Case Studies
1) Hays Property & Construction
We organised a preliminary meeting with senior management to get a sense of their level of knowledge and to plan specific objectives for the training presentation. On this occasion the recruitment consultancy was responding to the requirements of some of their important clients – including a major telecoms company and some local authorities – to demonstrate their adherence to active diversity policies particularly in the field of disabilities. This was an area that had not received as much attention as issues such as gender, cultural/ethnicity or sexual orientation.
We organised a two hour training presentation to be delivered to the recruitment consultants who source permanent and temporary staff for these particular clients. The training focussed on the business case for employing people with disabilities, the Disability Discrimination Act – particularly those sections relating to the responsibilities of recruitment agencies. We also considered the forthcoming Disability Equality Duty legislation and the effect that this will have on their public sector clients. The training was highly interactive and presented a number of detailed scenarios designed to assist participants to explore the sort of adjustments that could be made to their standard recruitment procedures so that they are more accessible to people with a range of different disabilities. In the final part of the session participants were given another scenario in which they examined their attitudes to disability. We followed up the training session with a quiz/questionnaire a few days later to assess what information had been retained.
Feedback from participants was very positive and many, particularly those who had actively engaged with the issues raised, seemed to derive real benefit from the training and stated their determination to use their increased confidence and awareness in their jobs.
Since the training we have maintained contact with Hays and have been encouraged to submit applications from suitably experienced candidates with Autistic Spectrum Disorders (ASDs) or Learning Difficulties. In addition this division of Hays have helped us to establish links with their Accountancy and Finance divisions in order to assist specific clients with ASDs to apply for their current vacancies.
Back to top2) The Public Guardianship Office
Again the training presentation session was preceded by a planning meeting with the manager of the Learning & Development Training team. Specific objectives were established and a written proposal of course content was agreed. Because of the numbers participants we arranged three two hour training sessions to take place over the course of a week. Participants included members of the Human Resources and Training teams as well as line managers from across the organisation.
The training presentation touched on the business case for employing people with disabilities also the legal framework with particular reference to the Disability Equality Duty and its implications for procedures and practices within the PGO – this included an open discussion with the staff members who were responsible for writing the PGO’s own Disability Equality Scheme. Again the session was interactive and provided detailed relevant scenarios about making adjustments to normal procedures and processes so as to promote accessibility for people with various disabilities. Disclosing disability and personal attitudes were issues explored in the final parts of the two hour session.
Feedback from participants was very positive and included the following from a senior line manager: “Without the support and guidance from Prospects, PGO managers would not have benefitted from such an imaginative, interesting and engaging workshop which not only refreshed existing knowledge about the current Disability Discrimination Act but also highlighted a very important legislative change from 4th Dec 2006 through an array of learning techniques within a relatively short space of time.”
As a consequence of the training sessions, a new section on the Disability Equality Duty was added to the PGO’s intranet site. It also resulted in managers reviewing the ways in which they support and manage two current employees with Asperger Syndrome.
Back to top3) Camden Society Case Study
David is a 21 year old with a mild learning disability. He had been job searching with some local providers for several months before referral to the specialist services of the Camden Society. They have expertise in helping people with learning disabilities into employment.
David was job-ready but his disability meant that he could not cope with the pressures of a standard job interview and would struggle to answer questions in the way required of him. After a period of job-searching, the Disability Working team made contact with a branch of Asda supermarket in South East London. They agreed to offer him a work experience placement for 8 weeks.
During this period his qualities became clearly evident to his supervisor and managers. His attendance, timekeeping and attitude to work were all exemplary. He managed to achieve all the targeted results that had been set for him. David has now been offered a full-time Christmas job working as a Customer Services Assistant. Disability Working provided awareness training for David’s managers and colleagues as well as practical guidance on the best way to manage someone with a learning disability.
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