Tag Archives: Green paper

Reform is needed to halve the disability employment gap

The Government’s Green Paper consultation on Work, Health and Disability closed last week. Find out how we responded to the consultation and which areas we argued need action from the Government.

The Government has made a welcome commitment to halve the disability employment gap – the difference between the employment rate of disabled people and non-disabled people – which has stood at around 30 percentage points for over a decade. If the Government is serious about increasing disability employment, then it must tackle the barriers individuals face to entering, staying and progressing in work.

Improving out-of-work support

Too many disabled people aren’t getting support to get into and remain in employment. Where disabled people do access support, at Jobcentres or through employment support schemes, many feel it is too generic and does not take account of their needs or interests.

It is vital that all disabled people who want to work have access to voluntary, specialist support that is tailored to their needs. Taking part in any form of employment support should be completely voluntary for disabled people, and have no impact on the financial support they receive.

As well as this, Scope wants to see a total reform of the “fit for work” test, the Work Capability Assessment (WCA), which decides whether someone is able to receive Employment and Support Allowance.

Currently, the WCA fails to capture the range of barriers to work that disabled people face, which means many individuals are not getting the right support to move in to work. That’s why we’re calling for the WCA to be replaced with separate assessments for financial support and employment support needs.

Supporting disabled people in work

New research by Scope has found that in the last year 58 per cent of disabled people have felt at risk of losing their job because of their impairment or condition. That’s why it’s so important that once disabled people take up jobs, the right support is in place to enable them to stay in work.

Something we want to see is an expansion – and better promotion – of Access to Work, a scheme that provides disabled people with financial support to work. We also want to see the requirement to take Statutory Sick Pay in consecutive blocks to be lifted. This would give individuals more flexibility in taking time off from work, for example through part-time sickness absence or a phased return to work.

Working with employers to drive change

Efforts to halve the disability employment gap will only be successful if we see a shift in how disabled people are perceived in the workplace. The need for action is clear – 85 per cent of disabled people feel employer attitudes haven’t improved since 2012.

Building on progress made with other aspects of workforce diversity, employers should shift from compliance with the law to taking a more proactive approach to attracting, recruiting, supporting and developing disabled employees.

For instance, the Government’s Disability Confident scheme – which provides guidance to employers on hiring disabled people – has a Business Leaders Group which is well-placed to drive best practice among employers through new research and peer-to-peer networking. However, it is crucial that this group has sufficient scope and capability to realise such an ambition.

Next steps following the Green Paper

Scope welcomed the opportunity to respond to this Green Paper. However, this will only lead to change if Government and employers take meaningful steps to tackle the barriers disabled people face to entering and thriving in work.

Therefore, we would like to see a cross-government strategy for disability employment – presented as a White Paper – as soon as possible. This should include a range of reforms to support disabled people in and out of work, along with clear indicators to determine the success of these. It is vital that any proposals are informed by the experiences of disabled people.

Find out more about Scope’s work to tackle barriers to employment for disabled people.

Why we need to see changes in support for disabled people in work

Today we are publishing the findings of a poll which asked disabled people about their experiences of looking for work and being in employment. 58 per cent of disabled people have felt at risk of losing their job because of their impairment.

Tomorrow new statistics will be published that will unveil the size of the disability employment gap. This is the difference between the employment rate of disabled people and non-disabled people, which has remained at around 30 percentage points for over a decade.

The Green Paper on Work, Health and Disability was launched in October and outlines the Government’s thinking about the future of employment support. The accompanying consultation provides an excellent opportunity to feedback on the document and shape future Government policy but closes at the end of the week.

New findings on disabled people’s experiences in the workplace

We surveyed over 200 working-age disabled adults in employment and uncovered that 58 per cent of disabled people have felt at risk of losing their job because of their impairment. To address this, we would like to see Government introduce a new flexible approach towards sick leave and the Equality and Human Rights Commission publish a new code of practice on workplace adjustments.

