FABIAN POLICY REPORT

AN INCLUSIVE FUTURE Ensuring disabled people play a key role in the changing world of work. Edited by Cameron Tait, with essays by Yvette Cooper MP, Neil Coyle MP, Seema Malhotra MP, Stephen Timms MP and many more “When I was finally offered a job it felt amazing – Everything I’ve done with Scope has definitely helped, and now I’ve hopefully got a job for life.” Harrison

Scope exists to make this country a place where disabled people have the same opportunities as everyone else. Until then, we’ll be here. We provide support and information to a quarter of a million disabled people and their families every year. We raise awareness of the issues that matter. Many disabled adults still face huge barriers to employment and less than half are in work. Scope believes that all disabled people should have the support they need to find, stay and progress in work. Visit our website for further information scope.org.uk 11849 Scope is registered charity, number 208231. Copyright Scope August 2016.

11849 Fabian review ad_200x245_v1.indd 1 09/09/2016 11:16 ABOUT CONTENTS

Foreword 3 Yvette Cooper MP

1 Barriers to work 4 Mark Atkinson 2 The party of all workers 6 The Changing Work Centre was established by the Fabian Neil Coyle MP Society and the trade union Community in February 2016 3 My early experiences of employment 8 to explore progressive ideas for the modern world of work. Felix Labwo Through in-house and commissioned research and events, 4 The inclusive growth we need 10 the centre is looking at the changing world of work, attitudes Seema Malhotra MP towards it and how the left should respond. The centre is chaired by Yvette Cooper MP and supported by an advisory 5 Local approaches to inclusivity 13 panel of experts and politicians. Judith Blake 6 Breaking down the barriers 16 Beverley Bambrough 7 Diversity and creativity in innovative organisations 18 Toby Mildon 8 Moving into work 20 Lauren Pitt 9 Boosting disability employment 22 Scope exists to make this country a place where disabled people Stephen Timms MP have the same opportunities as everyone else. Until then, we’ll be here. We provide support, information and advice to more than a quarter of a million disabled people and their families every year. We raise awareness of the issues that matter.

We have a long standing interest in understanding and breaking down the barriers disabled people face in finding and staying in work.

We are politically neutral and work with members of all political fabian society General Secretary, parties to achieve change. 61 Petty France Andrew Harrop London SW1H 9EU Head of Editorial, 020 7227 4900 (main) Kate Murray 020 7976 7153 (fax) Report Editor, Cameron Tait [email protected] Design, soapbox.co.uk www.fabians.org.uk Cover photo, istockphoto

Like all publications of the Fabian Society, this report represents not the collective views of the Society, nor those of Scope, but only the views of the individual writers. The responsibility of the Society is limited to approving its publications as worthy of consideration within the labour movement.

First published in September 2016

1 / An inclusive future © iStockPhoto

2 / An inclusive future Foreword

Yvette Cooper is Labour MP for Pontefract and Castleford and chair of the Changing Work Centre.

hen Sir Ludwig Guttmann found- earlier this year, we set out our aim to put that the jobs of the future will require a Wed the Paralympic Games, he said forward new progressive ideas on what the creative workforce too. And as Toby Mildon he wanted us all to stop focusing on what future of work means for workers and the sets out in his essay, in order to boost our people couldn’t do, and focus on what they labour movement. creativity, we need more diversity. How can could. As we celebrate the phenomenal These essays focus on how we make sure we come up with the new ideas we need athleticism of our Paralympic athletes this that future is fair and inclusive for all. when everybody coming up with them has month, it’s clear that the world has come The stories in this collection look particu- the same background, gender, race, abil- a long way since those first games. But we larly at disability in the workplace - both at ity or life experiences? In order to compete also know that from sport to employment, the continued injustice many disabled peo- with the growing skills bases of China, India having a disability is still seen as a limita- ple in Britain face in getting a job, and also and other developing countries, our future tion rather than an opportunity. at the practical examples of truly inclusive workforce must be more diverse than it is Labour has always believed in the dig- workplaces that make the most of every- today. nity of work; the pay cheque that keeps one’s skills and talent. To build the creativity and diverse kids out of poverty; the promotion that Essays in this collection outline how economy we will need, we must use all the helps people get on; the sense of purpose; areas of the economy that have tradition- talents our country has to offer. Achieving the defeat of idleness, the lifeblood of com- ally performed well at removing barriers for full employment will mean building the munities where everyone knows they have disabled people to participate in work, such routes into work for those who’ve tradi- responsibilities and a part to play. as manufacturing, the public sector and a tionally been shut out, it will require us Our trade union history and our values variety of middle-tier jobs, are in decline. to close the disability employment gap, as mean we have always fought against dis- Other essays from Seema Malhotra and well as increasing the employment rate of crimination and injustice in the workplace Stephen Timms set a challenge to govern- women, of single parents, older people and and led the way in championing inclusion, ment and businesses to ensure that the new ethnic minority communities. It will mean equality and opportunities for all. jobs of the future are not only just as inclu- employers actively seeking out diversity In government, we changed laws, tar- sive as yesterday’s jobs, but even more so. and a government that creates the ladders geted investment and worked with employ- New technology has the potential to up, as well as maximising the opportunities ers and unions to change workplaces. The make it easier than ever for people to con- available. number of Black, Asian and minority ethnic nect and work flexibly, and for employers The essays in this collection offer us people in employment doubled. We left to remove barriers preventing people from hope for a more inclusive, more creative office with more women in work than ever accessing work. But big changes have the and diverse economy in future. At a time before. We boosted the employment rate potential to create greater inequality and when inequality is rising and the Con- for disabled people, and legislated to make insecurity too. servative government shows no sign of workplaces, buildings and public transport Just as we have done before, it is Labour’s being able to meet the new challenges of more accessible. job now to respond to these changes - to technological and demographic change, it But we know that discrimination, preju- ensure new jobs and opportunities are ac- has never been so important for Labour dice and injustice persist - and too much cessible to all and to fight against new inse- and the Fabians to come together again talent is still wasted as a result. curities, exploitation and inequality. to provide the progressive ideas, and for a When we launched the Changing Work As technology and the labour market Labour government which can put them Centre with the Fabians and Community change, there is a developing consensus into practice. F

