Enable Employment & Education 2018

Forget can’t - think can!

www.enablemagazine.co.uk

2018

employment & education

Becoming

Disability confident Discover how the government scheme is promoting employers to be more inclusive to further your career

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Welcome

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Enable Employment and Education is here to get you prepared for your new career!

Due to the success of Enable Magazine, we’re bringing you our brand new supplement title Enable Employment and Education. In this issue we will be looking at the employers joining the Disability Confident Scheme and how to bridge the disability employment pay gap.

For those who want to earn as they learn there are many apprenticeships available. We’re also heading off to college and university to see what support is on offer.

All this and much more lies ahead! Make sure to let us know what you think of the issue, and what you would like to see more of by contacting me on editor@dcpublishing.co.uk

DON’T MISS…

Lorne Gillies, Assistant Editor

PUBLISHER Denise Connelly denise@dcpublishing.co.uk

Keep up to date with the latest from Enable at www.enable magazine.co.uk

ASSISTANT EDITOR Lorne Gillies lorne.gillies@dcpublishing.co.uk

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What’s 11

STAFF WRITER Emma Storr emma.storr@dcpublishing.co.uk Saskia Harper saskia.harper@dcpublishing.co.uk

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DESIGN AND PRODUCTION Lucy Baillie lucy.baillie@dcpublishing.co.uk PRODUCTION ASSISTANT Lisa McCabe lisa.mccabe@dcpublishing.co.uk SALES Danny McGonigle danny.mcgonigle@dcpublishing.co.uk

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23 DC Publishing Ltd, 198 Bath Street, Glasgow, G2 4HG Tel: 0844 249 9007

©DC Publishing Ltd 2018. All rights reserved. No part of this publication may be reproduced or used in any way without prior written permission from the publisher. The views expressed in this magazine are not necessarily those of DC Publishing Ltd. The publisher takes no responsibility for claims made by advertisers within the publication.

Every effort has been made to ensure that information is accurate; while dates and prices are correct at time of going to print, DC Publishing Ltd takes no responsibility for omissions and errors.

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spotlight

BRIDGING THE EMPLOYMENT PAY GAP Figures reveal the extent of the disability employment gap.

How can this be fixed?

SUPPORTING MENTAL HEALTH IN THE WORKPLACE Many employees still feel apprehensive revealing mental illness. What guidance is available?

support

YOUR RIGHTS ON THE TABLE Knowing what you are entitled to as a job seeker and employee is integral to your career progression.

REMOVING BARRIERS AT WORK Discover the technology and adaptations in place to help in the workplace.

life

GETTING PREPARED TO RETURN TO WORK Retraining or returning to work after acquiring a disability can be daunting. There is assistance available.

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TO HIRE A PERSONAL 30 HOW ASSISTANT Gain your independence at university or college with a personal assistant.

employment

DISABILITY 5 BECOMING CONFIDENT

Thousands of employers have signed up to the Disability Confident Scheme, but what does this mean for you?

INTO 16 CLOCKING YOUR NEW CAREER

From law to media, get your foot in the door with our guide on the top ten careers in the UK.

25 ACCESSIBLE APPRENTICESHIPS

Earning while you are learning is an appealing idea. An apprenticeship could be the path for you.

education

GET SET, STUDY 28 READY, There is a plethora of information and support groups on hand as you transition to college or university.

www.enablemagazine.co.uk

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EMPLOYMENT

BECOMING DISABILITY CONFIDENT Opening the doors to a more inclusive and diverse workforce, the Disability Confident Scheme is on hand to ensure employers and employees get the most out of their working life

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he first step to inclusivity is improved understanding. With greater knowledge there is increased support and guidance for both employer and employees. The Disability Confident Scheme is encouraging businesses to be more inclusive, in turn allowing the disabled community a greater chance of getting into paid employment.

REBRANDING

In 2016, the Disability Confident Scheme replaced the Two Ticks initiative to provide five key incentives to help more disabled people get into employment.

One of the main markers of the scheme is guaranteeing disabled jobseekers who meet the essential criteria of the advertised role is invited for an interview, regardless of their ability or condition.

Businesses and organisations can also further develop their knowledge and support for disabled employers by committing to the scheme. There are three levels to the scheme which clearly highlights the level of commitment, or ongoing work, a company has towards disability. The three levels include:

Disability Confident Committed, Disability Confident Employer and finally Disability Confident Leader.

The only media organisation that has achieved the Level 3 award of Disability Confident Leader, is Channel 4. Going beyond reporting, producing and creating content which highlights disability, Channel 4 is actively working to get the best talent into relevant roles.

INNOVATIVE

“Channel 4 has a particular remit to be innovative and as a creative powerhouse within the UK industry we simply cannot do that if everyone speaks the same and comes from the same background. We look for diversity within the people we employ,” explains Keith Underwood, Channel 4’s Chief Operating Officer.

“One in five of the working age population is disabled and for us to reach our remit, it makes absolutely no sense for us to not be as inclusive as possible to such a large group of people when we’re hiring.

You’re opening yourself up to 20 per cent of the population that you otherwise would not have done.”

Lisa Alder, who works as a senior traffic executive within the advertising team, is just one of many employees who has reaped the rewards of working at Channel 4. Now employed with the company for the second time, Lisa details that her needs were met all the way from the interview process to the present day.

She says: “My interview was really relaxed yet still formal, and we spoke about the role and any adjustments that I would need with regards to my disability. When my contract arrived, they had a disability box that you can tick.” The HR department then contacted Lisa to learn how she could be supported in her position.

ADJUSTMENTS

Being Disability Confident, employers are acknowledging the changing attitudes towards disability, increasing their understanding of disability, guaranteeing disabled employees have the same opportunities as non-disabled workers, and ensuring any barriers are removed.

Channel 4 is just one of thousands of employers signed up to the scheme and providing adjustments so that more

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EMPLOYMENT people can do their job to the best of their ability.

The passion and excitement is evident when speaking with Lisa who emphasises the support made available to her and her needs as a visually impaired worker.

From having two screens, magnifying equipment, and the Supernova software package (a screen magnifier and reader), Lisa’s adjustments are not only imperative to helping her succeed, but also discreet.

“Seeing Channel 4 was a Disability Confident Employer was a big driving force behind why I wanted to come and work here. I knew I would also be supported emotionally to be able to do my job properly,” enthuses Lisa. “I was impressed from the offset, during my interview I was asked if I needed any special requirements – every step of the way it was very encouraging.”

Only ten per cent of disabled people use wheelchairs, 100 people begin to lose their sight on a daily basis, and over ten million people have a hearing impairment – understanding how disability differs in the workplace and society is integral for inclusion. And this is what the Disability Confident Scheme is aiming to achieve.

