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Being Upfront about Mental Health Living with a mental health problem is not easy. Research shows that people who experience conditions such as schizophrenia, bipolar disorder, severe depression, anxiety and stress often find it difficult to gain or maintain employment. In fact, just 20 per cent of people with severe mental health conditions are employed, compared with 65 per cent of people with physical health problems. For some people, the thought of returning to the world of work following a period of mental ill-health can be overwhelming.
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New research from mental health charity Mind highlights the prevalence of mental health problems amongst the working population, with one in six workers in the United Kingdom suffering from anxiety, depression and unmanageable stress. In light of these statistics, organisations working in this area and high-profile campaigners such as Alastair Campbell and Frank Bruno are striving hard to eliminate the taboos surrounding mental health.
Mental health and the workplace All businesses, both large and small, have a ‘duty of care’ under the law to protect the health, safety and welfare of their employees in line with the Health and Safety at Work Act 1984. As well as a duty to assess the risks arising from
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hazards at work, the risk of work-related mental health problems must also be assessed. Clear policies on workplace adjustments and phased returns to work are crucial for reducing the length of mental health-related sickness absence, according to Mind. Employee Assistance Programmes and occupational health or psychological therapies can also contribute to a comprehensive support package for staff. As well as the positive impact that managing and supporting employees’ mental well-being will have on the individual, proactive management by employers can also produce a raft of business benefits including reduced sickness absence and staff turnover, greater staff engagement and productivity, and lower recruitment costs.
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Clearly defining jobs, undertaking risk assessments, ensuring that staff members do not work excessive hours, providing communications channels for employees to raise concerns, and providing areas for rest and relaxation, are all simple ways for employers to demonstrate that they care about the mental well-being of their staff. Developing a Wellness and Recovery Action Plan (WRAP) can also help manage issues such as stress and anxiety. Although traditionally a healthcare tool, when used in a work context, WRAP outlines workplace triggers, early warning signs and mutually agreed steps to be taken by both individual and manager should someone experience a problem. As one of the largest private sector employers in the United Kingdom, BT recognises mental health as an important but often neglected issue and has developed a mental health policy to address this, as explained by Christine Moore, head of BT People Consulting, BT’s HR department. “When recruiting, managers are encouraged to be openminded and not to focus unduly on issues such as gaps in CVs – there are lots of reasons for gaps in CVs so why make a big deal of it? We also got rid of pre-employment health questionnaires some years ago – they achieved virtually nothing good, cost hundreds of thousands of pounds to administer and put off some great people from applying. Our emphasis is on getting the right person for the job and then looking at what, if any, adjustments we need to make. “There is a wide range of materials and services available to employees to help them manage their own mental health conditions in work and to understand issues their colleagues might be experiencing – people who find it useful can complete a ‘well-being passport’ to document the workplace adjustments they might need. If people become ill and have to take time away from work, their managers are encouraged to keep in regular contact and to plan a phased return to work when appropriate.” As a result of the policy, BT found that absence rates due to mental health problems fell by 30 per cent in four years despite pressured market conditions. Ceasing pre-employment medical checks also saved the company £400,000 per year and 51 per cent of the workforce said that they had noticed improvements in their own mental well-being. Mind offers training to businesses in mental health awareness which can help employers better understand and tackle the causes of work-related mental health problems. Its ‘Taking Care of Business’ campaign aims to highlight the business case for creating a mentally healthy workplace.
Michael’s story Fifty-year-old Michael* had been working as a security officer but following the collapse of his marriage, he suffered a breakdown and began drinking. Michael lost his job and driving licence and had been out of work for a year when he was referred to Family Action – a leading UK provider of services to disadvantaged and socially isolated families, which helps individuals with mental health issues to return to work. Michael met regularly with his support worker who helped him apply for the correct benefits. He also began an intensive search for work. During these searches it was found that if Michael wanted to return to work in the security field, he would need to renew his Security Industry Authority (SIA) licence which had lapsed. Michael could not afford to fund the new licence himself so he was referred to the Government’s Access to Work scheme for support and financial assistance. Michael gained the new licence and for the past two years has been working as a security officer at a supported housing unit for young people in Ipswich, Suffolk. He has remained sober throughout this time and although Michael is no longer receiving mental health support from Family Action, he knows he can go back at any time should the need arise. *Name has been changed to protect the identity of the individual.
Safeguarding the mental health of employees and enabling people who suffer from mental illnesses to succeed in the workplace needn’t cost a lot with measures such as flexible working and the appropriate mental health supports in place. For more information on mental health in the workplace, visit: The United Kingdom Government – www.gov.uk Department for Work and Pensions – www.dwp.gov.uk Mental Health Foundation – www.mentalhealth.org.uk Mind – www.mind.org.uk Health and Safety Executive – www.hse.gov.uk
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6541_HR advert_Layout 1 20/02/2013 09:51 Page 1
Nottingham Trent University (NTU) is committed to the success of its students and staff and to embedding equality and diversity within the environment for work and study. Everything we do here is to help you succeed in your chosen career, whether you join our valued staff, or take one of our many undergraduate or postgraduate courses.
Why work at NTU? • We value all members of our community, whatever their identity or background. • We have an active Disabled Employees Network which contributes towards University policy and plans. • We offer competitive salaries, excellent holiday entitlement, final salary pension scheme and ongoing professional and personal development. • There are also extra benefits that can make life a little easier, such as: subsidised sports and leisure facilities, family friendly policies and schemes, contributory health scheme and much more.
www.ntu.ac.uk/vacancies www.ntu.ac.uk/futurestudents
6541/02/13
Opportunities to join our dedicated team
Orwell Housing Association employs 450 people throughout East Anglia and provides affordable housing for those unable to meet the expense of buying or renting privately, alongside a variety of support and care services for vulnerable people. We have been in business for 50 years and believe our success is based upon our desire to look after our customers and our employees. We also respect and value equality, diversity and inclusion in all that we do and this has been recognised in our being awarded the Investors in Diversity stage 1 accreditation. We offer a range of employment opportunities including property maintenance and development, finance, HR, administration, care and support. When recruiting we also recognise those looking to carry on working, start work or get back into work, with support from specialist rehabilitation and disability services. We have successfully worked alongside organisations such as Mencap (the voice of learning disability), Remploy (the UK’s leading provider of employment services), Icanho (brain injury rehabilitation services) and SCOPE (disability charity), supporting employees in the workplace. We actively encourage applications from people with disabilities, who meet the minimum criteria for a vacancy.
For further information about our current vacancies, please visit www.orwell-housing.co.uk or contact us on 01473 218818.
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In the Spotlight Three high-profile personalities share their experiences of disability in the workplace
Ade Adepitan Paralympian and TV Presenter At the age of 15 months, Ade Adepitan contracted poliomyelitis. The effects of the virus meant that Ade was unable to use his left leg and had only partial use of his right leg. “I’ve never put a ceiling on my ambitions – I found something that I love doing in wheelchair basketball and I wasn’t going to let anything stop me. “Throughout my career I’ve been very lucky. I pinch myself every day because it feels like I’ve been in a crazy dream for the last 35 years. I have travelled from the streets of Lagos in Nigeria to the concrete jungle of east London. In that time, I became a Paralympian, a TV presenter and was awarded an MBE. “In my younger, teenage years, I was very body-conscious. I was a little bit ashamed and upset that I didn’t walk the way that other friends did but I grew out of this. I have always been a firm believer in a level playing field and,
therefore, have always worked extremely hard for my achievements. I expect to earn my successes in the same way that anybody else should. “Life is full of huge challenges and I have faced many of them. Sometimes the day-to-day obstacles of being in a wheelchair can make life difficult, but I have always found that if you are honest and open about what you need, then people are more than willing to help – there isn’t any need to ever feel embarrassed.”