Text reads: Fifty eight percent of disabled people have felt at risk of losing their job because of their disability
Source: Scope polling of 216 working age disabled adults in employment in England, December 2016

Our research also unearthed how one in five disabled people surveyed (18 per cent) had requested support or an adjustment but their employer didn’t provide them. Employers are legally required to try and make adjustments to support disabled people in the workplace. One in four disabled people (24 per cent) say their current employer does not support them to do their job.

Scope would like to see schemes which support disabled people in work, such as Access to Work, better funded and publicised so that employees and employers are more aware of their benefits.

Workplace bullying or harassment

Text reads: 53 per cent of disabled people have experienced bullying or harassment at work
Source: Scope polling of 216 working age disabled adults in employment in England, December 2016

Our research revealed that 53 per cent of disabled people have experienced bullying or harassment at work, 21 per cent of disabled people had been bullied by colleagues and 27 per cent had experienced bullying from their employer. One in five (21 per cent) go as far as not disclosing their disability to employers, whilst one in eight (13 per cent) of those disabled people we spoke to felt they had been overlooked for a promotion.

Government are rightly focussed on removing barriers to get more disabled people into work, but the barriers that prevent people from progressing and advancing their careers, once in work, must also be addressed. The Green Paper highlights the importance of working closer with employers and changing attitudes towards disability, so it’s important the Government improve conditions for disabled people in the workplace.

Government consultation on disability employment 

Scope want to see the Government deliver on its commitment to halve the disability employment gap and to deliver a strategy that tackles the barriers disabled people face to entering, staying and progressing in work.

The Green Paper is an opportunity for disabled people to share experiences of being in and out of work and feedback on the Government’s plans. At Scope, we think there remains a huge amount of work to be done to tackle the barriers disabled people face entering and staying in work. It’s vital that the whole Government now listens to disabled people’s views on how to do this.

Read more about how you can respond to the Green Paper consultation

The Green Paper doesn’t pay enough attention to the barriers that disabled people face

Having been born deaf, Natasha has always been interested in equality and social justice. She currently works as a photographer as well as an equalities consultant at Disability Wales/Anabledd Cymru. In this guest post Natasha gives her view on the Government’s plans for changing the support disabled people get in and out of work.

The UK Government has published the “Improving Lives: Work Health and Disability” Green Paper. This document highlights the issues of the disability employment gap, access to healthcare and employment support for disabled and people with long term health conditions.

There is much that can be said about the Green Paper, both bad and good.

Taking a medical model approach

The language of the Green Paper is very medical model and highly individualised. The social model of disability says that disability is caused by the way society is organised, whereas the medical model used here, says people are disabled by their impairments or differences.

Natasha smiling for the cameraIt is also a forceful advocate of the “work is good” mantra. They take care to qualify that by saying ‘good’ work, but most disabled people will be aware that the opportunities for good and meaningful work are far fewer for us. It isn’t simply a case of disabled people trying harder, taking pills or going to physio in order to be ‘fit to work’. It often feels that this is the focus of the Green Paper.

This serves to depoliticise disability and that is dangerous for us. We are not disabled by our impairments or health conditions, we are disabled by the external barriers and attitudes in the world around us. That is political. No one individual can change that. It takes all of us together as a political movement to challenge and change those barriers.

What isn’t included in the Green Paper?

Opportunities to work are heavily dependent on many other factors which are barely mentioned in the Green Paper. Do we live in accessible and safe housing? Do we have access to transport to get us to work and back? Are education and skills training opportunities accessible to us? Do we have appropriate support, whether in the form of PAs, social services or appropriate and timely healthcare?

If our most basic needs aren’t being met, the stress of just trying to get by from one day to the next is considerable. How then, are people to cope with the additional stress put on them by a benefits system which isn’t designed to accommodate their needs?

My view is that the Green Paper doesn’t pay enough attention to these extensive but often subtle barriers that disabled people face, whether in work or out of work.