4PURPLE

In a bid to improve knowledge of disability, Channel 4 runs 4Purple, their

disability network. “4Purple creates a forum for disabled and non-disabled people to come together and discuss issues which are relevant to people with a disability and can drive an increase in inclusiveness within our environment,” explains Keith who is also the executive sponsor of 4Purple.

“We want everyone to understand what challenges people face when they come to work with a disability and how the entire business can help in overcoming those disabilities.”

Delicately raising issues that can be challenged to make the company more inclusive, Keith encourages more businesses to understand that making a working environment accessible is not costly. “It’s all about looking at how people work and trying to create a barrier free way and inclusive environment. This means you will be able to attract, recruit and retain the very best talent.”

As an employee, Lisa agrees that the Disability Confident Scheme is important across the board to ensure everyone gets the best out of their working life. “It is good for both employer and employee, because the employers will know how to handle people with different types of disability and it takes the barriers down. It shows that the employee is supported, listened to, and they have a voice – that is really important.”

It shows that the employee is supported, listened to, and they have a voice

DISABILITY CONFIDENT EMPLOYERS Disability Confident Employers have the opportunity to widen their staff talents and skillset by over half, and already 8,000 companies have signed up to the scheme.

Leading organisations including Royal Mail, BT and supermarket giant Marks & Spencer and many more companies are committed to hiring more disabled workers.

To find out if an employer is disability confident, or to learn how your business can become more inclusive, visit disabilityconfident. campaign.gov.uk

Keith Underwood from Channel 4

MORE CHANNEL 4 Learn more about opportunities at jobs.channel4.com

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We believe organisations with both diverse workforces and inclusive cultures serve their people and society better.

As a government department, we’re responsible for delivering areas that are fundamental to the economic success of the UK. We’re committed to making our workplaces accessible.

Everything from modifying or providing the right equipment to home working and tailored training.

Our Capability Action Network (CAN) champions colleagues with disabilities and long term health conditions and provides confidential advice to join up departmental support and specialist groups.

Find out more about opportunities at BEIS.

Visit: www.vercida.com/uk/employers/departmentfor-business-energy-industrial-strategy

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GETTING PREPARED TO

RETURN TO WORK

After acquiring a disability, it can be daunting thinking about going back to work. Returning to the same job, or retraining to do something different, there is support available as you get back into the workplace

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overnment figures have revealed that the employment rate of people with a disability is currently more than 30 per cent lower than the non-disabled employment rate. Despite this, employers are beginning to take the necessary steps to make the workplace more inclusive, the staff body more diverse, and are actively seeking out the support available to them as a business.

Charles Greene has a background in physical labour and spent time working as a builder and gardener before he developed a degenerative back condition.

The condition made sitting or standing for long periods of time very difficult, meaning he had to give up his position as a gardener, and seek opportunities more suitable for his needs.

“The condition has impacted my walking, my confidence, my moods and even my sleeping patterns due to persistent pain,” explains Charles. “Sitting for too long makes my back worse and then walking becomes difficult. After a while I couldn’t walk home from the bus unaided after a shift. I had to resign from my job at a call centre and had physiotherapy to improve my condition.”

SUPPORT

After acquiring a disability, it’s normal to feel a bit lost or confused about the future of your career. Returning to the job market can be demoralising and finding something that will be the right fit for you is often a process of elimination.

“When I was applying for new jobs, I’d be invited to an interview, but when I was upfront in declaring my needs I feel that I probably lost any chance at those jobs,” says Charles.

Though the road to retraining in a new career and returning to the workforce isn’t always simple, there are organisations and initiatives around the country, who

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are striving to close the employment gap between disabled and non-disabled people.

Charles sought the help of Remploy, a UK charity working hard to find sustainable employment for people with disabilities. Using their online service, he learned how to prepare for interviews more effectively and tailor his CV to the jobs he was applying for. Alongside this, Charles worked with the employment support service Fair Start Scotland, who helped him find his current job. There are similar initiatives in place UK wide.

REASONABLE ADJUSTMENTS

Under the Equality Act 2010, employers must make reasonable adjustments to the workplace to enable disabled employees to do their job to the best of their ability.

This could include physical changes such as installing a ramp for a wheelchair user or a visual fire alarm for a deaf colleague.

“I realised that I needed a job where I could alternate sitting and standing,” says Charles. “My current employer was made aware of my situation before I started working for them and they offered me help immediately. They have been great and responded to my needs on day one of me working there, which has made a huge difference. I was provided with effective back support immediately and was told to tell them if I needed anything else.”

Charles isn’t the only employee who’s had success with retraining and returning to work. A wide range of national companies from different sectors including Tesco, Boots, Pizza Hut, and Barclays Bank are signed up to the Disability Confident Scheme, formerly known as Two Ticks.

This means that companies interview all disabled applicants meeting the minimum criteria; hold open discussions with disabled employees at least once

My current employer was made aware of my situation before I started working for them and they offered me help immediately

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LIFE

a year to see how they can improve; make every effort to retain an employee when they become disabled and work around their new needs, and ensure all employees are equipped with disability awareness knowledge to guarantee everyone goes to work feeling appreciated and understood.

GOVERNMENT FUNDING

The government has also pledged to get one million more disabled people into employment by 2027; an increase of 18 per cent on the current level. One of the ways they plan to do this is by offering financial help to all UK employers, allowing them to make the reasonable adjustments necessary to make their workplace inclusive for everyone.

Access to Work, a government scheme, allows companies to apply for funding to make changes, ensuring that disabled employees aren’t at a disadvantage, and

are able to do their jobs as best they can.

Benefits of hiring people with disabilities are clear: companies will be better equipped to respond to the needs of disabled customers and clients, therefore widening their own business opportunities. Leading disability charity Scope estimates that a ten-percentage point increase in the employment rate of disabled adults would contribute an additional £12 billion to the exchequer, which would benefit everyone across the board.

Disabled workers are valuable, and make vital contributions to the workplace, economy and the country as a whole.

Though important steps are constantly being taken by companies around the country to make their place of work more inclusive and accessible, there is still a long way to go.

One of the best ways to ensure the change is continuous is to feel confident

being open and honest about your needs, and holding your employer accountable to make sure they are providing what you require. The majority of employers will be happy to make any improvements necessary for you to do your job successfully. When the average workplace adjustment can cost as little as £75, there is no reason all workplaces can’t be accessible.

“If you need additional help at work, tell someone and tell them early enough,” advises Charles. “All the support in the world is useless if you do not utilise it.” i

FIND OUT MORE

Remploy www.remploy.co.uk Fair Start Scotland www.employabilityinscotland.com

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Place your creative SEND students with us

Your Scottish Ambulance Service The Scottish Ambulance Service is at the frontline of the NHS, serving the population of Scotland across the mainland and island communities.