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Nikki Fox, TV and Radio Presenter Nikki has muscular dystrophy and mainly uses a mobility scooter to get around during the day. “I grew up with no concept that I was actually disabled. I used to tell everyone I wanted to be a ballerina! “When I began my career in the media I had to work as hard as everybody else. I had the 2.30am starts, answering the telephones and I’ve often worked for 16 hours straight. “Like many people in this industry, I started off working behind the scenes. I got my head down and got the job done and I was able to do that because I was open from the start about what I needed – a ramp, scooter charger and the very occasional day working from home. I learnt what I was good at and that wasn’t putting up a tripod or holding a camera, so I chose to play to my strengths. “I’ve always been very honest about my disability with employers. It’s easy for me – I sit in a bright red scooter – but no matter what disability you have, it’s important to be clear about what you need to help you to be as independent as possible while you’re at work.”
Cara Readle, Actress Cara was born with cerebral palsy and has worked as an actress since she was 12 years old. “Working in TV and film is what I love doing and I hope to carry on my acting career for a long time. I am determined to succeed without letting anything hold me back. “My first TV role was playing the character Layla in the children’s TV programme The Story of Tracey Beaker. I was in this for three years and loved every minute of it. I also featured in a short film for BBC Scotland called Zig Zag Love which starred Robert Carlyle and Mark Lewis Jones. This film won Best Youth Programme at BAFTA Cymru in 2010 which was a fantastic achievement for all of us involved. “I’ve taken on roles in the popular BBC One series Casualty, Welsh drama Baker Boys and, at the moment, I am acting for a company called the Taking Flight Theatre Company, which is an inclusive theatre company that employs both disabled and able-bodied actors. I never take the fantastic opportunities I’ve had for granted. “Of course it’s not always easy to secure employment, particularly in the acting industry. In September 2011, I found myself unemployed with no work coming up in the near future. I had to go to the job centre to help me find employment opportunities. “After working closely with the Shaw Trust, a Walesbased not-for-profit employability service for those with
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disabilities or at a disadvantage, I gained a six-month paid work placement at a charity called Discovery. I gained lots of new workplace skills during my time there and the charity still remains close to my heart. “I have been fortunate enough to have some fantastic experiences in a career that I have chosen and, although I have faced many challenges, I work very hard and will never let my disability get in the way of me achieving anything.”
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‘Learners, staff and customers are at the heart of all we do’
Go further We’re the world’s leading professional services network and the skills, knowledge and diverse background of our people are the strength behind our success. All this coupled with our outstanding training, make us the top choice for a career in business. We have opportunities for school and college leavers, undergraduates and graduates, and experienced professionals. Now’s your opportunity to join us.
Take the opportunity of a lifetime www.pwc.com/uk/careers
© 2013 PricewaterhouseCoopers LLP. All rights reserved.
Opportunities to learn something new... ...everyday Set amongst 500 acres of farms, parkland, lake, woodland and sports facilities, Reaseheath College is a leading UK land-based College committed to developing staff as well as students. With a belief that opportunities for progression should apply to everyone, Reaseheath College offers an environment where development applies to all. So, whether you’re looking to further your education or are looking to build a career doing something really worthwhile, Reaseheath College is an inviting place where you’ll get all the support and training you need to enable you to grow and reach your full potential. Reaseheath College strongly believes that a diverse environment helps create an exciting combination of ideas, cultures and views. We encourage participation from all sections of the community. Visit our website at www.reaseheath.ac.uk Maintaining Momentum, Pursuing Excellence!
COLLEGE
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“The Office Mr Fix-it” Gary MacFarlane at his desk as a business unit administrator at IT services company Sopra.
Haven’s Complementary Workforce can help open doors to employment for disadvantaged people by offering a flexible recruitment service to Scottish businesses and a bank of committed, enthusiastic and work-ready candidates. The delight that Gary MacFarlane gains from being known as ‘Mr Fix-it’ at his new employers just a few months after joining is testament to the success of Haven’s Complementary Workforce programme. Gary, aged 22, joined the staff at the Edinburgh office of international IT services company Sopra as a Haven associate and, with his enthusiastic nature and ‘can-do’ attitude, immediately became a key player in keeping the office, workplace to 140 staff, functioning. Working as a business unit administrator, Gary is enthusiastic about his role. “I am loving the job. I am treated as an equal and have fitted in right away. In fact
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within a month, if something needed doing in the office, it became a case of ‘call Gary’! “It is really good for my ego to be in demand and known as the office’s ‘Mr Fix-it’ – it has done my self-confidence the world of good.”
Perfect fit Gary, who suffers from dyslexia and dyspraxia, had a variety of short-term jobs mixed with periods of unemployment before joining Haven’s Complementary Workforce, after a recommendation from the Jobcentre Plus disability employment adviser.
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Gary MacFarlane enjoyed a staff induction and bonding trip to Center Parcs which included a laser tag session.
“Sopra was the perfect fit for me, as I was looking for a job in an IT company because of my personal interest in computing. The Complementary Workforce provided an ideal way to open doors. It helps disadvantaged people get off the dole queue as the interview and application process is a lot more relaxed. It meant I didn’t clam up and made selling myself much easier in order to get the post.” Gary’s remit is wide-ranging. “I have to ensure the office runs smoothly.” He works 21 hours a week, over five days. A typical day will be a busy mixture of paperwork and filing, reception duties, dealing with couriers, ensuring the kitchens are kept up to a high standard, helping allocate laptops for the IT department and what he calls the ‘allimportant job’ of making sure the coffee machines are working properly! “It is one of the best jobs I have ever had,” says Gary. “It gives me a real buzz and provides a focus to my day by giving me a purpose to get up and out of my house. Sopra is a really good company to work for and I have never woken up thinking ‘oh no, I have to go into work’. “It can be challenging at times trying to juggle and answer the demands of the whole office at the same time. You have to have a helpful attitude and I am willing to do anything. It has taught me how to prioritise tasks and also helped my skills in meeting new people. It has really taken me out of my shell. “The people I work with make the job for me. I was treated as an equal from day one and included as a staff member.” Sopra helped integrate Gary by taking him on a staff induction and bonding trip to Center Parcs which included a laser tag session in Sherwood Forest, and he immediately felt welcome. “It was a great trip and really made me feel part of the team.”
Team player Jennifer Cunningham, Talented Together programme manager at Sopra, is delighted with the success of the programme. “The staff at Haven’s Complementary Workforce have been amazing and made the whole process really straightforward and efficient.
“Having Gary working with us in our Edinburgh office has added value from day one and he is an integral part of my team. We very much hope that we will welcome more Haven employees in the future.” Tom Henderson is business and development manager for Haven’s Complementary Workforce. He sees Sopra as an ideal example of a company willing to engage with, and benefit from, the programme. “From the outset, the commitment they demonstrated towards working together with Haven to find a suitable opportunity has been nothing short of remarkable. Plus, it’s given Gary a wonderful break, which is great for him and for the organisation too.” Gary is on an open-ended contract with Haven’s Complementary Workforce but is hopeful that it can turn into an unsupported role. “Hopefully this will lead to Sopra coming to me and saying ‘Gary, we can’t do without you’ and offering me a role as one of their employees. But if that doesn’t happen, the valuable experience I have built up will help me get an unsupported role in the mainstream jobs world.” Perhaps not surprisingly given his positive experiences, Gary counts himself as ‘a big fan’ of the Complementary Workforce and would highly recommend it. “It is a massive help for people who are not able to undertake interviews or fill out application forms very well. It can take you through that door which often seems shut in your face. “And then once you are in a role, there is an informal support mechanism there, and Haven is always at the end of a phone to help. “If someone was being offered a post with the Complementary Workforce I would tell them to take it, without hesitation.”