3 / An inclusive future to ensuring the future world of work is as just don’t deliver. Requiring people to take inclusive as it can be. part in a programme or risk losing their out The Conservative government has made of work benefits has led to poor results for a welcome commitment to halve the dis- disabled people, with the programme see- ability employment gap by 2020, but the ing a success rate of 7 per cent. success of this hinges on cross-party col- By contrast, the specialist Work Choice Barriers to work laboration. scheme has had a much higher success rate, Many disabled people face barriers It is essential that the Labour Party takes with 59 per cent of disabled people who getting in to, progressing in on a dual role in ensuring this objective is started the programme in 2014/15 in work reached. On the one hand, Labour should by June 2016. There are two key reasons for and staying in work. Removing support the initiative, adopting it as a this - participation in Work Choice is volun- these barriers requires a cross- shared goal, while on the other, it must tary, not mandated, and the programme is government approach, writes hold the government to account, making designed to offer specialist support disabled Mark Atkinson. sure measures introduced over the coming people might need to find and stay in work. years will be sufficient to deliver the change Disabled people should be able to get disabled people want to see. advice and support around employment or many disabled people, working is Beyond this, as Labour starts to explore the both in and out of work. This should come Fkey to living independently. changing world of work, it is important that from specialist organisations with staff who Having a steady income is all the more the experiences and aspirations of the almost have an understanding of the full range of important if you are disabled, given the 13 million disabled people living in the UK barriers disabled people face when looking extra costs of around £550 every month are listened to and taken into account when for work. They should be able to choose if that come with managing a condition developing policy now and in the future. The and when they participate in an employ- or impairment. But work is about much new Changing Work Centre established by ment support programme, without facing more than wages. Carving out a career and the Fabian Society and Community presents any risk to their financial support. building skills, expertise and relationships an exciting opportunity to develop a plan for As Felix Labwo and Lauren Pitt illustrate along the way is often a hugely fulfilling a future world of work built with disabled in their contributions to this publication, experience. people at the centre. This should help shape many disabled people who disclose a con- Yet less than half of all disabled people a vision where opportunities to find and pro- dition or impairment in a job application are currently in work - 48 per cent of disa- gress in work are open to everyone. simply aren’t considered for roles. bled people are in work compared to 80 per Disabled people face a range of barriers In fact, 74 per cent of disabled people cent of non-disabled people. Whilst it’s true at all stages of their careers. At the root we surveyed felt they had lost out on a job that more disabled people are in work now of this is insufficient support for working opportunity because of their impairment. than ever before, the substantial difference disabled people and outdated workplace This just isn’t fair. All too often, employers between the two rates – the disability em- culture. Eighty five per cent of disabled peo- perceive disabled people as “risky hires”. ployment gap – has barely shifted over the ple feel employer attitudes haven’t changed All employers, from banks to hospitals, last ten years. since 2012. large firms to political parties, should rec- Today, disabled people still face a num- Tackling these barriers is no simple feat, ognise the huge potential that comes with ber of barriers getting in to work, staying at but will be essential to making the future opening up a workforce to the widest pool work and progressing in their careers. world of work inclusive of disabled people. of talent available. At Scope, we campaign for the world to This calls for creative and lasting solu- become a place where disabled people have tions to bridge the gap between policy and Progressing in their careers the same opportunities as everybody else. practice when it comes to recruiting, sup- Disabled people face barriers once they’re Tackling barriers within employment is cen- porting and developing disabled people. in work too, often missing out on oppor- tral to this. We’re pleased to have worked tunities to develop new skills and move with the Fabian Society on this series of Getting in to work up in their careers. The two most common essays, bringing together the experiences Until now, mainstream support in to work forms of workplace discrimination disabled and expertise of disabled people, leaders has not been successful with disabled peo- people face are being given fewer respon- in employment research, as well as key ple. Schemes like the Work Programme, sibilities and not being promoted. When figures within the Labour Party committed which take a one-size-fits-all approach, these opportunities are afforded to their