We employ over 4,700 staff, including Call Takers, Dispatchers, Ambulance Care Assistants, Technicians, Paramedics, Nurses, Doctors and Mechanics who are supported by a range of staff in HR, Procurement and other support roles. We also work closely with 1,500 volunteers.

Get involved! We need a skilled, robust, diverse workforce to help us deliver our vision for patient care in Scotland.

For more details on what we do, how we do it and how you can join us, go to www.scottishambulance.com/WorkingForUs To view and apply for our current vacancies and to register for vacancy alerts, find us at www.myjobscotland.gov.uk

NHS Greater Glasgow and Clyde is the largest health board and provider of healthcare in Scotland and one of the largest within the UK. Alongside career opportunities in the nursing and medical professions, we offer roles within administration, facilities, estates, allied health professions, IT and healthcare sciences.

These positions are located in hospitals, health centre clinics, pharmacies, as well as dental, GP and optical practices throughout Glasgow and Clyde.

Hundreds of outstanding opportunities within our Board are advertised each month. As a Disability Confident Employer we operate a Guaranteed Interview Scheme for disabled applicants who meet the minimum selection criteria. Over the past few years, we have successfully recruited over 100 Modern Apprentices, enabling us to continue to deliver high quality healthcare.

Information about working with us can be found at: www.nhsggc.org.uk

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• We work with many local authorities to provide creative SEND students with the vocational qualifications they need to progress on to University and creative careers.

• We also offer most popular academic GCSE and A Level courses • We can be added to EHC plans Students can start anytime Call FREE 0800 612 0439

Realise your potential… join an industry that provides a vital resource to the community

Anglian Water isn’t just pipes and pumping stations, we have a diverse workforce – from working in our customer dedicated call centres, outside at our Water Parks, designing and engineering our water and sewerage networks, leading innovation and driving the business forward.

From Grimbsy in the North to Basildon in the South, we are an award winning company. We have great opportunities for career development.

We are focussed on the health and well-being of our employees, and offer excellent benefits. Take a look at our exciting opportunities.

www.anglianwatercareers.co.uk

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SPOTLIGHT

Bridging the

Employment pay gap

ALL FACTS AND FIGURES WERE ACCURATE AT TIME OF PRINT.

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The overall disability pay gap, which is the difference between the average hourly pay of disabled and non-disabled people, is 13.6 per cent. We look at why the disability pay gap exists and what has to be done to achieve equality in the workplace

n recent years the gender pay gap has dominated the headlines, gaining a deserved level of attention and forcing the issue to be addressed after decades of discrimination. Now, the spotlight is on other imbalances in pay and employment.

Two recent reports by the Equality and Human Rights Commission (EHRC) highlighted the extremes of both the disability and ethnicity pay gap. One report found just three per cent of organisations measure their ethnicity or disability pay gaps.

Executive director at the EHRC, Alastair Pringle, believes the momentum around the gender pay gap, and more employment inequality, shouldn’t stop.

“While we have made good progress in starting to tackle the gender pay gap, we must not lose sight of other inequalities in the workplace,” encourages Alastair.

INEQUALITY

Pay gaps in any capacity should not exist, but a focus on the disability pay gap is continually lacking and more urgently

needs to be done for disabled workers.

Prime Minister Theresa May has launched a consultation on whether mandatory reporting will help address the ethnicity pay gap. The difference between the average hourly pay of ethnic minorities and White British people is currently at 5.7 per cent, less than half of the disability pay gap.

The EHRC is calling for businesses to publish the data pertaining to disability alongside a narrative and action plan on how they will address any issues. Why the 13.6 per cent gap in average hourly pay exists is no mystery, but barriers can be complex with each individual facing a unique set of circumstances.

Due to the unique nature of this data there is no single solution. “This may mean changing the way in which employment is structured, removing physical barriers, changing policies and procedures and/ or providing extra support for a disabled worker,” says Alastair.

Making all employees aware of company policies on disability will increase accessibility, equality and improve staff

retention for organisations.

MOVING FORWARD

Monitoring the effectiveness of the organisation’s actions to close the disability pay gap is only possible if they have adequate knowledge of employees’ disabilities. Disclosing a disability to your employer is a choice, not a legal requirement. You may choose not to disclose an existing or new disability to your employer for fear of prejudice or discrimination.

A trusting relationship between employee and employer is often necessary for full transparency in the workplace.

“Employees should feel confident that their employer will use any information they share on their disability to support them within the workplace,” says Alastair.

Transparency and trust between organisations and their workers is essential to recognising inequalities, but if monitoring became mandatory the question remains: will the necessary steps to close the disability pay gap be taken, and when?

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When everyone is welcome, anything is possible At Barclays, we are always seeking to find new and innovative ways to remove barriers in how our customers with disabilities access our services, but we also want to help other businesses be more confident in how they meet the needs of their customers too. That’s why we’ve launched a new portal, based on our own experiences, which we hope will provide helpful tips and practical steps for UK businesses on how to become more inclusive.

Living in a diverse society, the business that caters for the needs of as many customers as possible will be the one most likely to not only survive but flourish.

To find out more visit barclayscorporate.com/accessibility

Barclays Bank PLC. Authorised by the Prudential Regulation Authority and regulated by the Financial Conduct Authority and the Prudential Regulation Authority (Financial Services Register No. 122702). Registered in England.

Registered No. 1026167. Registered Office: 1 Churchill Place, London E14 5HP. Created 04/15. MCT345.

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22/04/2016 12:38 16:14 26/10/2018

SPOTLIGHT

Supporting mental health in the workplace

Work is an integral part of our daily lives, and the location we spend most of our time.

People with a mental health condition can find the workplace challenging. A new website is now calling on employers to support mental health in the workplace

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ampaigns working to remove the stigma and taboo shrouding mental health have been imperative for improved understanding in recent years. However, many people still don’t feel they can be open and honest about their conditions with their bosses.

Figures show that 45 per cent of British workers would be more inclined to explain an absence by making up

an excuse such as stomach ache or headache, rather than be honest about a mental health condition.

The Mental Health Foundation (MHF) found that 38 per cent of employees wouldn’t speak openly about a mental health condition for fear it would negatively impact their job prospects and security. A further 17 per cent said they were worried that they would face judgement from co-workers.

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SPOTLIGHT Research figures continued to show that 59 per cent of managers believed they could make improvements to current systems and attitudes to take employees’ mental health more seriously.

SUPPORT

In September of this year, Prince William launched Mental Health at Work, a free portal for employers and employees to find resources encouraging everyone in the workplace to open up about mental health. The initiative was launched in partnership with the Royal Foundation, Heads Together, and prominent UK mental health charities and partner organisations.