For further information on Haven’s Complementary Workforce, contact Tom Henderson on 0141 419 5299 or by email at tom.henderson@havenproducts.co.uk
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Creating homes. Shaping communities. Changing lives. We want to be an employer of choice, by recruiting, supporting and keeping a talented and motivated workforce that reflects the communities we serve. To find out more about us and to see the full range of career opportunities available, visit www.sovereign.org.uk or email recruit@sovereign.org.uk.
“We employ more than 1,000 people, and have recently achieved an 81% employee engagement score, the highest in our sector.� Sovereign Housing Association Limited is charitable
O
Y EQUALIT me, you, everyone
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Equality & Diversity at Stourbridge College
Unlocking Talent, Creating Futures Stourbridge College is in the top 25% of colleges nationally offering a broad range of vocational, academic and apprenticeship courses. Located in the heart of the Black Country, we are a major employer in the region. With Equality & Diversity at the heart of everything we do, we aim to ensure that all our students achieve their potential through our commitment to the continued promotion of equal opportunities. We welcome and encourage job applicants from all areas of society to ensure our staff are representative of our students and our local community. We advertise, select, develop and retain staff on merit, ensuring our employment practices and processes are free from discrimination. If you are interested in working for the College please visit our website.
stourbridge.ac.uk 01384 344344 Hagley Road Centre, Hagley Road, Stourbridge, DY8 1QU
Providing quality affordable housing in the North West since 1965 symphonyhousing.org.uk
Valu Differeing nc
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@symphonyhousing
Regenda HR Quarter Page_Layout 1 2/22/13 10:38 AM Page 1
Here at The Children’s Society we welcome applications from all sections of the community and appoint on merit according to the requirements of the job. Diversity obviously encompasses equal opportunity, but for us it goes further than that. We believe to provide real equality of opportunity, people need to be treated in ways that are unique, fair and tailored to their needs. To us, diversity is about valuing the differences that make us individuals. Harnessing these differences creates a productive and inclusive work environment where everyone feels valued, their talents fully utilised, and our organisational goals are met. We are currently recruiting for a number of vacancies across our fundraising, retail, social care and corporate services divisions so please visit www.playyourpart.co.uk for our current opportunities.
We’re working to make the North West a better place to live. Why not think about joining us? Visit www.regenda.org.uk to view our latest vacancies or call 01204 814080 making the North West a better place to live
Charity Registration No. 221124
A better childhood. For every child.
www.childrenssociety.org.uk
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Selling Writing a CV and preparing for a job interview can be hugely daunting, but it doesn’t have to be that way. Janice Townsend, employability development coach with TBG Learning in Swindon, outlines some tips for making your CV stand out and leaving a lasting impression at interview.
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What is a CV? A CV, or Curriculum Vitae, is required as a form of introduction to an employer for them to match their job requirements to your practical skills and experience. Your CV should concentrate on:
t Who you are t What you do t What you have done t Above all, what you can do – known as transferable skills – for an employer.
When you’ve written your CV, take a look at it and ask yourself:
t Is it clear and easy to understand? t Can the employer quickly find the information needed? Employers skim-read – imagine they have 50 CVs to go through – and need to be able to pinpoint essential information quickly. Remember employers will spend just a matter of seconds before making a decision to interview you or not.
t Is the CV truthful? Never say anything on your CV that
you can’t support or evidence. Your CV needs to be an accurate reflection of you because if you’re selected for interview you will have to back this information up.
If you have answered ‘yes’ to these questions, you have passed the CV test. An important aspect of creating a CV is writing a personal statement, sometimes called a profile or career summary, that will enable the employer to quickly identify the value you can add to their organisation. Your CV should be a self-marketing document aimed at persuading the recruiter to want to interview you. Your personal statement is a critical part of making that happen. Many candidates struggle with writing the statement part of their CV but it doesn’t necessarily have to be as difficult as one might think. A well-written statement can be between 50 and 200 words, although it is important not to ramble.
Yourself CV tips
t
After writing your personal statement get someone who knows you well to read it.
t Do they recognise you from the description as this is the
first impression a prospective employer will have of you?
t List your skills and achievements – this makes it easy for
the recruiter to see what you can offer. If it’s for a specific job, match your skills to the job specification so that it’s clear for them to see.
t Keep your job history within ten years if possible and no more than two pages.
t If you have a disability, it is not necessary to mention it on your CV.
t If the CV is speculative, or not followed by an application
form, you need to decide if you would prefer for an employer to know about your disability before you are called for an interview. This may depend on whether you will need a reasonable adjustment to be made for you at the interview and in order for you to do the job satisfactorily.
t Finally, remember to do a spell check and read over your CV a couple of times to correct any typos or errors.
Now that you have written a stellar CV, you’ve been invited to interview. Well done. Now what to do?
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Preparing for interview It’s understandable that, for some, interviews can fill them with fear and dread. However, as long as you are prepared and have done your research, it can be quite an enjoyable process. After all you have, on paper at least, the skills needed to do the job and fought off stiff competition to get to the interview stage. Be positive, confident and enthusiastic, even if you have never done that particular role before. Contact the employer to accept the interview. It is important at this stage to ask what type of interview it is so that you can best prepare for it. If it is a competencybased interview, ask for the competencies to be sent to you in advance so that you can prepare your answers. If you require any assistance or adjustments to be made due to a disability, now is the time to let the employer know so that they will have sufficient time to ensure your interview goes smoothly. In terms of the interview, the following tips will help ensure that you are as well prepared as possible for anything that might arise:
t Research the organisation, check the company website
and search for information about them on the Internet. If you’re changing career, make sure you research the industry and job role.
During the interview If you are disabled, it is important to focus at interview on the ways in which you fit the requirements of the job. During an interview you should be prepared to talk positively about your disability and be able to highlight the range of support and equipment that is available. Statistically a candidate should be doing around 80 per cent of the talking, with the interviewer making up the last 20 per cent. It should feel like a conversation – it should flow. Here are some suggestions to make sure that you shine:
t Try to keep your answers open – a simple ‘yes’ or ‘no’ should be avoided unless you are being asked a closed question.
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t Make sure you know the name of the person or people interviewing you.
t Print a copy of your CV to take with you and re-read it. t Prepare for the typical questions! This is so simple, yet
many people fail to prepare for the standard questions employers are likely to ask.
t Prepare two or three questions to ask at the end.
This demonstrates your interest in the role and the company – avoid questions about money, holiday leave, sickness, pay, etc. These can all be covered once you are offered the job.
t Presentation is important so you should wear smart
business attire. Think about what clothing you will wear in advance and if you need to do any dry cleaning or ironing. That way you won’t need to worry about it and can be confident that you will look your best.
t Lastly, get an early night and avoid alcohol the night
before. Ensure you give yourself plenty of time the next day to get ready and read through the information. Take the company’s phone number and the name of the person you are seeing just in case of any delays, and ensure you have credit on your phone.
t Keep your answers focused on what you can do for the employer – not what they can do for you.
t Don’t be afraid to think about your answers or ask the interviewer to repeat the question.
t Sell yourself – no one else is going to! Enthusiasm goes
a long way with an employer – be passionate about the job. Be positive about yourself and your experiences.
Finally, after the interview, ask for feedback. If it’s not the outcome you wanted don’t get disheartened. Take on board what is said and learn from any mistakes made and look forward to the next opportunity just around the corner.