4 / An inclusive future non-disabled colleagues, a progression gap this, with 48 per cent of disabled employees around living independently. This should starts to emerge. telling us modified hours were key to staying factor in support they may need around in work. looking for or staying at work. Staying in work This was certainly true for Gill, who Another barrier to work is getting the Getting the right support and resources is found out she needed dialysis just a month right financial support. Disabled people face essential for many disabled people to do after starting her new job: extra costs amounting to an average of £550 their jobs. But too often, disabled people per month as a result of their condition or leave the workplace altogether following a “I thought, ‘it’s all going to go wrong impairment. Personal Independence Pay- change in their health when the right ad- again now. I’m going to have to stop ments (PIP) play a vital role in supporting justments or support could have supported working.’ I told my boss, and she was disabled people to overcome financial bar- them to stay in their role. absolutely fine with it. She said, ‘If you riers to work. In a recent survey of people can do afternoon dialysis and come to who receive PIP and its predecessor DLA, Making adjustments work in the morning, that’s fine’. Now, more than half said that PIP or DLA was We know that increasing numbers of peo- not every company would let me do important in helping them to work. Among ple are falling out of work due to illness or that.” those looking for work, 37 per cent said that disability. While in some cases that may be these payments were important in helping the right route to take, it is vital that disa- While all employees have a right to re- them to do so. bled people are given an opportunity to quest flexible working, arrangements like For PIP to play a meaningful role in sup- explore how they might best be supported Gill’s between a disabled person and their porting disabled people to meet the extra to carry on working if their circumstances employer are still startlingly rare. costs they face both while looking for work change. Only 42 per cent of people who Flexible working should be at the heart and at work, it has to be protected from receive the out of work benefit Employ- of ambitions to create inclusive workplaces. means-testing. And to secure this support ment and Support Allowance were offered All types of flexible working, including within the future world of work, the level of an adjustment before they left their job in flexitime, remote working and flexible ap- PIP should grow in line with inflation. 2014. proaches to sickness absence, should be Only through a truly cross-government Most employers do understand their built in to this drive to make the UK’s work- approach can these wider barriers to work legal obligation to offer workplace adjust- places fit for the future. be overcome. Policy makers should con- ments to disabled people - 96 per cent of sider each of the solutions set out here as employers have a workplace adjustment Driving a cross-government approach single components within a wider whole. procedure in place. Yet, policy doesn’t always Changes to workplace culture and practices Whoever is able to take this whole-system translate into practice. Many employers alone will not be sufficient to drive the so- approach to disability employment will be continue to struggle to understand their role cietal change needed to make sure disabled in the best position to drive meaningful and in supporting disabled employees. people have the same opportunities at work lasting change in the British workplace. To drive real change, we believe em- as everyone else. Disabled people face a Labour has set itself a bold ambition of ployers need industry-specific guidance number of other barriers that can make understanding and planning for a future on workplace adjustments. This should be working more difficult. world of work. It is positive to see the party targeted towards whole organisations, with One of these is not getting the right so- exploring what changes might affect the UK line managers getting the training and re- cial care. Many disabled people get support labour market and considering what innova- sources they need to best support disabled to live independently through a social care tive practices could be developed in response. members of their teams and enable them to package. Scope research has found 79 per For this project to have maximum impact, perform to their full potential. cent of disabled people who use social care people who face barriers to participating in We know that many disabled people feel it is important in enabling them to work some or all of the labour market as it is must chose to work part-time to manage their or look for work. Among younger disabled be at the centre of plans for change. health and wellbeing, with 13 per cent re- people (aged 17—30) using social care, To drive real change in working oppor- porting that their decision to work reduced only 15 per cent were getting support with tunities for disabled people, Labour should hours related to their impairment or condi- working, and only 13 per cent were getting look to re-think how employers are sup- tion. A further 26 per cent of disabled people support with looking for work. ported to set up and run their workplaces. F in work would prefer to work shorter hours Social care should be better aligned to if they could. Scope’s own research supports disabled people’s needs and aspirations Mark Atkinson is chief executive of Scope.

5 / An inclusive future overt and inadvertent – is likely to rise as Obligations to work should also not a result. Labour can only tackle this if we be overlooked in the changing policy and return to government and our manifesto employment landscape. The pressure to last year included plans to address this work has also increased, under employ- issue specifically. ment and support allowance changes The party of all Changes to the most common forms initiated under Labour – although poor of employment also allow more disabled initial introduction and disastrous sub- workers people to participate in workplaces. The sequent changes led to the programme shift from industrial, manual labour to very quickly being roundly condemned in Labour must recommit to full the growth in service and financial sector the disability sector. The hyper-sanctions employment and remove barriers working increases opportunities for many regime adopted by Iain Duncan Smith to work affecting disabled people, more disabled people to play a more active and the coalition government fast-tracked writes Neil Coyle. part in mainstream workplaces. Any La- negative perceptions of ‘welfare reform’ bour government should look to work with and has caused huge mistrust between employers to roll out good practice and many disabled people and Jobcentre ensure tax incentives are there to further Plus (JCP). These changes force some abour is the party of all workers. My diversify staff, as has been used previously people (who would meet the Equality Act Lown constituency has the third high- with mixed results. definition of ‘disabled people’) to be more est workforce in the financial sector and actively seeking employment or be in I’m proud of it. Unless Labour speaks for The hyper-sanctions regime work or face, in some cases, utter destitu- all workers we are creating an artificial adopted by Iain Duncan tion. They will need rapid review under barrier to our own electability. We are the any future Labour government. In the party of full employment and that can- Smith and the coalition interim, the proposed ‘work coaches’ be- not be achieved without a strong focus government fast-tracked ing implemented in JCPs have come with on disabled people. The world of work negative perceptions of very weak detail when ministers and of- has changed massively in the last two to ‘welfare reform’ and has ficials have represented the DWP at work three generations and in some ways is far and pensions select committee meetings. more open to disabled people than ever caused huge mistrust Their training and knowledge – in ben- before. between many disabled efits issues and in disability awareness – is The rollout of provisions of the original people and Jobcentre Plus crucial to delivering for disabled people. Disability Discrimination Act has made Equally vital is re-bridging the trust gap some work and workplaces more acces- The transformation in how we work that has widened since Labour left office. sible – especially once Labour’s teeth were has also massively increased opportuni- Aside from the negatives mentioned added to the initial legislation and a formal ties for many disabled people – through above – and the need for caution in the commission was introduced to police, home working and advances in IT and face of further cuts and implementing fur- strengthen and implement the legislation. accessibility software. There are now com- ther welfare and workplace policy changes However, further work needs do- panies that specialise in opening up home – there was also a drop in the overall per- ing as the legislation and commission working for disabled people specifically to centage of working age disabled people in were undermined under the coalition help call centres cut costs in recruitment work between 2010 and 2015. This should government, with Brexit risking further and retention (which is higher for non- set alarm bells ringing in a government weakening. It seems likely that discrimi- disabled workers) as well as reduce the that committed in its 2015 manifesto to nation on disability grounds will rise as overall office space required. The DWP halving the disability employment gap. a result of employment tribunal fees, – and Labour in the longer term – should There are areas where the government for example. The same has already been be working with progressive companies could fast track some changes to help try shown for cases against gender discrimi- on initiatives like this that help businesses and meet their commitment. nation sadly, with a huge reduction in and increase working opportunities for The DWP is gearing up for what are cases after the coalition introduced fees. people who could perhaps more eas- billed to be significant changes to the Cases against employers have dropped ily work from home, including disabled work programme. Iain Duncan Smith’s dramatically and discrimination – both people and carers. flagship scheme never got the results