Emma Mamo is the head of workplace wellbeing at Mind, one of the charities heavily involved in the creation of the website, she explains: “We know that many people with mental health problems don’t get the support they need at work, and that’s often not because employers don’t want to prioritise mental health and wellbeing at work, but simply because they don’t know where to begin.

The gateway brings all of the advice, guidance and resources together in one place, and allows employers and managers to filter the information based on the size and type of organisation.”

It is hoped that the launch of the Mental Health in the Workplace website will provide employers with the support

they need in order to ensure staff receive the best care, in turn reducing the number of employees taking time off to manage their mental health.

SELF-CARE

Looking after ourselves in the workplace is vital, and being conscious we are not taking on too much is important to minimise stress levels. “Taking breaks, not routinely working over your contracted hours and writing a list at the end of each day to reflect on what we’ve achieved as well as what still needs doing, can all make a difference,” advises Emma.

Clare Ockwell is the CEO of CAPITAL Project Trust, a charity run by and for people with mental health issues, helping them on the road to recovery, and provides training to the wider community to raise awareness and reduce stigma surrounding mental illness.

“People with mental health conditions are assets to the workforce and make the workplace more diverse,” says Clare. “At least one in four people will experience some sort of mental health problem each year, so employers shouldn’t be afraid to be more open and talk to their employees about it. Making the workplace mental health-friendly benefits everyone, not just those who are living with a condition – it makes the workplace a more open, honest and comfortable environment to work in.”

The Equality Act 2010 now recognises mental illness as a disability meaning employers have a legal obligation to make reasonable adjustments to enable employees to do their jobs as well as they can. Adjustments can be as simple as a few extra breaks throughout the day to recharge, flexible working hours or working from home a few days a week.

OPENING UP

It’s no myth that the more people open up about their experiences with mental health, it becomes normal and stigma decreases. The benefits of an open environment for employers are clear too: each year 70 million working days are lost to mental ill health, costing the UK £70–100 billion annually. Not only would developing workplace mental health services improve the working environment and the lives of employees, it would actually save companies money, too.

“Being open and honest about your mental health and how it affects your ability to work is one of the best ways to approach your employer,” advises Clare.

“Find someone within the company you can talk to, whether that’s your manager, someone in HR or a colleague who will advocate on your behalf.”

“Above all, we want the onus to be on employers when it comes to supporting and empowering their staff to thrive and excel in work – whether they have a mental health problem or not,” adds Emma. “This means creating a culture where staff feel able to speak openly about stress and poor mental health and know that if they do, they’ll be met with support and understanding, rather than stigma and discrimination.”

Feeling happy and fulfilled at work is something everyone is entitled to, but this does not always happen. However, as more employers step up and make a difference to mental health services in the workplace, employees will be supported to stay in work and their mental health will be supported.

FOR MORE INFORMATION Mental Health at Work www.mentalhealthatwork.org.uk Mind www.mind.org.uk CAPITAL Project Trust www.capitalproject.org Mental Health Foundation www.mentalhealth.org.uk

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Helping people with a learning disability get ahead Most people with a learning disability can and want to work. But just 6% of those able to work are in paid employment*.

The IPO is an inclusive employer. We are building a great place to work where everyone is confident being themselves.

Visit Civil Service Jobs and search for the Intellectual Property Office.

We’ve developed our award-winning supported internship study programme into a national model.

Interns and Outcomes offers young people aged 16-24, with an Education, Health and Care (EHC) plan, the opportunity to get practical work-based learning experience as part of a full-time study programme, creating a smooth transition from education to paid employment.

If you would like to join our internship programme, or you’re an employer, college, local authority or training provider interested in helping us deliver Interns and Outcomes, visit our website or get in touch. www.mencap.org.uk/employment helpline@mencap.org.uk 0808 808 1111

Intellectual Property Office is an operating name of the Patent Office

*Department of Health (November 2010) The Adult Social Care Outcomes Framework 2015/16 Registered Charity Number 222377 (England and Wales); SC041079 (Scotland) 2018.023

Employment Opportunities Over 100 careers paths – one employer Know what you want to pursue as a career, or looking for ideas? Interested in employment or placement opportunities?

We recognise the value that everyone brings to our organisation. Through our ‘Job Interview Guarantee’ we will consider you on your abilities and guarantee an interview where you meet the essential criteria for the post. We have a wide range of jobs at entry and qualified level and offer great opportunities for career development – and much more.

All our vacancies are advertised on: www.jobs.scot.nhs.uk More information on the initiatives NHS Lothian are involved in and details of our modern apprenticeships can be found at: www.careers.nhslothian.scot.nhs.uk Come and see what we can offer for your career in healthcare.

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26/10/2018 09:59

Clocking into your

NEW CAREER The world of work is an exciting and enthralling environment bursting with new ventures and opportunities. Regardless of your interests, there is a position waiting for your specific and dedicated skillset. We discover how to get your foot in the door with the ten leading careers in the UK

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mployment is continually changing and adapting to feature new, exciting and lucrative careers.

According to innovation foundation Nesta’s most recent report, The future of skills: employment in 2030, employment as we know it today is set to progress.

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We’ve gone beyond the bank balance in UK employment to bring you career paths with a twist. No matter if you’re preparing to pack your bags for university or already in employment, as the top ten careers in the UK advance, there are pathways on how you too can get into your dream job.

www.enablemagazine.co.uk

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EMPLOYMENT

TEACHER

CREATIVE

Becoming a teacher is a great way to help mould the minds of the future in a lucrative and adaptable career. No matter your passion, working as a teacher will allow you to become a master in your chosen field to then go and teach children, young adults, or even mature learners. Teachers with a disability provide a significant contribution to education and within schools. Not only will you be able to share knowledge and advice, you will also be encouraging awareness of disability to your class.

To find out more about teaching with a disability visit, getintoteaching.education.gov.uk

Covering a wide sector of careers from graphic designer, writers to working in the media, the role of creatives in society has developed significantly in recent years. As the importance of creatives in society increases, so do the opportunities available to get your foot in to the creative hub.

Media agencies are spearheading the change to disability inclusivity in the workforce with organisations such as Channel 4 and the British Broadcasting Corporation (BBC) actively hiring and creating initiatives for disabled employees.

Extend in News is the BBC’s disability development scheme working to hire people with physical, hidden, learning disabilities or mental health conditions. Over 12 months participants will receive bespoke training and guidance from BBC managers alongside mentoring from a member of the BBC News team.

Applications for Extend in News will reopen in autumn 2019.

ARTISAN Working as an artisan means you can create products that consumers will go wild for, this includes making bread all the way to opening a barber shop in the heart of a bustling high street. There are a plethora of courses available for people looking to branch out into selling their products independently.

