Angela Griggs , Assistant Audit Executive
T here is still a force. There are various statistics and metrics but ultimately the story is the same: there is a vast untapped resource amongst disabled people who are skilled, experienced and eager to work. A recent survey carried out by Purple, a not-for-profit organisation who aim to help disabled people find permanent jobs, showed that 45% of businesses were apprehensive about hiring someone with a disability. The reasons stated by these businesses were varied, from a basic concern over their capability to do the job, to worries about saying or doing the wrong thing. The spectre of uncapped liability in the event of a disability discrimination claim inevitably concerns employers and this increases the perception of risk. As with all commercial decisions there needs to be a balance between risk and reward and the conversation about rewards is one that needs to start, as clearly for 45% of businesses they are not seeing beyond the risk. Every vacancy has specific requirements for skills, but added to that is the need for the right attitude and for someone to bring something to the wider team. If a non-disabled person applies for a job, employers will rarely worry about weaknesses if they aren’t relevant to the role. So if the skills and experience of a disabled person meet the needs of a vacancy then why is anything else relevant? When considering the positives that hiring a disabled person can bring to an organisation there is gaping inequality in employment rates between the disabled and non-disabled work
value of having an employer who understands that being disabled hasn’t stopped her from being good at her job: ‘I worked hard to become an accountant, and I was determined not to let the stroke stop my career.’ It is clear that both employers and employees benefit from people like Angela in the workplace. A disabled person will have probably had to overcome numerous hurdles to achieve what others may have been ‘given’ in order to do their job. This drive, determination and positive attitude is very much the stuff of strong role models. Another key concern for employers is the fear of saying or doing the wrong thing. There is a very real risk that this attitude becomes a vicious circle and only by employers engaging and communicating with groups like Purple can these concerns be overcome. There are a number of organisations who provide help and advice on the new Disability Confident accreditation introduced by the government, and which can help businesses to avoid missing out on potentially valuable employees. Purple is dedicated to building long-term relationships with businesses to unlock employment opportunities for disabled people. To find out more contact www.wearepurple.org.uk or tel 01245 392300. Information on the Government’s disability Confident accreditation can be found online at www.gov.uk/government/
strong evidence around the benefits to both employees and the employer. Firstly, employers with a diverse workforce have seen overall levels of absence through sickness reduce. It is harder to take a duvet day when a disabled colleague makes it in during even their most trying times. As for employees, it gives a very clear signal that their employer values every individual and looks beyond disability and recognises ability. Being ‘disability confident’, a term which is increasingly being used to describe an employer’s openness to employing disabled people is not just about recruitment, many businesses may be confronted with disability when members of their team acquire impairments. Having policies, processes and more importantly a culture that values the benefits that disabled employees can bring, will make dealing with these situations more comfortable if not easier. angela Griggs, audit executive at Scrutton Bland, is one such employee who understands first- hand the benefits of working for an employer who values her skills and experience. In 2011 Angela was taking down her Christmas decorations as she usually would when she suffered a stroke leaving her unable to work for two years. ‘It is hard to understand what something like this does to your confidence,’ angela recalls. ‘So many things I previously did without thinking suddenly became a challenge. The stroke also affected my motor skills, so Scrutton Bland made sure I had an ergonomic work station. We also structured a programme of work so I could rebuild my confidence without getting exhausted.’ Over five years later she recognises the
collections/disability- confident-campaign
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