6 / An inclusive future intended and arguably tore up some bet- the onset of illness or development of an boost disabled people’s confidence and ter projects and efforts that existed previ- impairment is crucial to ensure disabled ensure any recruitment process is faced ously. The stats are known on initiatives people don’t readily give up work before with the strength of direct and relevant like the future jobs fund for young people, understanding the possible support avail- employment experience. This will ensure but the lesser known working neighbour- able to manage the impact or other means any interview or application questions are hood fund (WNF) also benefited disabled of mitigating the impact. I believe retention answered more fully and with examples in people. In my constituency, this scheme could be improved through an obligation work that might otherwise be impossible was used by local organisations from on employers to show full consideration to provide – boosting chances of success mental health charities right through to a for reasonable adjustments before accept- and levelling the playing field. local garden farm that provided a project ing an employee’s resignation on ill health The government has one further op- specifically benefiting people with learn- grounds. portunity to meet that commitment to ing disabilities. They were able to engage The Sayce review also recommended extending access to work as well as halve in the WNF because of the commission- doubling the number of disabled people the disability employment gap: the ap- ing process. The work programme with supported through the Access to Work prenticeship programme. The government its national setting and prime contractor scheme. This simply hasn’t been delivered. says it wants three million apprenticeships system inevitably prevented smaller delivered within this parliament (the scale, more successful localised projects The shift from industrial, same timeframe as halving the disability being able to secure sufficient funding manual labour to the growth employment gap). But the last work and to provide similar results. Some of these, pensions secretary appeared to roll back albeit, small schemes had success rates in service and financial expectations in these critical areas, and in the 80 - 90 per cent region. The work sector working increases the current incumbent is yet to be grilled programme has never attained anywhere opportunities for many on them. Marrying the two commitments near that result. It also facilitated a ‘lowest more disabled people to and focusing on newly disabled people hanging fruit’ operation by contractors as well as younger disabled people would that skewed access away from organisa- play a more active part in benefit all involved. Providing the skills tions that were previously able to provide mainstream workplaces to a disabled person – and the in-work the more personalised support that many experience that may otherwise doubly disabled people require. The government did commit in 2013, harm employment prospects in open Any revisions to, or complete overhaul publicly and with an apparent additional recruitment – would be hugely beneficial. of, the work programme must take these £8m financial backing, to extend access to Coupling it with a genuine commitment setbacks into account if the government is work to disabled people who secured work to provide better advice on access to work serious about its manifesto commitment placements and internships. The DWP to both disabled people seeking work and and about achieving better results. More of have been beyond reluctant to provide employers would also help. The proposed the same simply is not a solution. any information on how progress is being work coaches, overhaul of the failing work Linked to central government schemes made or how money has been spent. This programme and apprenticeship levy and is the access to work initiative. This is a is very disappointing. It is suspected that wider scheme could further boost the hardy perennial when it comes to trying to one significant barrier is within the operat- support and flexibility DWP offers disabled get more disabled people into work. It has ing of access to work itself; a ‘bureaucratic’ people and employers and help meet the long been an aspiration of the disability barrier. Whatever the challenge has been in welcome targets. movement to get the scheme better known delivering this goal must be overcome. Labour must take up the mantle being and delivered. It is believed to make a One of the most significant barriers gradually dropped or mislaid by the Tories net contribution to government coffers to employment disabled people still face and show an appetite in these areas – as – through reduced benefit payments and is employers’ attitudes and underlying well as how our policies will extend real raising income tax and national insurance discrimination. This is reinforced for opportunities for all people seeking work, contributions. In 2011 the government young disabled people with limited work especially disabled people and others accepted all the recommendations of experience. Ensuring access to work experiencing the greatest barriers. F the Sayce review for DWP which rightly can help tackle potentially empty CVs included a focus on retention of disabled for young disabled people and would Neil Coyle is Labour MP for Bermondsey people in work. Retaining work following address this issue head on. It would also and Old Southwark.

