. But now we are able to go on camping holidays, which means the world to us as a family.

â&#x20AC;&#x153; could it change yours? Sam, Elisabethâ&#x20AC;&#x2122;s mum

The Motability Scheme enables disabled people to use their government-funded mobility allowances to obtain a new car, scooter or powered wheelchair. Motability is also a national charity which raises funds to help even more disabled people become mobile. To find out more, request free resources, or how to get involved in fundraising activities, please call

freephone 0800 093 1000 (MO157R) or visit motability.co.uk for further details

Registered Charity No. 299745

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Who we are Nacro’s mission is to change lives and reduce crime. As the UK’s largest crime reduction charity, we are determined to reduce the devastating effects crime has on individuals and communities. So we work with people before, while and after they are in trouble, helping them to change their behaviour and using evidence based practice to do what works to reduce crime and offending.

Work for us Nacro recruits in a wide range of areas – from crime prevention, offender management and resettlement to learning and skills, housing, and policy and communications. We value the diverse nature of our staff and those using our services, and are committed to ensuring that this is reflected in all our practices, policies and services. We also offer generous leave entitlement and other staff benefits. Visit www.nacro.org.uk to view our vacancies. Registered charity no. 226171

Start your most exciting journey yet.

networkrail.co.uk/careers