So much so, as an entrepreneur you could be put forward for the Stelios Award for Disabled Entrepreneurs in the UK. The award celebrates the diverse skills and abilities of disabled workers in the world of business. It doesn’t have to be nine to five all the time, you could be your own boss and manage your working hours and success.

HEALTHCARE PROFESSIONALS Similarly, working in healthcare is not limited by disability, but it can be challenging. Medical professionals with a disability can be more empathetic and be able to provide genuine, lived experience to their patients. To practice as a newly qualified doctor, you will need to fulfil the General Medical Council’s (GMC) demands for professional fitness before being able to help others. A career that is continually changing and has helping others at its very core, working in healthcare has limitless potential. You can find out more by visiting, www.healthcareers.nhs.uk

VETS If you love animals then becoming a veterinary nurse could be the career path for you. There are several universities across the UK who provide veterinary education and placements to help develop vital skills to work as a vet.

Although a demanding course and career both physically, emotionally and mentally, with determination, support and guidance you could soon be working in a practice to provide care for vulnerable and sick animals.

SPORTS THERAPIST For sport enthusiasts there is a career path on offer to help others either get into sport or learn more about their bodies. From nutritionists to personal trainers, you could be on hand to help inspire, educate and encourage.

Figures show that people with a learning disability have an increased chance of being overweight due to misguiding and misinformation on nutritious meals or healthy cooking. As a nutritionist or occupational therapist, you could help curb the current obesity crisis the UK is facing.

HOSPITALITY There’s no denying we all love a fancy cuppa joe or treating ourselves – the world of hospitality is lucrative as it is booming.

Working behind the scenes in a kitchen or being customer facing, there are a lot of opportunities available in hospitality. One such exciting venture, delivering a restaurant experience unlike any other, is Dans Le Noir, an award winning dining venture in London where the staff are visually impaired allowing customers to appreciate their senses in a new way.

TRADE From plumbing to mechanics, just because technology is advancing that doesn’t mean tradespeople are out of a job – someone has to fix the technology when it breaks. Working as a tradesperson can be labour intensive so may not be suitable for all your specific needs, in this instance learning how your employer can best support you in your career is imperative to success.

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EMPLOYMENT

Be the change

WITH LEONARD CHESHIRE Leonard Cheshire (www.leonardcheshire.org) first launched their Change 100 programme in 2014 to unite the UK’s top employers and talented disabled students in a bid to provide three months of paid work experience. Partnering with over 130 employers in a variety of career paths, Change 100 not only helps young people get their foot in the door – it develops confidence at work

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ENGINEERING

LEGAL

With more demand on electricity and technology, the need for engineers is continually increasing.

From civil engineers who design roads, environmental engineers working to find a substitute for oil all the way to electrical engineers – without this taskforce life as we know it today would not be the same.

Katie Draper works for an engineering firm and knows the passion and power that comes from the industry. Although not an engineer herself, she works to showcase how amazing engineering can be as a career, an exciting role that is also accessible thanks to Change 100.

After being forced to take time off due to a negative experience with her former employer regarding her disability, taking the step with Change 100 took Katie’s path in a new direction.

“I reapplied to my Master’s to relaunch my life, and that’s when I applied to Change 100.” explains Katie. “The limited length of the placement gave me the confidence to apply, because I could find out if the place was supportive and suitable without getting ‘stuck’.

I know that even if it didn’t work out very well I can learn a lot in 100 days, regardless.”

“Every role is a fresh start and Change 100 is a fantastic way to do it. You’ll be placed with a company that genuinely cares. There is extra training for the employers so they can support you and they’re happy and comfortable to do so.”

Rebecca Cockeram has also reaped the rewards being involved with Change 100. Working in financial crime, Rebecca’s firm have supported her hidden disability. “I have a longer handover period to help me understand a project and I shadow the colleague who I will be taking over from. There are not many changes that I’ve needed, but I’m sure if I asked it wouldn’t be a problem,” she explains.

Having obtained a university degree, Rebecca encourages that if you have a passion for the legal sector learning more about different subsections of law will hold you in good stead for employment in the legal sector, over focusing on a specialised degree of law.

“My boss during my Change 100 internship didn’t have a degree, she started from the bottom and went to work for a bank to get into financial crime before opening her own company,” enthuses Rebecca. “Everything happens for a reason – keep your options open. If it’s not for you then there are more backup options than people make out.”

That’s where opportunities such as Change 100 can take your career to new heights.

Every role is a fresh start and Change 100 is a fantastic way to do it

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YOUR RIGHTS ON THE TABLE Understanding the rights and legislations supporting you in employment can seem like a lot of information to learn. We bring you the need to know details on how you are protected in the workplace and what you are entitled to

EQUALITY ACT 2010 Established in 2010, the Equality Act is one of the most crucial Acts working to provide inclusion and equality across the board. As a disabled employee or job seeker it is important to know what you are entitled to and how to get support if you do feel discriminated against. In the 1990s laws against discrimination became more detailed and structured to ensure subgroups in society were not left behind, this includes the disabled community.

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Covering areas including application forms, interview arrangements, job offers, all the way to promotions, transfers and training opportunities, the Act ensures you will not be discriminated or held back because of your disability. Under the Act, you are disabled: “If you have a physical or mental impairment that has a ‘substantial’ and ‘long-term’ negative effect on your ability to do normal daily activities.”

Regardless of ability, if you have the relevant skills and motivation to do a job to the best of your ability, legally employers are not allowed to overlook you because of your disability. The attitudes towards disability are changing, even more so since the introduction of the Disability Confident Scheme, which ensures employers will guarantee an interview for any candidate who meets all of the essential criteria on a job application.

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SUPPORT

DISCLOSURE During the application process or preparing for an interview, there will come a time during your job search where disclosure comes into play. Do you want to disclose your disability? Are you legally required to do so? You are allowed to keep information on your disability private and any information you do disclose has to be protected under the Data Protection Act 2018.

The Data Protection Act controls how your personal information is used by organisations, businesses and the government. There has been a lot of information on data breaches and GDPR in recent years, this is to ensure everyone can live their life safely and as privately as they so please – and your personal information is not disclosed to third parties. When filling out application forms it is imperative that you check the details to ensure any information is not passed on without your consent.

When disclosing a disability, as an employee, you can then liaise closely with the Human Resources (HR) department in your place of work to ensure that only the relevant people are made aware of your disability. This is necessary in order to be provided with the relevant adjustments, if any, necessary to help you carry out your role to the best of your ability and not to be put into a position where you are not at a disadvantage compared with non-disabled workers.

REASONABLE ADJUSTMENTS

JOB SEEKER

Make sure to look out for the disability confident symbol when looking for employment.

Read more about this on page 5.