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Join us and we will support you all the way. At the Together Trust we nurture and encourage children, young people and adults with complex needs to break through barriers and take control of their lives. And we’ve been doing it since 1870. The Together Trust is committed to equality and diversity, but is under represented by men and women from ethnic groups and people with disabilities. The Together Trust therefore welcomes applicants regardless of their racial, ethnic or national origin, religion or beliefs, disability, sexuality, age or responsibilities for dependents. We’re looking for people with different skills, backgrounds and experiences to join our team. You can help ensure that everyone at the Together Trust gets the best chance in life. www.togethertrust.org.uk/vacancies www.togethertrust.org.uk/vacancies jobs@togethertrust.org.uk jobs@togethertrust.org.uk 0161 283 4828 0161 283 4828
Registered charity number 209782
/SupportTogetherTrust
@TogetherTrust
The Together Trust is committed to equality and diversity. The Together Trust is committed to safeguarding.
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Confronting Inequality: Celebrating Diversity
If you are thinking about coming to work at UCL, then this could be one of the best decisions you make in your life. We are committed to fostering an environment where disabled people can flourish. UCL is an inclusive, welcoming, dynamic, global university based in one of the most exciting capital cities in the world, and working here means working for a world class organisation. If you are up for the challenge, UCL could be the place for you.
The University of Bradford is committed to ensuring that all who work and study here are treated fairly, equitably and in a way that allows them to fulfil their potential. The success and growth of the University has always been based on our commitment to our values: ! Confronting Inequality – Celebrating Diversity ! Freedom of thought and expression ! Openness, transparency and an ethical approach to all activities
For our current opportunities visit: http://www.ucl.ac.uk/hr/jobs/index.php
! Application, innovation and partnership providing a stimulating, healthy and safe environment in which to learn and work ! Achieving sustainable development
For details of our current opportunities please visit www.bradford.ac.uk/jobs
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Living in a Chal
The European Foundation Centre’s European Consortium on Human Rights and Disability in session in Brussels.
Spending cuts have dominated the headlines ever since the worldwide economic crisis took hold in 2008, and with radical changes to the welfare system being introduced this year, there is much discussion about how these and other austerity measures currently in place, will impact upon the lives of society’s most vulnerable. A European study carried out at the end of 2012 by the European Foundation Centre’s European Consortium on Human Rights and Disability (ECHRD) found that disabled people are at serious risk of poverty, social exclusion and discrimination as a direct result of austerity measures. It is estimated that since the emergency UK budget in 2010, disabled people and their carers have experienced a £500 million overall reduction in income. In addition to this, the ECHRD study found that reduced Government spending on welfare and social services has resulted in a disproportionate increase in the number of disabled people losing their jobs, income support and access to fundamental services. There is also concern that changes to the welfare system, including the closure of the Independent Living Fund, transformation of the Disability Living Allowance into Personal Independence Payment and changes to eligibility for social care support, could impact on disabled people’s quality of life.
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The Government believes that the forthcoming changes will not only deliver fairness to both taxpayer and those in need of benefits, but will also protect the most vulnerable in our society while creating the right incentives for people to get into work. Iain Duncan Smith, Secretary of State for Work and Pensions, has emphasised the need for fairness to both taxpayer and beneficiary: “From the outset I stressed my commitment to create a welfare system that is fit for the 21st century. One that has incentives for people to get into work and increase their hours, that is fair to the people who use it, and fair for the taxpayer who pays for it.” “We are ensuring there is support for the most vulnerable in our society, and our reforms mean that we will be giving more help – financial and practical – to those people who need it. We’ve been working closely with local authorities and partners on the ground to ensure people are ready and supported through all our changes.”
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lenging World Tough times Richard Hawkes, Chief Executive of Scope, believes that times are tough for disabled people at the moment. “Disabled people are facing spiralling living costs at the same time as their financial support and local social services are falling away.” Charities and campaign groups such as the European Network on Independent Living and Disabled People Against Cuts are currently working with a number of European and national organisations to urge the Government to reverse those measures which most negatively affect the rights of disabled people. Various consultations between concerned MPs and charities are also ongoing, with the Children’s Society, Citizens Advice and Disability Rights UK working together with Baroness Tanni Grey-Thompson to produce a review on the impact of the new Universal Credit. Time will tell what the long-term impact of these reforms will be. To find out what the changes may mean, visit: The United Kingdom Government – www.gov.uk Department for Work and Pensions – www.dwp.gov.uk Scope – www.scope.org.uk Advice UK – www.adviceuk.org.uk Disability Rights UK – www.disabilityrightsuk.org Citizens Advice Bureau – www.citizensadvice.org.uk
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Our workforce of over 2500 staff includes an increasing number of disabled academic and support staff with a wide range of impairments, including staff with physical access needs. In addition our Student Enabling Centre provides a comprehensive range of services to students with sensory, physical or specific learning difficulties. The Centre’s aim is to ensure that each student’s experience at the University of Wolverhampton is enjoyable and rewarding.
Wiltshire Probation Trust is committed to reducing crime and protecting the public in order to prevent the next victim. We serve a population of around half a million people and our work is about transforming lives, and this starts with our staff in whom we invest substantial training and development. Our aim is to value everyone regardless of who they are: their origin, ethnicity, gender, sexuality, disability or background. We see beyond any “labels” recognising that each individual has a unique contribution to make. If you would like more information about us and how you could make a difference please visit: www.wiltshireprobation.org.uk call 01249 461577
“I used to dream of what I could achieve. At Zurich it’s now a reality.” Bring out the Best Careers at Zurich When you come to work at Zurich, you’ll find it much more than just a job. We do, it’s the start of a partnership. A partnership where you’ll bring out the best in us and we’ll bring out the best in you. We’re dedicated to giving you all the opportunities and personal development you could want to build a career you’ve always dreamed of. In return, you’ll be contributing to the growth of one of the world’s leading financial brands. We’re looking for talented individuals who really want to grow their careers. From finance
The British Council is pleased to support the work of Rehab, and is committed to ensuring diversity throughout our global business.
to marketing, sales to IT, or claims to communications... we’ll match your ambitions. We’ll also recognise and reward you for outstanding performance and contribution to our customers and shareholders. Plus, a competitive salary and benefits scheme. Working with Zurich means you’ll have a rewarding career with a truly global brand, employing 60,000 people in more than 170 countries. In the UK alone we employ more than 8,700 people in 45 locations. But it’s not just about numbers, it’s about working in a multi-national, multi-cultural organisation, with people who are encouraged to use initiative and creativity to deliver when it really matters.
Please see http://jobs.britishcouncil.org for job opportunities.
To get the bigger picture of Zurich, visit www.zurich.com or, to see the full range of career opportunities available, visit www.zurich.co.uk/careers
Zurich is an equal opportunities employer.
As users of the disability symbol, we guarantee to interview all disabled applicants who meet the minimum criteria for any vacancy.
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Focus on the Equality Act The Equality Act 2010, introduced to prevent disability discrimination and disability-related harassment, is something both disabled people and employers alike should be fully aware of. The Equality Act 2010 replaces all the old anti-discrimination laws with a single Act and achieves three main goals: 1. to simplify the law and remove inconsistencies 2. to make the law easier for people to understand and to follow 3. to make the law stronger in tackling discrimination and inequality
The following areas of the Equality Act 2010 are particularly relevant for a disabled person:
t Changed definition of disability – disability is defined as ‘a physical or mental impairment that has a substantial and long-term adverse effect on the ability to carry out normal day-to-day activities’. For the purposes of the Act, ‘substantial’ means more than minor or trivial; ‘long-term’ means the effect of the impairment has lasted, or is likely to last, for at least 12 months; and ‘normal day-to-day activities’ include things like eating, washing, walking and going shopping.