Challenges for disabled people who want to work

For disabled people in work and for those who want to work, there are a range of issues. Do employers understand the importance of reasonable adjustments? Do they value the skills, experience and perspective that disabled people bring to their workforce? Do Jobcentres and Access to Work provide enough support? The answer for many is a clear “no”.

Negative attitudes towards disabled people are a problem, and one that the Government has arguably perpetuated in recent years. A huge culture change is needed to shift the views, aspirations and opportunities focused on disabled people.

The barriers we face go beyond access and attitudes to disabled people. We live in a culture that serves the employer and the profit margin. This is a culture that has created the growth of zero hours contracts; of low paid workers taking multiple jobs just to pay the rent and put food on the table; of a culture that values unhealthy presenteeism and excessive working hours. In short, society values money and not people.

Society values disabled people even less. When discussing disability, I so often find myself saying “if you improve the situation for disabled people, you improve it for everyone else too.” It is a point that too many still fail to understand.

An opportunity to influence change

On a more positive note, the Government is saying “here are some of the issues we’d like to address and we recognise we don’t have all of the answers”. That at least presents disabled people with an opportunity to influence change.

The lived experiences of disabled people are crucial in influencing change. It’s going to take a considerable effort by the Government, the Department for Work and Pensions and others to make good things happen for disabled who want to work. It’s going to take even more effort to create an environment where disabled people can trust the ‘system’ to be there to support and not sanction.

Please take the time to provide feedback or respond directly to the consultation. There are a number of ways you can do this.

To make the world of work better for disabled people, it needs to be better for everyone and there are bigger issues that sit outside of the remit of this Green Paper.

Take part in the Green Paper consultation which closes this Friday 17 February, and tell the Government what you think about the support disabled people get.

Nothing will change until disabled people are included in identifying the barriers they face getting into work

Jane Hatton runs Evenbreak, an award-winning not-for-profit job board run by and for disabled people. It helps inclusive employers who understand the benefits of employing disabled people to access that talent pool. In this guest post, Jane explains some of her concerns about the government’s plans for “Improving Lives” with its latest consultation on disabled people and employment

The Evenbreak logoJane runs Evenbreak lying flat, as her spinal condition makes sitting difficult.

As a disabled woman running an inclusive not-for-profit job board for disabled candidates, I welcome any initiative which reduces disabling barriers in the workplace. The new green paper, “Improving Lives”, should therefore warm the cockles of my heart.

However, I have some grave doubts about some of its suggestions.

Reducing the disability employment gap

The government’s laudable aim is to halve the gap between the number of non-disabled people who are employed (80 per cent) and the number of disabled people who are employed (48 per cent).

However, if we continue with current approaches, reducing the gap from 32 per cent to 16 per cent will take nearly 50 years. Drastic action is required.

The government are right that they need to take action to reduce the disability employment gap. I’m not keen on putting a figure on it, because I believe disabled people should have exactly the same opportunity to be given a job they are capable of doing as a non-disabled person, not just a less-worse chance. There is plenty they could do.

Appropriate work

The green paper talks nauseatingly often about the evidence that shows “appropriate work is good for our health”. As a general principle, whilst remembering that a significant number of people are unable to work or for whom working would be damaging to their health, I can mostly go along with this.

However, the crucial word here is “appropriate”. For many people, their working conditions have contributed to their impairments (e.g. nurses, paramedics and labourers with back injuries, or people working in stressful conditions with mental health issues). My concern is that “appropriate work” will be misinterpreted as “any work being good for everyone”.

The challenge that our candidates face is finding employment which is appropriate for them, with employers who are prepared to be flexible in both their recruitment processes and working patterns.

What changes should the government make?

Any measures to help disabled people into work should only apply to those who are really able to work (as opposed to many of those that Work Capability Assessments have deemed fit for work who clearly aren’t).

Some of our candidates struggle to find the bus fare to attend interviews. Social security needs to reflect the fact that people who are worrying about bedroom tax, benefit caps, sanctions, social care, food banks and homelessness are not in a good position to be looking for jobs.