7 / An inclusive future Some feel that employers are still discrim- confident. Because of the Scope programme inating. I read that 49 per cent of companies my confidence went up. I learnt about what don’t want to hire someone who has learn- I need to do when communicating with ing difficulties and that affected me because companies. What helped was that it wasn’t I’m part of that demographic. Disability is a as formal as college or school. I liked the My early broad spectrum. Just because someone has course leader’s approach of giving us exam- a certain disability, it doesn’t automatically ples of what to do, what not to do, clarifying experiences of mean they can’t do something. things if we didn’t understand. I feel like there’s a lack of diversity re- I had a mentor and we’re still in contact. employment garding the public image of disabled peo- I still keep in touch with others from the ple. When people think of disabled people programme too. It’s been really good. It Felix Labwo writes about his they usually think of somebody who’s gave me a sense that, not only could I get experience working with autism, using a wheelchair. a job with what they had taught me, but and how the right support can help Overall I still feel there’s a long way to also the sense that I can now talk about disabled people to thrive in the go in terms of improving attitudes. I think disability in a positive way. workplace. that awareness campaigns have an impact on employers and on the wider public. Work placements and internships are a great way to get experience Getting specialist support is very The work I have found in recent years has was working for a firm in east London beneficial been mostly down to organisations putting Iand unfortunately it didn’t go according Some young people don’t get the right me in contact with different employers. to plan. At that point I realised that my support, and because of that they may find I was able to do a work placement as autism can’t just be ignored. their young adult lives very troubling and an office assistant at a specialist law firm Workplaces can be more autistic- challenging at times. At college there was in central London. From my first day there friendly by being patient when it comes very little help to find employment. I was I knew that this was going to be a good to communication, reinforcing boundaries referred to Scope by the council in Newham experience. They gave me a task that they regarding employee relations, and if there because they knew what had happened thought was going to take me more than a is an incident where the individual is with my previous job. I needed support, and day to do, and it took me just a few hours. anxious then it would be best to find out I feel like the support I got was really good. I did a whole range of tasks. I was in why. It’s something that I shouldn’t be The session on how to disclose that you’re marketing, HR, IT and the general office, ashamed of. disabled was really useful. In the past, I so I got the chance to experience different I would like employers to know that wouldn’t have disclosed my diagnosis, but areas as well as juggling different things. autism is not completely negative. It’s nowadays I do and those who I’ve worked Looking at what I did on the work place- important to acknowledge that autistic with have seen my disability in a positive ment, I feel that I can work in the office. people have skills - such as being able to light. In the last year I’ve done other place- see a task right through to the end - and to ments and internships. During my time see how those skills could best be utilised Disability is a broad at a bank I made the transition from just by a company. spectrum. Just because doing training to actually being part of the team. I learnt people skills and attention Improving attitudes towards disabled someone has a certain to detail. The branch managers said that I people disability, it doesn’t was an expert when it came to using the I discovered that two thirds of the public automatically mean they machines because people used to struggle are still uncomfortable with disabled can’t do something with them, but my being there made it people, and that’s very clear in terms of easier for the customers and easier for my employment, in terms of social life, and so colleagues too. on. Despite the Disability Discrimination My confidence and communication is I then did a work placement at a cof- Act being put in place 20 years ago, it still something that I’ve really had to work at. fee shop which came about as a result doesn’t feel like disabled people are given Employers are always looking for somebody of an event with different employers. equal opportunities. who’s good at communication and who’s My tasks were to serve customers at the

8 / An inclusive future © Scope till, clear tables, deal with deliveries and Education is key so that employers out there and sending it off to different occasionally helping with closing. Team know how to cater to a person’s needs. employers. work and efficiency were key. It was a And the support I’m going to need isn’t I would advise disabled people seeking very good experience, and probably the the same as for someone who has cerebral employment to highlight the positives most challenging work placement that palsy, or muscular dystrophy; it’s going to that they can bring to the workplace. You I’ve been on. be different. People need to be educated can’t compare yourself to everybody else. I have just finished an internship at about what cerebral palsy is, people need Can you imagine how bland and boring another law firm, supporting the execu- to be educated about what autism is, and the world would be if everybody was the tive assistant to the CEO. It was extended how they can make adaptations. same? Everybody brings something new several times. Overall I still feel there’s a long way to to the table. If I look back at the past 18 go in terms of improving attitudes. I think months, or even before that, it’s a testa- Thriving in the workplace that awareness campaigns have an impact ment to how disability doesn’t have to be Getting a job is just the first step. For some- on employers and on the wider public. a barrier to having a good life. body who has a certain condition to thrive If you have a goal in mind and you keep in the workplace, they need support. Moving forward going for that goal – the rest is history. F For the employer to be aware about the After finding out about employers not condition of a potential employee that po- being confident about hiring people Felix Labwo took part in a Scope pre- tential candidate, who is disabled, needs with learning difficulties, I’m going to employment service and is passionate to strike up the confidence to say: “This is put together a report on how employ- about improving employers’ attitudes my condition, this is why I need support.” ers can be inclusive. I plan on getting it towards disability.

9 / An inclusive future The inclusive growth we need Creating an inclusive economy is not only the right moral choice, it is also a hallmark of a sustainable economy, writes Seema Malhotra.

Seema Malhotra is the Labour and Co-operative MP for Feltham and Heston

n the election last year, a parent ployment, in all professions, independent employment a cause for urgent focus. Istopped me at the school gate. He had of individual fortune. The case for reducing And it makes the government response a physical impairment, and had struggled the disability employment gap must start all the more jarring: faced with a 30 to find work. Like any other parent, he with that moral concern and centre on per cent disability employment gap, the wanted to provide for his family and give achieving those fairer outcomes. Conservative position so far is defined by his children the best chance in life. “What But the moral case is doubly strong be- cuts to ESA, the tragic failures of Work are you doing for people with disabili- cause it is also an economic one. There are Capability Assessments and the clueless ties?” he asked. “Everything is being cut, other powerful echoes of moral concern in performance of the Work Programme for all our support.” this volume. I want to add to that weight health-related welfare claimants. There is Other local residents have also raised of concern the agreement of economic a pressing imperative now to tackle the practical day-to-day issues that have rationale, too. issue head-on. stopped them from being able to get on The economic grounds for boosting dis- Employment of disabled workers – and, with the practicalities of daily life. One ability employment are current, clear and more widely, health-related employment issue that stands out is the difficulty strategic. – should be of concern to us all. We have residents who use a wheelchair experi- They are current, because with wages all been affected by periods of sickness, ence getting onto a bus if the driver isn’t squeezed and public support cut, a boost either directly or in our concern and care sensitive to their needs or the ramp doesn’t to disability employment – still lagging far for family members and friends. Too often, work properly. Things that most of us too far behind wider employment rates – the debate on disability employment has wouldn’t even think about. would be a crucial driver of living stand- taken a snapshot view, highlighting only So before we even start down the road ards for many. a small proportion of concern. That is a of how much it costs us as a nation, as The economic grounds are clear: the mistake. 2014 research from the Institute well as how much stress and despair a double fiscal advantage of higher tax / low- of Fiscal Studies shows that a snapshot non-inclusive society causes for disabled er welfare is exceeded only by the personal view may point to around 7.7 per cent of people and their families, these anecdotes significance of moving from being out of adults reported or registered as disabled at show how far we are from a truly inclusive work into appropriate, sustained work. a single point in time. But over 18 waves of economy. And they are strategic, too – effectively panel surveys, that figure rose dramatically The case for an inclusive future of work tackling trends in disability employment to 26.8 per cent of adults experiencing dis- is, foremost, a moral one. Persistent exclu- could put us on the front-foot in dealing ability at some point in time, indicating the sion, unemployment and underemploy- with a much wider set of changes in jobs, dynamic nature of the issue. A longer term ment of a vast group of people is an affront demography and public institutions. view shows the issue for what is an issue of to the world we aspire to: a social ethic that The combined force of moral concern national importance, but also of intensely offers fair, engaging and empowering em- and economic rationale makes disability personal relevance.