‘Impairment’ includes long-term medical conditions such as asthma and diabetes and fluctuating or progressive conditions such as rheumatoid arthritis or motor neurone disease. A mental health impairment includes mental health conditions and learning disabilities and difficulties such as dyslexia.
t Direct discrimination in goods and services – previously,
direct discrimination was only unlawful when it happened in relation to work. Now disabled people are protected from prejudice when accessing goods and services in all public places – i.e. bars, restaurants, shops, cinemas, etc. Direct discrimination is when someone is treated less favourably because of the disability itself.
t Discrimination arising
from disability – this is a new provision included in the Equality Act 2010 which protects disabled people from being discriminated against because of something connected with their disability.
t Indirect disability discrimination – this is
when there is a rule or policy that applies to everyone but is particularly disadvantageous to people with a disability and cannot be shown to be justified.
t Reasonable adjustments that have to be made – service providers are required to make reasonable changes wherever disabled customers or potential customers would otherwise be at a substantial disadvantage compared with non-disabled people. This has changed from the previous law when service providers would only have to make changes if it was impossible or unreasonably difficult to access a service. Service providers cannot charge disabled customers for reasonable adjustments.
t Harassment – this is a new law introduced in the
Equality Act 2010 to protect disabled people from being humiliated, degraded or offended because of their disability.
t Victimisation – under the Act, it is unlawful to victimise someone because they have made a complaint about discrimination or harassment. Service providers are responsible for all such acts by their employees and a victim now has to show only that they have not been treated appropriately following a complaint.
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Here representatives from two top law firms share their thoughts on how the Equality Act 2010 affects employers and employees Caroline Carter, partner at Ashurst LLP “The Equality Act 2010 represents one of the most historic pieces of employment legislation in recent years. It not only consolidates and harmonises our piecemeal discrimination law dating back to the 70s, but also strengthens our equality laws by creating several important new provisions. Notably, disabled people have gained increased protection in the two key areas of recruitment and claiming disability discrimination. “In our experience, particularly in light of recent events outside the workplace, e.g. the London Paralympic Games, this is resulting in a tangible, if gradual, change in employers’ perceptions about taking on people with disabilities of all kinds. “In terms of recruitment, the Act contains significant new restrictions on the health questions an employer can ask a job applicant pre-job offer. Now the only questions employers can ask are to identify any reasonable adjustments to the recruitment process, to establish if the applicant can carry out an intrinsic part of the job itself, or to monitor diversity. Employers can still ask health questions/carry out medicals post-job offer.
“The Act introduces greater provision for those claiming disability discrimination. The new claim of ‘detriment arising from a disability’ makes it easier for employees to make a successful claim as they do not have to show their treatment was less favourable than that afforded to other, non-disabled employees. The old legislation had been interpreted very restrictively by case-law. For example, it had held that in a case where a disabled person has a lot of sickness absence, an employer is able to justify dismissal of the disabled person if they can show that they would have dismissed a non-disabled person with the same level of sickness absence. The fact that the reason for the disabled person’s sickness was his disability was not deemed relevant. “However, under the new Act, the employee does not need to show a comparator. Although employers have a defence to the new claim if they can objectively justify their actions, this is not easy to demonstrate. Nevertheless, the new claim forces employers to look properly at the reasons behind employees’ conduct and their own actions.”
Matthew Ramsey, professional support lawyer at Macfarlanes LLP “The Act was primarily intended as a consolidation of the various pieces of anti-discrimination legislation, but was also used to strengthen the position of people with disabilities against discrimination. “The new provision in the Act covering discrimination arising from a disability, which sits alongside direct discrimination, indirect discrimination, harassment, victimisation and the duty to make reasonable adjustments, creates a range of potential claims for disabled employees. These concepts overlap in some areas, and one of the key problems facing employers is ensuring that line managers understand the full range of categories of prohibited discrimination and the obligations they impose.
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“In our experience, the duty to make adjustments to working practices that disadvantage disabled employees remains the most significant obligation. Adjustments to address physical impairments tend to be relatively straightforward, but altering internal policies and procedures to take account of mental health issues can be far more problematic. GPs still use terms such as ‘stress’, ‘anxiety’ or ‘depression’ quite loosely, and working out whether an employee who is off sick for one of those conditions is disabled from a legal perspective can be difficult. “The watchwords for employers have not changed with the introduction of the Act. Managing the needs of disabled employees in a sympathetic way, whilst keeping the wider needs of the business in mind, requires welldrafted policies, well-trained managers, sensitivity and careful thought in each particular case.”
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East Devon District Council East Devon District Council considers people its most valuable asset. We know that through great teamwork they ensure excellent services are delivered to our community. For this reason, we are committed to recruiting a diverse workforce and continuing to invest in learning and development to ensure that everyone can meet their full potential. Our ambition is to make East Devon an outstanding place to live, work and enjoy life for everyone. If you would like to find out more about working with us, please visit www.eastdevon.gov.uk/jobs_with_the_council
Career Online Ad Apr 09:Layout 1
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ScotRail offer many exciting and different career opportunities, with excellent staff training and a competitive package. Why not apply to join our team and help us continue to transform travel for all our customers? To find out about our latest career opportunities, visit our recruitment website
www.firstgroupcareers.com ScotRail is operated by
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Norfolk Constabulary mission is to provide a policing service that is responsive, accountable and relevant, which enjoys the trust and confidence of all our communities, making a positive difference to people’s lives. To find out more about paid and voluntary work opportunities with Norfolk Constabulary go to http://www.norfolk.police.uk/joinus.aspx
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North Tyneside Council is committed to working to reduce disadvantage, discrimination and inequality of opportunity and promote diversity with regards to the people it serves, its workforce, the partners it works with and the services it delivers. The Council’s aim is to make North Tyneside a place where everyone matters and is treated as an equal citizen in light of their different needs.
widening
horizons
One city for everyone Every opportunity is equal
As a Council we value the diversity of our Communities. As an employer we value the diversity of our employees. That’s why we’re totally dedicated to equality of opportunity. Our recruitment and employment practices are designed to be inclusive. And we’ve helped all kinds of people into permanent paid roles through schemes including Shaw Trust Access to Work. If there’s a post for you, we’d love you to apply. Who can say fairer than that? To hear about the latest opportunities, simply register for Job Alerts direct to your inbox. Sign up at www.norwich.gov.uk/jobs An Equal Opportunities Employer. Disabled applicants who meet the person specification are guaranteed an interview.
Do you have a disability and want a job?
For information on our employability programme and courses, visit www.portland.ac.uk or call 01623 499186.
Rail Manche Finance EEIG Rail Manche Finance is a joint venture established in April 1992 by the National Rail Companies of Great Britain (today as Eurostar International Ltd) and France (SNCF) and provides managed service solutions in respect of back office accounting, settlement and management information systems for Eurostar and Thalys High Speed Train Services.
Tel: 020 7042 9960 www.rmf.co.uk Email: david.hiscock@rmf.co.uk Times House, Bravingtons Walk, Regent Quarter, London N1 9AW
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Culture Vulture Look out for... BBC Three Mental Health Season BBC Three’s mental health season is a series of documentaries and programmes that aim to challenge the way mental health disorders are perceived. In the lead documentary, Rachel Bruno: Me And My Dad, the daughter of boxing legend Frank, who has bipolar disorder, sets out to discover the truth about her dad’s illness. Through talking to Frank about his condition and spending time with others who have it, Rachel explores this potentially devastating illness which affects about one in 100 people.
Silver Linings Playbook Silver Linings Playbook is a heart-warming, often humorous film based on the love/hate relationship between two individuals dealing with their own mental health issues. Starring Bradley Cooper and Jennifer Lawrence, the story begins with lead character Pat being discharged, by his mother, from a mental health clinic. He had been ordered by court to attend the clinic for nine months after an altercation with his wife’s secret lover and being diagnosed with bipolar disorder. On leaving the clinic, Pat is ordered to live with his parents and stick to his medication. Determined to win back his wife and get his old job back as a substitute teacher, Pat becomes increasingly obsessed and convinced that his marriage is still strong and that he only needs to get his fitness up and his reading list finished to get his life back to how it was before. But when Pat meets Tiffany Maxwell, a widower who is dealing with the loss of her husband, his life begins to dramatically change course. Offering to help Pat reconnect with his wife, Tiffany asks for a favour in return – for Pat to be her dance partner in an upcoming competition. As their deal plays out, a bond begins to form between them both. Out on DVD now.