People who rely on Motability to travel around should be assured of that facility. Someone who is unable to use public transport is unlikely to be able to look for or travel to and from work without a suitable alternative.

Leading by example

The government itself is a huge employer. It should be leading the way in inclusive employment and removing barriers in the workplace. However, in my experience, it is the private sector who are much more willing to, for example, use our specialist disability job board. Very few public sector organisations have used Evenbreak.

The answer to this complex issue is relatively straightforward. If the public sector – all government departments, all NHS trusts and local authorities – were to remove disabling barriers in their organisations and encourage all their supply chains to do the same, there would be a rapid change in workplace culture.

Investing in support

Support to help disabled people into work is already happening successfully in many DPULOs (disabled people’s user-led organisations) up and down the country. Resources could be distributed to increase this valuable provision more widely.

Including disabled people

Most of the problems occur through non-disabled people making and implementing decisions based on what they think disabled people want and need. Nothing much will change until disabled people are included in identifying the barriers and in making decisions about removing them. Until then, “Improving Lives” is unlikely to apply to disabled people.

Would you like to respond to the Government’s plans?

Anyone can give feedback to the Improving Lives Green Paper.

The paper is available in a range of accessible formats, and people can respond online or by post by Friday 17 February.

If you’d like to let the government know what you think about being disabled and finding work read our blog on how to respond to the consultation.

Tell the Government what you think about the support disabled people get

The Government want to know what you think about their plans for changing the support disabled people get in and out of work. Find out how you can get involved. 

They want feedback on their proposals, and will be accepting views until Friday 17 February 2017. Anyone can respond to the set of questions they are asking. We’ve set out information on how you can respond to the consultation with your views.

First, you might want to read Scope’s blog for more information on what is included in the Green Paper. The Green Paper is available on the Government website in Plain English, Easy Read, braille and BSL.

Why should you respond?

The Government want to hear from you about your experiences of employment support services, experiences at work and how you think they can be improved. This is your chance to tell the Government what you think of their proposals and share your experiences and ideas for how workplaces and employment support can be improved for disabled people.

The questions cover important areas such as how the Jobcentre can provide the right support, what employers need to do as well as the kinds of in-work support that disabled people would like.

What will happen to your response?

The Government will analyse all the responses they get and decide which of the proposals they should continue with. They normally release a document setting out key themes from responses where lots of respondents were in agreement. They then decide on their next steps – for example which proposals to amend and which to no longer continue with – and published a more detailed document about their plans. This more detailed document forms the basis of the new legislation with Government will pass to enact their changes.

Your response, or part of your response, could be made public although it wouldn’t be attributed to you by name.

What to think about when writing your response

  • Include evidence – Try to back up your responses to questions with evidence. Examples from your personal experiences are a valuable form of evidence.
  • Answer what matters to you – Don’t be put off by questions which aren’t relevant. You can respond to as many questions as you want, so choose the parts that matter to you. If you want to mention something not directly covered by one of the questions, it’s fine to add this in or say if you think the Government have missed an important area.
  • Keep it clear – Write as much or as little as you want for each question but try to keep your points clear and explain the background to any specific examples, such as the particular service you were using or trying to access e.g. Access to Work.
  • Suggest ideas – The Government are looking for better ways of providing support so if you have an idea about what would help you or how you would change the system make sure to suggest it.

How to respond

There are a number of ways you can respond to the consultation:

Responding online

The online consultation form is hosted on the Department of Health website. This shows a landing page with a list of options.

The first of these is called “About you” and is mandatory. If you are responding as an individual you should select the ‘questions for individuals’ which will bring up 33 questions. You can choose which questions to respond to.

Fill in the consultation form online.

Responding by email

You can also send an email with your response, with an attached Word Document to workandhealth@dwp.gsi.gov.uk.

Responding by post

You can post your submission to:

The Work, Health and Disability Consultation,
Ground Floor, Caxton House,
6-12 Tothill Street,
London,
SW1H 9NA

If you have any further questions please contact Melanie Wilkes, Policy Adviser on melanie.wilkes@scope.org.uk