10 / An inclusive future having provided informal care for someone in the past week, according to government figures from 2015, a positive focus on dis- ability employment could improve the standard of living for millions of families. Taken together, the economic case for action on disability employment can be summarised by the following four descriptions. A dynamic view that makes disability personal, not a snap- shot abstraction. A focus on keeping and improving jobs, not an impersonal obsession with benefit off-flow alone. A reminder that health is as much mental as physical. And an empathetic sight of the opportunity: success on disability employment is success not just for those individuals, but advances for entire fami- lies and communities.

The current case for disability employment A focus on boosting employment is espe- cially pertinent today. This is because the shortcomings of macroeconomic policy have put the entire burden of living stand- ards maintenance on employment gains, © iStockPhoto not on rising wages and not on public In making the economic case for ac- misguided. Our concern shouldn’t stop at support. tion, we must also think of not just one the point of employment. We must aim Put yourself in the shoes of a low- part, but the entire pathway to work from higher; aspiring for human flourishing as income working household. You have felt periods of sickness, from inactivity through much as for job retention and progression. the acute pain of real earnings falling every to sustained employment and progression. Beyond taking a long view of the issue, single year for five years since 2009. In that We should start with care for those inactive we should take note of two further features time of need, instead of support, there has with disability, affecting over 3.7 million of disability employment. First, that it un- been a deeply regressive set of tax and ben- people in Britain according to Office of Na- covers a wider issue in our health system: efit changes: you have lost the most as a tional Statistics’ 2016 statistics. And clearly, a large shift towards mental and behav- proportion of your income due to changes getting into a job is a major concern: the ioural conditions in disability is a powerful introduced by the coalition. Squeezed 48 per cent employment rate for those with reminder that we must do better with our between the government’s productivity a disability remains well below the overall mental health services. Around half of ESA crunch and fiscal failure, the only source employment rate. But on this debate espe- claims are primarily for mental health con- of respite for living standards has been the cially, we must think beyond the point of ditions. But between the Work Programme fact of employment. job entry: for those returning to work after and health services, the government failed Of course, this context was avoidable sickness, holding on to their job and feel- millions over the last parliament and lessons and remains tractable. Cutting benefits ing comfortable to productively contribute must be learnt fast. Second, in policy and in from those most in need and at a time of is a crucial step. The government’s failure the case for action, we must think both of their greatest need was not just avoidable, to grasp this, in its inclination to obsess the individuals affected by disability, and but actively unjust. On that, too, moral with benefit off-flow alone, has been both the care environment they are in: with more concern is backed by economics: propos- personally devastating and economically than a quarter of 50 to 69-year-old women als to cut ESA work-related activity group

11 / An inclusive future support are especially bad examples of ing to work, with reasonable adjustments how a wider economy of flexible workers incentive design. Equally, failure to act on and new technologies in the work place could best support certainty and stability. real wage and productivity stagnation has making it possible to do so. And, above all, in boosting disability em- become the defining feature of Conserva- Collectively, then, there is a clear and ployment, we can promote institutional tive macroeconomic handling. crucial economic logic behind a focus on relationships and cultural shifts between But stuck amidst microeconomic failure disability employment. It is good for the public, business and third sector that will on welfare incentives and a macroeconom- individual, good for taxes, good for public be crucial to an effective future of work ic crunch on productivity, it is clear that a purse savings, good for family incomes more widely. At a time when people no focus on boosting the employment rate and, importantly, it is a good thing in it- longer work with an employer for life, by is the right focus for the current context. self to make our society one where work starting with support for those experienc- And given recent gains, the focus must includes us all and contributes to shared ing disability, we can promote collective now turn to offering the best support to prosperity. institutions of continuity: of training, of those out of work because of disability. The income assurance, of personal support, of economic case is current: this is a moment A strategic state care, of a culture of inclusion. We know where employment gains are an appropri- Finally, it is worth taking stock of the that these institutional shifts are possible. ate economic focus. longer-term economic logic. Too often, and Just look at the excellence in standards that especially on welfare, we end up confin- the Paralympics now represent, showing The fiscal case ing our political battles to the necessary what happens when institutions work over As well as being current, the economic but not sufficient areas of weekly income time to change our attitudes and shift our case for disability employment is clear. On levels, savings and taxes. Our politics, and expectations. a narrow case, each person supported from our state, must also be more visionary The positive economic case for boosting being off work with a disability into appro- and more strategic. And from a strategic disability employment is a strategic one. If priate work adds to household income, to point of view, there is a compelling logic to we can stand up to our ambition on dis- public taxes and to clearly cashable welfare boosting disability employment. ability employment, we can place ourselves reductions. That triple fiscal advantage well to tackle the challenges of work more goes further still, beyond a simple welfare As well as being current, the widely: of an ageing demography, of a cash saving: real support that gets some- economic case for disability changing, flexible work context driven by one into work can also act positively on the technology, of a more human, inclusive road to health recovery, a positive public employment is clear world of world, buttressed by collaboration saving ripple effect. The fiscal case could across sectors. not be clearer. That is because an effective set of policy There is, altogether, a robust economic But the current failure to deliver on this responses on disability employment would case for boosting disability employment: case could also not be clearer. A regime of tackle the wider issues that will be central a current case, a clear case and a strategic threatening assessments, low-level out- to our economy in the next decade. A case. But of course, the strongest case for come-based funding and an impersonal, visionary state that looks across people’s boosting disability employment remains damaging rhetoric are not just the govern- working life cycle, helping at times of need, a moral one. If we can create a more in- ment’s moral failures. They are, equally will be better placed to work in partner- clusive labour market, we will have made strongly, the government’s fiscal failures. ship with employers to promote flexible moral progress that in its train will bring Where is the fiscal logic in underpaying on working and support for individuals in economic benefits. And that moral prog- welfare-to-work support, from one hand, between periods of flexible work. A focus ress driven by a vision of open, empathetic only to pay more in resultant welfare out on empathetic, graduated return to work labour market institutions where people of another? alongside care, with public services tuned with disabilities in the workplace is seen Clear as this narrow fiscal case is, we to work effectively together to achieve this as much more of a norm will also have can look to a wider economic case for can yield lessons on effective support for long-term economic and social justice boosting disability employment. And that all with support needs and be much more payoffs. Openness, collaboration, fairness, is because effective support for disability attuned to changing work patterns. An and inclusion are, after all, hallmarks of a employment can have a multiplier effect effective solution on sick pay and proper good and confident society and represent too, in reducing costs or need of informal support for agency workers and those in the foundations for shared prosperity in and formal care for those able to and want- self-employment holds vital lessons for the long run. F