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Other programmes in the series include OCD Camp, a two-part documentary following six British teenagers and young adults living with obsessive compulsive disorder as they embark on a life-changing, week-long treatment course in the United States of America. Mental Me explains the most common mental illnesses affecting young people and Inside A Teenage Mental Health Unit is a three-part series exploring the McGuinness Unit in Manchester, one of the largest teenage mental health units in Britain. The season rounds up with Minds Like Ours which sees 20 young people with mental health disorders use handheld cameras to document their everyday life and Football, Schizophrenia and Me which tells the story of a football league in which every player suffers from a mental health problem. BBC Three’s mental health season will be aired later this year.
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Ade Adepitan: A Paralympian’s Story A Paralympic medal winner, commentator and successful TV presenter, Ade Adepitan has led a remarkable life. After contracting polio as a child, which led to the loss of use of his left leg, Ade now uses a wheelchair. He is recognised for his cheeky smile and flowing dreadlocks. In this inspirational autobiography, Ade recounts the milestones that have made up his life so far including growing up in Nigeria with a disability, moving to East London with his family, developing a passion for sport and representing Great Britain as a basketball Paralympian. Ade has forged a successful career in the media and has been awarded an MBE by the Queen for his services to disability in sport. Throughout the book Ade highlights how maintaining a positive attitude and a determination to be successful has played a significant role in reaching his achievements. Tackling some of the challenges Ade has had to overcome throughout his years in the spotlight, this is a memorable journey that will motivate and inspire. Available in all good book stores.
Victoria Pendleton: Between the Lines Victoria Pendleton MBE is not your typical female athlete because she is admired as much by the weekly glossies as she is the newspaper back pages. She transcends her sport. In this honest and emotional account of her successes and tribulations, Victoria discusses some of her defining moments. She became the first British female in 40 years to win Gold at the cycling World Championships and was ranked as one of Britain’s Olympic heroes after taking Gold at the Beijing 2008 Olympic Games, and Gold and Silver at the London 2012 Olympic Games. Victoria also reveals how her successes often came with pain. A fear of failure and a pressure to win led to a tendency to selfharm and an obsession with cleanliness. Behind the façade of a world champion, the cracks and strains had started to show and Victoria was falling out of love with her sport. Between the Lines documents the considerable lows as well as the much-publicised highs in Victoria’s compelling and tumultuous journey. Available in all good book stores.
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Southway Housing Trust is a community based housing organisation working in South Manchester. We are committed to providing high quality services to the people and neighbourhoods that we work in. We value the diversity of our customers and our employees, and welcome applications from suitably skilled people from all sections of the community. www.southwayhousing.co.uk
homes and
lives,
0800 052 2526 contactus@wwha.co.uk
www.wwha.co.uk @wwha
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Rehab Group – Investing in People, Changing Perspectives
social care and supported living services. Momentum comprises Momentum Skills, Momentum Care and Haven. Momentum Skills offers rehabilitation and training services, empowering people to gain the skills and confidence that they need to live independently and to fulfil their employment goals. Momentum Care provides a variety of health and social care services for people with a wide range of needs, including older people, people with learning disabilities and those who are physically disabled. Staff teams support people in their communities, enabling them to live independently and to take part in communitybased activities. Rehab Group is an independent international group of charities and commercial entities and works towards a world where every person has the opportunity to achieve their potential. Each year, the Rehab Group works with more than 80,000 people across the United Kingdom, Ireland, the Netherlands and Poland who have a range of disabilities or who are otherwise socially excluded, providing services in local communities and supporting them to move forward in their lives and to achieve their goals. From a network of 60 centres across the UK, the Group provides health and social care, training and education, rehabilitation, employment and commercial services. These services are provided by Momentum, TBG Learning, The Chaseley Trust and through the new partnership with Interserve, Rehab JobFit. For further information, visit www.rehabgroup.co.uk Momentum is a leading not-for-profit organisation providing rehabilitation, training, and health and social care services, in addition to a number of social enterprise businesses. Momentum’s services help a wide range of people, including those with a brain injury, spinal injury, mental health needs, physical or learning disability, in the areas of employment and training, job retention and community rehabilitation. The organisation also provides
Haven is Momentum’s social enterprise arm providing valuable employment opportunities. Approximately 80 per cent of its 140 staff are disabled people. Services provided include recycling, packaging, component assembly and print finishing to some of the country’s largest blue-chip companies. For further information, visit www.momentumuk.org.uk The Chaseley Trust supports people with physical disabilities and is based on the seafront in Eastbourne. The Chaseley Home offers residential respite/holiday care as well as rehabilitation programmes in addition to day care and out-patient therapy services for non-residents. It also operates Activate, a wheelchair-accessible gym. The Chaseley Bungalows provide residential nursing care and offer people the opportunity to live in a fully accessible personalised bungalow but with 24-hour nursing care and daily personal assistance on hand. For further information, visit www.chaseley.org.uk
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Right2Work TBG Learning is one of the UK’s leading third-sector youth and adult learning organisations, as well as a growing provider of services focused on employment preparation. The organisation provides a wide variety of learning opportunities to improve basic literacy, numeracy and vocational skills that result in recognised, accredited qualifications. TBG Learning’s services are accessed by 20,000 people each year, the majority from disadvantaged groups such as long-term unemployed adults or young people not in education, employment or training. TBG Learning also works with over 3,000 employers, providing a cost-effective recruitment service and helps to raise skill levels in the workplace through apprenticeships and bespoke training solutions. With a network of centres across England and Wales, TBG Learning is able to provide a wide range of services that benefit employers and communities and improve people’s lives. For more information, visit www.tbglearning.com Rehab JobFit is a partnership between Rehab and Interserve, one of the world’s foremost support services and construction companies. Rehab JobFit is a prime provider to the Department for Work and Pensions (DWP) and currently delivers contracts for the DWP in Wales and South-West England, which includes Work Programme and Mandatory Work Activity. Both these services are designed to support long-term unemployed people into sustainable work. For more information, visit www.rehabjobfit.com
Rehab Group outside the UK – Ireland, Poland and the Netherlands In Ireland, the Group’s services are provided through National Learning Network, RehabCare and Rehab Enterprises. National Learning Network is an internationallyrecognised world leader in the provision of inclusive training, education and employment services that enables people who need additional support to gain the skills to build rewarding careers. Each year, National Learning Network provides services to more than 14,000 students including the long-term unemployed, primary school children and older persons. Of those completing programmes at its 50 purpose-built training centres, 91 per cent progressed to employment or higher levels of training and education in 2012. For more information, visit www.nln.ie RehabCare offers a variety of health and social care services including community-based resource centres, residential and supported accommodation, respite, outreach and home care services to more than 3,000 people of all ages and from all walks of life. For more information, visit www.rehabcare.ie
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Rehab Enterprises, the Group’s commercial division, is Ireland’s largest single non-governmental employer of disabled people. Through its various companies, Rehab Enterprises manages the delivery of recycling, logistics, packaging and retail services. In Poland, Rehab Enterprises provides logistics, computer keyboard printing and electronic equipment repair services. In the Netherlands it manages product returns for international blue-chip organisations. At its core, Rehab Enterprises provides employment opportunities for 543 people, more than half of whom have a disability. For more information, visit www.rehabenterprises.ie Our role goes beyond simply providing services that enable people to make the most of their skills and talents in the workplace and in the wider community. We are also a leading campaigner for reforms to remove barriers preventing equal opportunities. The Group participates actively in a number of international and European organisations, including the Economic and Social Council of the United Nations where we have consultative status as a non-governmental organisation. For more information, visit www.rehab.ie
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Directory of Services Ability Net A national charity helping disabled adults and children use computers and the Internet by adapting and adjusting their technology. PO Box 94 Warwick CV34 5WS Tel: 0800 269 545 www.abilitynet.org.uk
Association of Disabled Professionals Aims to improve education, rehabilitation, training and employment opportunities for disabled people. BCM ADP London WC1N 3XX Tel: 01204 431 638 www.adp.org.uk
Action for Blind People Information and services for people with visual impairments. 14 - 16 Verney Road London SE16 3DZ Tel: 0800 440 2255 www.afbp.org
Action on Hearing Loss Support for people with hearing loss and tinnitus. 19 - 23 Featherstone Street London EC1Y 8SL Tel: 0808 808 0123 www.actiononhearingloss.org.uk
The Chaseley Trust Supports people with significant physical disabilities through residential, respite and day care, along with multi-disciplinary therapy assessments, treatments and rehabilitation. South Cliff Eastbourne BN20 7JH Tel: 01323 744 200 www.chaseley.org.uk
British Deaf Association Supports the needs of profoundly deaf people by celebrating deaf culture, deaf identity and British Sign Language. 18 Leather Lane London EC1N 7SU Tel: 0207 405 0090 www.bda.org.uk
British Dyslexia Association Aims to promote a dyslexia-friendly society where dyslexic people of all ages can reach their full potential.