ACCESS TO WORK When in employment, if your condition or disability makes it hard for you to do your job to the best of your ability, there are several things you can do. Firstly, you can ask about changes in the workplace (known as reasonable adjustments) or you can apply for Access to Work. This grant is in place for employees who are not able to have their needs covered by reasonable adjustments – you should always ask for adjustments prior to applying for Access to Work.

To be eligible, you need to either have a paid position or be returning to work. Depending on the benefits you receive, the Access to Work grant can pay for special equipment, adaptations or support worker services and also help getting you to and from work. Funding does not need to be paid back and will not affect any other benefits.

Access to Work funding will not pay for reasonable adjustments made by your employer, items required to do the job regardless of disability or support that you once had from your employer. The grant is on hand simply to ensure any additional needs and adaptations are made to ensure you can complete your work to the best of your ability in a comfortable and safe manner.

All employers are duty bound to make any reasonable adjustments required to help disabled employees. Regardless of disability, be it physical, hidden or a mental health condition, all employees from trainees to business partners or contract workers, are supported in employment.

There is a lot of technology and available adaptations, which will not cost companies too much money to facilitate.

In fact, disability charity Mencap suggests adaptations can cost as little as £75. Adaptations are imperative to allow you to do your job as well as a non-disabled employee. Mencap adds: “An employer failing to make ‘reasonable adjustments’ for a disabled job applicant or employee is one of the most common types of disability discrimination.”

Legally, your employer cannot hold requiring an adaptation against you when being put forward for a promotion if you are the best person for the position with adjustments in place, it is not a reason for dismissal and must also be considered for all aspects of your job. Reasonable adjustments include: making adaptations to the premises, allocating your more minor duties to another i FOR MORE INFORMATION member of staff, transferring you to fill an Equality and Human Rights Commission existing vacancy, allowing flexible working, www.equalityhumanrights.com providing a reader or interpreter and more.

However, an employer only has to make the Disability Rights UK adjustments they feel are reasonable for them www.disabilityrightsuk.org to do so. For workers who require adaptations Citizens Advice that their employer cannot facilitate then an www.citizensadvice.org.uk Access to Work grant can help.

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As a leading recruitment outsourcing provider, Guidant Group can offer you direct and exclusive access to great jobs with some of the UK's top employers. From accountancy to admin, from warehousing to welding we have temporary, contract and permanent jobs available across almost every sector.

We are also a Disability Confident Level 3 Leader and have actively taken the lead within the recruitment industry when it comes to disability inclusion. Regardless of your disability, if you’re hardworking and driven there is always room for you here. We’re constantly on the look-out for talented people to join our team and to work on our clients’ programmes, meaning there is no shortage of opportunity!

To apply to work at #TeamGuidant please email workforus@guidantgroup.com or visit jobs.guidantgroup.com to view our latest client vacancies.

“I was overwhelmed by how welcoming, understanding and friendly the team were.

It wasn’t long before I felt truly part of #TeamGuidant. As well as a speech and language disorder, having ADHD often comes with the stigma of ‘misbehaviour’ which is far from reality. Guidant overlooked the stigma and empathised, focusing on what I can do, rather than what I can’t. It is for this reason that I now feel more comfortable about disclosing my disability in future roles.”

Zoe Stabeler – Work Experience Student

Find your perfect place www.guidantgroup.com

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SUPPORT

REMOVING BARRIERS AT WORK T

Assistive technology has the power of breaking down barriers at work, helping to provide disabled workers or job seekers with the means to succeed in their career

he employment rate for working age people with a disability is just over 50 per cent, leaving 368,000 disabled people unemployed, and a further three million classed as economically inactive. Reasonable adjustments in the workplace aim to give disabled people the same access to everything required for their job as a non-disabled person. Under the Equality Act 2010, employers are required to make reasonable adjustments to remove barriers in the workplace.

Assistive technology encompasses everything from headsets to hearing loops.

SOFTWARE

If you spend the majority of your time working in an office, assistive computer software, often referred to as adaptive software, can make your desk a more accessible place. This type of assistive technology will be installed as a programme on your computer and can be used at the touch of a button.

Speech input devices supports people who do not have the use of their hands or find it difficult to type for long periods of time. The software is operated by speaking what you would like to type, then appearing as text on the computer screen. Along with

Companies like Tobii Dynavox (www. editing documents or sending emails, some tobiidynavox.com) create eye tracking speech input software allows you to control devices specifically for people with a a computer solely with your voice to open disability. These devices are very files, search the internet or schedule discrete, usually sitting on top or meetings. Some companies, like in front of a computer.

Nuance (www.nuance.com), Most hearing loops, also have smartphone apps If your employer sometimes called induction that can use speech input has not removed barriers loops, are installed around on the go. in the workplace contact a room or at a fixed Text-to-speech software the Equality Advisory position like a counter. and screen readers and Support Service on 0808 800 0082 or visit Portable hearing loops provide the opposite www.equalityadvisory allow flexibility in the service: they read text service.com workplace while remaining from the screen aloud for discrete and can be more the user. This software helps cost-effective than having a fixed people who are blind or partially loop system. Hearing Loop (www. sighted and can normally be used for hearingloop.co.uk) offer a range of portable anything on screen, not just documents. devices that can be used in the workplace.

Screen magnification software allows users Pairing devices and software, alongside to zoom in on any page using their mouse, other assistive technology, removes this can also make reading easier for people barriers in the workplace making accessible who are partially sighted. employment a reality.

DEVICES

Alongside software, assistive technology devices can make the workplace more accessible. Eye tracking devices allow users to scroll through documents, web pages, select icons and even type all by following the movements of the eyes.

i

FIND OUT MORE

To find out more about assistive technology in the workplace visit the British Assistive Technology Association website, www.bataonline.org.uk

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96%

! r e e r a c r u o y t r a t Kick-s t 500 We want to recrui prentices school leaver Ap months – over the next 12 career a great start to a in retail.

…would recommend the course to others!

950 …over 950 new Apprentices joined in the last two years

are More Apprentices … us successful with After completing…

A.S. Watson

94%

82

%

VS

…want to do another qualification

National Average

71%

OVER

ete …and they compl n tio ca ifi al their qu e… tim on

1YE3AR5S

…of in house experience!

A.S. Watson

81% National Average

59

%

VS

We deliver a wide range of qualifications, including: Retailer Apprenticeship: Retailer Diploma Level 2 Maths/English FS Level 1

Customer Service Apprenticeship: Customer Service Practitioner Level 2 Maths/English FS Level 1

Numbers quoted are for A. S. Watson Health and Beauty UK encompassing Superdrug Stores PLC and Savers Health and Beauty LTD

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Healthcare Apprenticeship: Customer Service Practitioner Level 2 Healthcare Assistant Level 2 Maths/English FS Level 1

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EMPLOYMENT

ACCESSIBLE APPRENTICESHIPS Apprenticeships allow you to earn while you learn and can be the first step to a lifelong career. We look at the benefits of apprenticeships for disabled people, where to look and how to apply

O

pening the doors to a career, without spending years studying before embarking on the world of work, apprenticeships hold the key to opportunities. Including on-the-job training and sometimes accompanying education, apprenticeships allow you to earn money while you learn the practical skills required for your chosen profession.