12 / An inclusive future Local approaches to inclusivity The post-referendum landscape provides an opportunity for cities like Leeds to determine their own economic futures, writes Judith Blake, but in order for city-led growth to be sustainable, it must be inclusive.

Judith Blake is leader of Leeds City Council.

his is an era of seismic change for the Working more closely with both employ- This is also an appropriate time to TUK. After seven years of austerity we ers and local people to develop flexible solu- reflect more broadly on the way in which now face a massive shift in our relation- tions that respond to city-specific needs will we support disabled people to access work. ship with our European neighbours. help us do just that. It is vital that together The Work Programme and Work Choice While this has created a great deal of we find ways to remove those barriers that Programme are both coming to an end uncertainty it also presents us with a new still prevent a significant minority of people in 2017, to be replaced by the single Work opportunity to redefine the way in which from accessing a growing number of em- and Health Programme. In addition there we deliver growth in cities like Leeds, ployment and training opportunities. If we is increased uncertainty over the future where I am leader of the city council. can achieve that we will do much more than provision of a range of programmes which Long-term sustainable growth can be simply boosting employment figures, we currently rely heavily on European funding. achieved by enabling everyone in the will make a tangible difference to persistent While I welcomed the establishment city to have the opportunity to fulfil their inequality and poverty. of the work and health unit in 2015, there potential. are undoubtedly still concerns about wider One of the issues brought into sharp fo- Our freedom to deliver the reforms which will include seeing everyone cus by the recent referendum is that some extent of change we need in brought together into a single work pro- people currently feel very remote from gramme. Not least that the Department for the benefits created by strengthening city Leeds is still constrained by Work and Pensions (DWP) risks creating a economies. This is not a new phenomenon national legislation machine so unwieldy that it simply cannot but post-referendum there may now be achieve the flexibility or responsiveness greater appetite at a central government The government must reflect on the required to make an effective difference to level to support efforts to bridge the cur- way in which cities in particular can be the numbers of people still facing barriers rent gap. freed to boost productivity and increase job to work. What is more there is a danger We already know that a significant creation. In Leeds our approach is to focus that the large supply chains inherent in proportion of our population who are disa- our efforts on building a strong economy a system this size will lose the specialist bled or manage a health condition are not within a compassionate city. Enabling services that play such an important role in able to access much-needed employment those furthest from the job market to ac- supporting disabled people. opportunities. As a result many of those cess good quality employment and training The last six years have been unprec- people are not sharing the rewards of our opportunities has been a central part of edented in terms of reductions in public stronger economy. As we seek to redefine that agenda from the outset. However, our sector funding. As local government has the nature of growth in Leeds we want freedom to deliver the extent of change been hit with some of the most severe to accelerate ongoing work to tackle this we need in Leeds is still constrained by budget reductions of any public sector deep-rooted inequality. national legislation. organisations, difficult decisions have to be