Circles Network Works with people who are isolated or at risk of isolation. Expertise in circles of support, independent and collective advocacy and person-centred planning. Potford Dam Farm Coventry Road Cawston Rugby Warwickshire CV23 9JP Tel: 01788 816 671 www.circlesnetwork.org.uk
Unit 8 Bracknell Breeches Old Bracknell Lane Bracknell RG12 7BW Tel: 0845 251 9002
Dial UK
www.bdadyslexia.org.uk
Tel: 01302 310 123
Provides a disability information and advice service run by and for disabled people. Various locations across the UK.
Email: response@scope.org.uk
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Disability Rights UK
Leonard Cheshire Disability
Campaigns for disability equality and human rights and promotes independent living for disabled people.
A charity working for better opportunities for disabled people worldwide in education, work and everyday life.
12 City Forum 250 City Road London EC1V 8AF Tel: 0207 250 3222
Head Office 66 South Lambeth Road London SW8 1RL Tel: 0203 242 0200
393 City Road London EC1V 1NG Tel: 0207 704 7450 Helpline: 0207 833 2299
www.disabilityrightsuk.org
www.lcdisability.org
www.autism.org.uk/prospects
EmployAbility
Mencap
Rathbone Training
A not-for-profit organisation to help University students and graduates with all disabilities into employment.
Supports people with learning disabilities, their families and carers.
Educates, trains and rehabilitates young people who have been unable to find employment.
PO Box 64655 London NW3 9NF Tel: 07852 764 684
123 Golden Lane London EC1Y 0RT Tel: 0207 454 0454 Helpline: 0808 808 1111
www.employ-ability.org.uk
www.mencap.org.uk
Enham
Mind
A charity dedicated to transforming the lives of people with learning and physical disabilities.
A charity which helps those with mental health issues in England and Wales and campaigns for a better understanding of mental health.
Enham Place Enham Alamein Andover Hampshire SP11 6JS Tel: 01264 345 800 www.enham.org.uk
Family Action Provider of services to disadvantaged and socially-isolated families dealing with issues including mental health problems and learning disabilities. 501 - 505 Kingsland Road London E8 4AU Tel: 0207 254 6251 www.family-action.org.uk
15 - 19 Broadway Stratford London E15 4BQ Tel: 0208 519 2122 www.mind.org.uk
Momentum A provider of rehabilitation and training services, empowering disabled and excluded people to gain the skills that they need to live independently and to gain access to employment. Pavilion 7, Watermark Park 325 Govan Road Glasgow G51 2SE Tel: 0141 419 5299 www.momentumuk.org.uk
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Prospects Employment Support/The National Autistic Society Support and training for people on the autistic spectrum who wish to work.
Fourth Floor Churchgate House 56 Oxford Street Manchester M1 6EU Tel: 0161 236 5358 www.rathboneuk.org
Rehab Group An independent international group of charities and commercial companies, providing health and social care, training and education, rehabilitation, employment and commercial services for disabled people in the UK, Ireland, the Netherlands and Poland. In the United Kingdom, these services are provided by TBG Learning, Momentum and The Chaseley Trust, and through the new partnership with Interserve, Rehab JobFit. www.rehabgroup.co.uk
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Rehab JobFit Rehab JobFit delivers the government’s Work Programme and Mandatory Work Activity Programme in South West England and Wales, supporting the longterm unemployed to find and secure sustainable employment. Lombard House 145 Great Charles Street Birmingham B3 3LP Tel: 0121 200 5900 www.rehabjobfit.com
Welfare to Work Services
Legal Information and Advice
Access to Work Scheme to help employers make changes in the workplace for disabled people to allow them to work. Jobcentre Plus Access to Work Operational Support Unit Nine Elms Lane London SW95 9BH www.direct.gov.uk
Advocacy Resource Exchange Provides information about advocacy and helps people who may want to find an advocate for themselves or for a family member. Portman House 53 Millbrook Road East Southampton SO15 1HN Tel: 02380 234 904/07954 259 230 www.advocacyresource.org.uk
Royal National Institute of Blind People Supports blind and partially-sighted people. 105 Judd Street London WC1H 9NE Tel: 0303 123 9999 www.rnib.org.uk
Shaw Trust A national charity which helps disabled and disadvantaged people prepare for work, find jobs and live more independently. Head Office Shaw House Epsom Square Whitehorse Business Park Trowbridge BA14 0KJ Tel: 01225 716 300 www.shaw-trust.org.uk
TBG Learning A provider of youth and adult learning, specifically targeting socially disadvantaged groups.
Getting a Life A project for young people with severe learning disabilities to achieve paid employment and full lives when they leave education. www.gettingalife.org.uk
Project Search Helps disabled people secure and keep paid permanent jobs. Particularly suited to people with moderate and severe learning disabilities or autism. www.dwp.gov.uk
Work Choice Helps people with disabilities whose needs cannot be met through other work programmes to achieve their full potential and move towards independence.
Disability Law Service Offers advice about work and the law, getting help from social services and benefits. 39 - 45 Cavell Street Whitechapel London E1 2BP Tel: 0207 791 9800 www.dls.org.uk
Equality Advisory Support Service
(Formerly known as the Equality and Human Rights Commission) Gives free advice, information and guidance on equality, discrimination and human rights issues.
www.direct.gov.uk
FREEPOST Equality Advisory Support Service FPN 4431 Tel: 0808 800 0082 Text phone: 0808 800 0084
Work Programme
www.equalityadvisoryservice.com
Provides tailored support for claimants who need more help to undertake active and effective job-seeking. www.dwp.gov.uk
Lombard House 145 Great Charles Street Birmingham B3 3LP Tel: 0121 200 1140 www.tbglearning.com
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“Outstanding learning for successful lives” Worcester College of Technology celebrates diversity and has extensive experience in enabling disabled people to achieve their potential. We are committed to Equality and show fairness and respect to all. If you are visit our website: www.wortech.ac.uk
Today’s outlook: refreshingly diverse
This isn’t just a meeting of the finest legal minds, it’s a collaboration of attitudes, orientations and mutual respect. Find out more at www.multiplyingyourpotential.co.uk Baker & McKenzie International is a Swiss Verein with member law firms around the world. In accordance with the common terminology used in professional service organizations, reference to a “partner” means a person who is a partner, or equivalent, in such a law firm. Similarly, reference to an “office” means an office of any such law firm.