OPPORTUNITY

Every workplace should be inclusive, and apprenticeships are increasingly accessible for people with a disability. CEO of Business Disability Forum, Diane Lightfoot, believes they can be the perfect door for getting into work. “I think apprenticeships are a great opportunity for disabled people to get into the workplace,” says Diane. “All apprenticeships should be accessible and if not, it’s discriminative.”

Apprenticeships often don’t require any formal qualifications because they teach you the skills you require as you work.

“It is an open entry route,” adds Diane.

“Plus, there are specific initiatives open to disabled people.”

Finding the right company for you is an important step in choosing an apprenticeship. “For disabled people looking for good companies to approach, look for organisations who are disability confident and have a Level 3 leader qualification,” advises Diane. “This shows that they are making a commitment. Look for employers going the extra mile off their own backs to do the right thing.”

It is important to consider a company’s message and not just what job they are offering – this can show how inclusive different organisations are. “We encourage people to think carefully about the company’s recruitment message, what requirements they put in job adverts,”

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EMPLOYMENT

says Diane. “During recruitment look at the different ways to show what you can do for a potential employer.”

ACCESSIBLE

traditional tests and exams. “It makes a huge difference for people with learning disabilities for example,” says Diane.

“The whole place and train model are the most effective. It is proven to be a successful way of supporting people with learning disabilities into work, it gives people opportunities to learn and to show what they can do.”

Although some companies are ready to be inclusive, they may not know how Diane explains: “It is fair to say that there needs to be more awareness of how easy it is to open employment up.” There is ON THE JOB a need for more education on In any workplace, barriers how barriers in the workplace Look for may exist that prevent you can be removed and, employers that from working to the best in turn, this will open are part of the of your ability. Barriers in apprenticeships up to the workplace can often be more disabled people.

Apprenticeship removed easily and without The pressure for Diversity Champions disclosing your disability. good statistics on Network.

“When and how to tell an diversity from employers employer about a disability or has raised awareness of health condition is a very personal accessibility in apprenticeships choice something which gets debated a and the workplace. “I think all job great deal,” says Diane. opportunities should be completely An employer should be willing to accessible and attractive routes to make reasonable adjustments after the employment for disabled people,” adds apprentice makes them aware of barriers Diane. “The pressure of demographics rather than requiring the details of their makes that more important from a disability. “Good employers will ask at all business perspective.” stages whether there are any adjustments Learning during an apprenticeship is someone needs; what barriers are and particularly inclusive. As work trials, where what will help, rather than asking you go in for a day of work, become more people to identify as disabled,” common than interviews, as a prospective says Diane. “It’s comforting to apprentice you can show how you would know it’s about the employer do the job rather than explain it or write wanting to make an adjustment it down. “This is particularly effective for rather than ticking a box” people with learning disabilities or autistic Disclosing your disability or people who may struggle in a traditional not, it is important to make your setting, they excel when they’re allowed to employer aware of any barriers show their skills,” explains Diane. or adjustments needed.

When working as an apprentice practical “Conversations should be support is available to explain and break about what you need to do tasks down. This support is continued your best, if you do need throughout the learning process, meaning adjustments have that that an apprentice is never left unable to conversation whether you ask questions or progress further. choose to reveal why or Learning and working is a method that not,” says Diane. “If you can be particularly helpful for people need something to do who struggle to put things in to words or the job, then of course it is don’t perform well under the pressure of important.”

Apprenticeships give you the opportunity to gain qualifications while learning practical skills onthe-job and earning a wage.

This mode of learning can be the perfect fit for many disabled people, and more apprenticeships are being created all the time.

THE JOB SEARCH When looking for accessible apprenticeships, Diane recommends looking at specialist sites and organisations that champion representation. “Look at organisations that reflect the ethos of inclusion and are genuinely demonstrating commitment to welcoming diversity,” says Diane.

Sites like Evenbreak (www.evenbreak.co.uk) and EmployAbility (www.employ-ability.org.uk) specialise in jobs and apprenticeships for disabled people. Specialist sites mean jobseekers can be confident that employers will value their skills.

Good employers will ask at all stages whether there are any adjustments someone needs

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BEGIN A CAREER. EXPLORE A WHOLE INDUSTRY. TWO YEARS. THREE SECONDMENTS. ENDLESS POSSIBILITIES. nucleargraduates is a unique graduate programme where you join three different employers over two years to get your career within the Nuclear Industry off to a flying start.

Discover more about this exciting gateway to one of the most stable and secure industries in the United Kingdom today by visiting nucleargraduates.com/apply

BA (Hons) Special Educational Needs & Disability Studies Study at a small values-based university with outstanding student support. marjon.ac.uk/send

marjon.ac.uk

nucleargraduates.com

Plymouth Marjon University is a trading name for the University of St Mark and St John

ITV is the biggest commercial television network in the UK and behind every famous face, there are hundreds of others, all doing their bit to make things happen.

We love telly, we’re passionate about content and most importantly we understand our audiences. As a growing international company, we’re commercially minded and have a global focus. We’re all about pushing the boundaries and being innovative.

We are always looking for new talent. We have a range of great opportunities from Finance, Technology, News, Global Entertainment, Commercial, Marketing, Interactive, Research, Studios, Creative and much more

so whatever your interest, you’ll always be evolving and looking to the future. Just like ITV. So why not check out ITVJobs.com for our latest jobs or register via our database to create alerts so you are notified straight away when new opportunities come up.

ITV is committed to increasing the diversity of its workforce and we strongly encourage applications from candidates from all backgrounds and as a Disability Confident employer we are committed to offer an interview to disabled candidates who meet the minimum criteria for the role.

itv loves celebrating individuality

www.itvjobs.com

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READY, GET SET, STUDY Heading off for higher education is a rollercoaster ride unlike any other. Transitioning to college or university with a disability doesn’t need to hinder your success, there is guidance on hand

Y

our time in higher education can be some of the best years of your life, but it is important to choose the right place to study. Making sure you are informed about what support is available and what adjustments can be made for you before you go is crucial to help your personal and educational development.

The very best way to find out what a university is like is to visit before applying

RESEARCH

Doing your research before you apply to a particular university or college can avoid any confusion or disappointment when you begin your studies. Education officer at Disability Rights UK (DRUK), Rundip Thind, says: “As a disabled student choosing where to study, you might want to research individual university websites, Facebook profiles and other materials to gain a better understanding of the university’s support for disabled people.”