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KELLETT & PARTNERS Wishing Rehab every success Maple Court, Wormbridge House Wormbridge, Hereford HR2 9DH Tel: 01981 570611 Fax: 01981 570599
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FIRE BARRIERS FIREFLY Fire Barriers offer simplistic solutions to all your Compartmentation requirements vertical or horizontal ! PHOENIX VULCAN PLUS30 PLUS60 TITAN
113mins integrity Fire & Smoke Barrier 60mins integrity 20mins insulation 30mins integrity 30mins insulation 120mins integrity 38mins insulation 120mins integrity 60mins insulation
Offering Third Party Certification for all the products in the range, provides the Client, Specifier and Installer peace of mind
...over 40 attractions and 27 miles of coastline... www.hastings.gov.uk
Paralympian and former student Sco Moorhouse
For further information or Technical advice please contact FIREFLY on: Tel: 01706 758817 Fax: 01706 750256 Email: info@tbafirefly.co.uk
www.henleycol.ac.uk
London Councils is committed to equality
Want to work in a dynamic, fair and flexible environment and play a part in making a real difference to people’s lives?
all jobs advertised at londoncouncils.gov.uk
www.newham.ac.uk
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As Britain’s National Mapping Agency, we create, maintain and distribute the most accurate and up-to-date geographic information of Great Britain. Great things happen when we work together, so we rely on a diverse team collaborating in a range of roles. Who knows, you could be our ideal candidate when we’re next recruiting! To find out more about our Equality and diversity pages and to see our current vacancies, please go to our website, www.ordnancesurvey.co.uk/oswebsite/ careers, or phone 08456 05 05 05.
North Dorset District Council is committed to promoting Equality, challenging discrimination and encouraging social inclusion. We welcome applications from all sections of the community, operate a guaranteed interview scheme for disabled persons who criteria, and pr working arrangements. For more information on current vacancies please visit www.dorsetforyou.com or for details on the services we provide to our diverse community please visit www.north-dorset.gov.uk
“Supporting disability in the workplace” pembrokeshire.ac.uk
Invest in Renfrewshire provides local young people with services to help get them off to a great start in their working life, including graduate internships, work experience and access to jobs and training. Go to investinrenfrewshire.com or call 0300 3000 144
The mission of Rooftop Housing Group is to improve the quality of life of people and the communities in which they live. This mission is to be achieved by providing excellent services, improving existing homes, providing new homes and working with a communities.
www.rooftopgroup.org Rehab2012.indd 1
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Building sustainable neighbourhoods by contributing to local regeneration, social enterprises and voluntary organisations with social aims.
Job opportunities
www.glos.ac.uk
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Index of Advertisers Admiral Group PLC
p20
Colchester Institute
p24
Alton Towers
p20
Crelling Harnesses for Disabled Ltd
p59
Cross Keys Homes
p24
Anglesey Scanner Security
p70
Anglia Ruskin University
p20
Arcadia Housing Group
p56
Association of British
Genesis
p31
Gloucester City Homes
p31
Gloucestershire County Council
p31
Greater Manchester Fire & Rescue Service
Crown Prosecution Service
p6
p2
David Kellett & Partners Ltd
p70
Griffiths & Armour
p71
Dispensing Opticians
p70
Derwentside Homes Ltd
p24
Habinteg Housing Association
p10
Baker & McKenzie
p70
Dudley Metropolitan Council
p28
Hampshire Constabulary
p34
Barking and Dagenham College
p20
Dumfries & Galloway College
p70
Hastings Borough Council
p71
BASF UK Ltd
p70
Ealing, Hammersmith & London College
Hendre Ltd
p34
p28
Henley College
p71
East Devon District Council
p59
Hexagon Housing Association
p60
East Riding College
p28
Highbury College
p71
Eastbourne Borough Council
p71
Eastleigh Borough Council
p28
Easton & Otley College
p71 p31
Big Lottery Fund
p4
Bird College of Performing Arts Ltd
p21
Bishop Grosseteste University
p70
British Council
p56
Bromsgrove District Council
Hightown Praetorian & Churches p71 Hopwood Hall College
p34
Houlihan & Co (Excavations) Ltd
p71
Houses of Parliament
p34
Hywel Dda Health Board
p60
Imperial College London
p37
Law Society of Scotland
p37
p60
& Redditch Borough Council
p59
England & Wales Cricket Board
Browne Jacobson
p21
Ernst & Young
p3
Brunel University
p59
Essex County Council
p6
Cadwyn Housing Association
p21
Farriery Training Agency
p59
Calico Homes
p59
Financial Ombudsman Service
p75
Catalyst Housing Ltd
p21
Firefly (TBA Textiles Ltd)
p71
Liverpool John Moores University
Chartwell Insurance
p4
First ScotRail Limited
p59
London & Quadrant Group
p10
General Estates
p59
London Ambulance Service
p11
City West Housing Trust
p24
73
2013 ANNUAL MAGAZINE
Right2Work
Index of Advertisers
74
London Councils
p71
Peterborough Regional College
p61
The Children’s Society
p49
London Taxi Company
p71
PKF
p19
The Regenda Group
p49
Longhurst Group
p60
Plantcraft Ltd
p72
Together Trust
p53
Medpage Ltd (Easylink UK)
p37
Portland College
p61
Mencap
p11
PricewaterhouseCoopers LLP
p45
System Europe Ltd
Motability
p37
Rail Manche Finance
p61
Two Rivers Housing
p53
Mott MacDonald
p60
Reaseheath College
p45
Unity Housing
p72
Moulton College
p60
Renfrewshire Council
p72
University College London
p53
Nacro
p38
Rochdale Boroughwide Housing
p61
University of Bradford
p53
National Audit Office
p38
Rooftop Housing
p72
National Union of Teachers
p14
University of Essex
p56
Rosti McKechnie Ltd
p45
Network Rail
p38
University of Gloucestershire
p72
Newham College
p71
Royal Holloway, University of London
p64
University of Manchester
p14
Newlon Housing Trust
p38
Royal Shakespeare Company
p72
University of Roehampton
p61
Norfolk Constabulary
p60
Rushcliffe Borough Council
p64
University of Wolverhampton
p56
North Dorset District Council
p72
Scottish Court Service
p45
University of Worcester
p72
North Glasgow College
p60
Shears Academy
p64
North Tyneside Council
p61
Sheffield College
p64
Northbrook College Sussex
p61
Shoreline Housing Partnership Ltd p64
Northumberland County Council
p72
Southway Housing Trust
p64
Norwich City Council
p61
Sovereign Housing Association Ltd
Nottingham City Homes
p42
Nottingham Trent University
p42
Nottinghill Housing Trust
p42
Ordnance Survey
p72
Turner Broadcasting Back Cover
Wales & West Housing Association
p64
Walsall Metropolitan Council
p19
Weaver Vale Housing Trust
p64
p48
West Berkshire Council
p70
St Helens College
p48
West Kent Housing Association
p19
Staffordshire University
p48
West Lothian Council
p70
Stirling Council
p48
Wiltshire Probation Trust
p56
Stourbridge College
p49
Worcester College
Orwell Housing Association Limited
p42
Symphony Housing Group
p49
of Technology
p70
Pembrokeshire College
p72
Tavern Snacks
p72
Zurich Financial Services Ltd
p56
Money Matters
We don’t give away the best parking spaces for nothing.
Look. As one of the most innovative broadcasters in the world, the last thing we want to do is insult our audience’s intelligence. So yes, we’ll admit it: we do discriminate – against the untalented and undedicated. However, if you can match our far-reaching ambitions for TV and entertainment, we’ll happily give you the An initative from chance to shine. And that’s true, whether you’re one of the students at Ability Media we’re giving bursaries to, or an industry icon.