Websites and social media are a good place to start, but look for more detailed information to get a real idea of how accessible and inclusive an institution is.

“You could look at its Student Charter and whether it covers equality and diversity,” says Rundip. “You could also read the university’s access agreement published on the website.”

Seeing the university or college itself is by far the best way to find out what it is like before applying. The majority of universities and colleges hold open days where you can look around their facilities and the department you would be based in. These days also give you a chance to meet course leaders, other students and support staff who can answer questions about accessibility.

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SUPPORT

Support is equally important before and after starting your studies. No matter how much you research, always seek advice from an expert so that you are well informed. “You could contact the admissions officer for your course if you have any enquiries as a disabled student,” advises Rundip. “You can talk to them about how your individual needs can be met and what adjustments would be made so that you can access the course.”

These meetings can often be arranged in advance of an open day so that you can talk to someone while you are there.

Some courses have current students attending to answer any questions you have about a course and get a feel for what it is really like learning at the university or college. You might have the opportunity to speak to other disabled students about their experiences, too, and discover how accessible they have found the campus and the surrounding community.

Student services, normally based in

your students’ association, can help if you have problems in your course, with finances, accommodation and more, and they will also have a disability adviser. “Disability advisers are trained professionals and they have lots of experience working with students with all kinds of impairments,” says Rundip.

“They will be able to tell you about their services for disabled students including accommodation and support arrangements.”

Once you have started a course, student services can still provide assistance. If new barriers appear as you progress through your studies they will be able to give guidance. They should be your first port of call if a problem arises Rundip says: “Many universities have good support arrangements and any difficulties can be quickly resolved. You can discuss any issues with an adviser.”

SOCIALISING

When you are not in class, at the library or sleeping, it’s time to make new friends and get socialising. There is plenty of

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EDUCATION

SHAPE YOUR LEARNING Propel your education further with Plymouth Marjon University opportunities to meet new people. “Join online freshers’ groups – it’s great to start talking to people before even starting university,” says Rundip.

Freshers’ groups on social media provide the perfect opportunity to talk to new people or find others on your course. It might seem scary speaking to people you don’t know at first, but remember everyone is in the same boat.

Attending events during your induction and freshers’ weeks is the easiest way to meet new people. Not all freshers’ events include nightclubs and parties; day trips, mixers and other events will take place, too. “Go to the freshers fair and try out societies. It is a great way to make friends with similar interests,” encourages Rundip.

No matter if you are looking at courses, already studying or unsure of what you want to do next, it is important to research where you plan to study and what support your chosen campus can provide. Before you know it, you will be making new friends and learning something new every day.

The new undergraduate degree in Special Educational Needs and Disability Studies at Plymouth Marjon University is truly unique in the South West of England. It offers the chance to work in real life practice settings in years one and two then in the final year students are provided with the opportunity to shape their own learning by completing a dissertation on a topic of their choice.

The course opens the doors to work in a diverse range of settings including the educational sector, voluntary sector, with disabled people or simply those who are intrigued by the topic. Course

i

leader, Dr Jonathan Harvey believes that Plymouth Marjon University is the perfect place to study this degree: “It provides the perfect learning environment for those who may falsely believe that they do not belong within higher education, due to age, disability and social status.

“We are able to provide an inclusive and supportive place to learn, built upon the foundations of community spirit and friendliness.

At Plymouth Marjon University, we believe that these qualities can only be offered by a small university, such as Marjon.”

To find out more on the course, visit www.marjon.ac.uk

FIND OUT MORE

Disabled Students Helpline 0330 995 0414 students@disabilityrightsuk.org Lead Scotland helpline and information service 0800 999 2568 info@lead.org.uk

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LIFE

How to hire a

PERSONAL ASSISTANT Starting university or college can be a stressful, yet exciting, time in any young adult’s life, these emotions can be amplified if you have a disability. We get the need-to-know info about hiring a PA from those who’ve done it before

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mbarking on further education is often when people first consider hiring a personal assistant (PA). A PA is someone you can hire to assist you in living independently. Typical duties might include dressing, manual handling and driving you to appointments and activities.

Many students with disabilities hire PAs to assist with getting to classes, notetaking at lectures and helping with essay writing. Josh Wintersgill was diagnosed with type three spinal muscular atrophy at 18 months old. He began his search for a PA after moving out of the family home at 18 to attend university.

“Going from my parents providing all

my personal care to relying on a care agency was scary,” admits Josh. “I was constantly surrounded by different people, and didn’t really enjoy university at first because of it.”

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It’s important to find someone you can be open and honest with

HONEST

When starting your search for a personal assistant, take time to think about what you’re looking for. It’s vital to be honest with candidates about the roles you need them to undertake, to ensure both you and your PA get the best care from each other.

“It’s important to find someone you can be open and honest with,” advises Josh. “Reliability and flexibility are key, especially when you’re at university. You want to be able to go out for a drink, and stay out until two in the morning with your friends, not be in bed by 10.00pm because that’s the latest time an agency can come to halls and help you to bed. If I was to organise my university care again, I would have pushed for a live-in carer to give me all the flexibility I wanted.”

APPLICATION

Molly and Chloe

Josh and his personal assistant

It’s equally as important to decide whether you want to hire someone through an agency, or independently.

Both have benefits: the former takes charge of any admin work, vetting and payments; the latter means that you have complete control of your assistant’s contract, the tasks they will undertake and how much time they spend with you.

Molly Charlesworth found her job as a PA through Facebook. Her employer, Chloe Tear, has cerebral palsy, and was

looking for an assistant her own age, with similar interests.

“It can be hard to find a PA, because to many mainstream jobsites, ‘personal assistant’ means working with a CEO or politician, not someone with a disability,” explains Molly. “Social media is a great way of finding an assistant for university if you want someone of a similar age, and you’re willing to train them on how to work with your individual needs.”

Molly concludes: “The most important thing is finding the right person for the job. It’s a lot of time to spend with one person, so you really have to make sure they’re the right fit and they’re going to support your needs.” i

FIND OUT MORE

Ask Jules is an organisation working hard to pair PAs with disabled students, and increase overall independence.

Visit www.askjules.co.uk, or call 01784 482 767 for more information.

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Are you looking for work?

Support to Work is Scope’s digital employment service. It can help you with:

• Personalised support by email, telephone or Skype • Employability skills • Support with writing CVs • Interview preparation.

Find out if we can support you and apply:

scope.org.uk/ supporttowork This service is proudly funded by Virgin Media 12297_A Scope is a registered charity, number 208231. Copyright Scope October 2017

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