13 / An inclusive future made about the shape of service provision. and attracted inward investment. We can secure future employment. After this There’s no doubt that increased financial confidently talk about jobs being created academic year we hope we will have constraint is a major influencing factor in and the number of people claiming Job the evidence we need to enable the many public service reforms. However, in Seeker’s Allowance has fallen by almost 25 programme to become a standard part of this case it is unquestionably in everyone’s per cent. the city’s post-16 offer to young people interest – including the national economic However, despite these successes, the with special educational needs and dis- interest – to ensure that people have the number of people claiming Employment abilities. opportunity to fulfil their potential by Support Allowance or incapacity benefit The aim of the project is for young accessing work. I therefore hope that has remained stubbornly high. We have people to prove they can perform in a real the move to a single Work and Health around 32,000 people claiming health- job in a real workplace. Given the very Programme is not one purely dictated by related out-of-work benefits and almost different ambitions and aspirations of the finance. half of those have mental health issues. young people involved it is not surpris- In my view city leaders must respond to In Leeds we believe that the most ing that their placements are in a diverse the changes from the DWP in three ways. effective way to address this challenge range of industries including carpentry, Firstly, we must demonstrate best practice is through locally derived solutions. Per- agriculture, IT, retail, childcare, theatre and locally to ensure we are at the forefront of sistently high numbers of people relying museums. All of these students are sup- efforts to drive this agenda forward. That’s on health-related out-of-work benefits ported in their placements by job coaches where we will have our biggest tangible is a challenge unique to urban areas. We who ensure we best match young people impact. believe that those urban areas, if given the and placements, that support is available Secondly, while we continue to work freedom to do so, could drive change much for both the employer and young person within the remits of government frame- more rapidly in their own localities. and that reasonable adjustments can be works we must ensure that those systems When it comes to increasing access quickly identified and implemented. empower commissioners to deliver to work and training opportunities we Through this programme we want the flexibility and responsiveness based on already have the local knowledge and the young people to be able to go on to secure evidence of local need. relationships that can help us to direct permanent employment. Of course the Thirdly, we must do all we can to ensure support where it is needed. We can make scheme also benefits employers – not least that the DWP changes do not inadvertently connections with those best placed to give because they are able to bring new skills limit the breadth of aspiration of those cur- people with disabilities access to essential into their workforce and extend the pool of rently facing barriers to work. Supporting work-based opportunities. high quality talent available to them. those furthest from the job market is not To make all of this possible we need a simple task and there is some concern By far the biggest challenge strong relationships with local employ- that a drive to achieve performance targets in terms of numbers is ers. Those employers are equal partners with the DWP could see greater resource in our supported internships and are dedicated to ‘easy wins’ with those already supporting those suffering absolutely critical to their success. Our closer to the job market. We must therefore from mental health-related work to support adults with disabilities use our influence to press the case for a concerns to access employment and training also continuation of specialist support services relies heavily on our relationships with to ensure that we do reach those who re- This process should start with young partners. ally need that expertise. people. For Leeds this has particular For example, in July our Adult Social Ensuring people can access newly cre- priority as we pursue our wider ambition Care team worked in conjunction with ated job opportunities in urban areas that to become a truly child-friendly city. public, third and private sector partners to are increasing in strength and confidence Currently our complex needs team is host the city’s first ‘Hidden Talents’ job fair must be a priority for all major cities. If we working closely with Leeds City College, for both young people and older graduates want to establish a more inclusive labour Swarthmore, and our special inclusion with autism. market we must actively look beyond our learning centres to pilot ‘supported This was the first specialist autism job headline economic achievements. internships.’ Young disabled people are fair held in Leeds and around 200 people Leeds is a case in point. In recent spending their final year of study in a came through the door. Employers repre- years we have boosted our economy, variety of workplaces gaining vital skills sented ranged from big national employers strengthened links with local employers and experience to help equip them to to small local agencies.

14 / An inclusive future © Marcus Clarke

The outcomes have been extremely contract terms, and by supporting the as a whole. We have the chance to ensure positive for all concerned. Although it is development of social enterprises which more people living in Leeds can share the too early to determine specific job out- employ disabled people. benefits of a strong economy, while at the comes we do know good leads into work We are improving our links to employ- same time reducing poverty and persistent were established. A number of employers ers to ensure that information about inequality. Employers can access a wider are exploring options for supported intern- support services and employment events pool of talent and develop a workforce that ship schemes and others are now actively is accessible to more people. As a major is more representative of the communities talking to their HR teams about how they city employer, the council is improving its they serve. can make reasonable adjustments for own recruitment, retention and support for As a city we are determined to continue people with autism when interviewing disabled people. to act to do all we can to respond to local job applicants. Having seen how well the By far the biggest challenge in terms need. However, I urge central government event worked the DWP is looking at the of numbers is supporting those suffering to listen more closely to the voice of cities inclusion of subsequent autism job fairs from mental health-related concerns. More as ministers consider how best to progress under their schedule as part of their com- than half of the 32,000 people in Leeds this issue – and others – at a national level. mitment to the disability confident agenda. claiming ESA or IB fall into this category. With government inevitably focused on Of course events like this target a rela- We are therefore funding specialist mental the UK’s response to Brexit, now would tively specific group of individuals. That is health employment support and job reten- seem a very appropriate time for those in why we are working with employers to cre- tion services, which have been recognised Westminster to step back from their ongo- ate a new project intended to more broadly by the Sainsbury Centre for Mental Health ing role in delivering local services. Instead, support older people with disabilities into as a virtual ‘centre of excellence’. they should empower cities like ours employment. We are using our partnership Developing an inclusive labour market to better determine our own economic arrangements and our power as a major in Leeds will take time. We have a huge futures – an inclusive labour market will be commissioner of services to develop new challenge ahead of us. However, the po- an essential part of enabling us to fulfil our employment opportunities, for example, tential rewards of achieving this ambition economic potential. If cities throughout the by using the Social Value Act to include would be exceptionally rich for the indi- UK could do that the whole nation would requirements in service specifications and viduals involved, employers and the city benefit.F

15 / An inclusive future the barriers between disabled people and Although disability can affect anyone - sustainable employment. with almost one in five working age adults Barriers can be social, economic and being disabled - public attitudes remain a political and the effects of some recent major barrier. Scope and Opinium research legislative changes, particularly around from 2013 revealed that many people Breaking down the benefits for disabled people, make entering believed that having a disability would the workplace more difficult and remain- mean they would be less productive than barriers ing in sustainable employment extremely non-disabled people. Set against these challenging. preconceptions, disabled people face bar- Too often Britain’s employers To address these challenges we need riers in the workplace before they even display a lack of knowledge and action on flexible working, skills, benefits arrive there. understanding about disability, and public attitudes. We should aim to em- Public opinions around disabilities will writes Beverley Bambrough, power disabled people to make their own not be changed overnight, but we can but trade unions and disability choices and ensure the employer base is make progress towards the sea change organisations need to work together fully educated and aware of both responsi- we need by changing the ways in which to challenge perceptions. bilities and opportunities from employing disabled people tend to be portrayed in the more disabled people. media. When we look back at the Paralym- There is a steep hill to climb. Disabled pics in 2012 the media played a key part people are far less likely to be in employ- in supporting the event and it was evident here is no single solution that will ment. In March 2013 the UK employment that the public both supported and enjoyed Tsolve all of the challenges disabled rate among working age disabled people experiencing the success of the Paralympic individuals face but there are plenty of was 49 per cent compared to 82 per cent athletes. This raised awareness of disabil- policy levers that can and must be pulled of non-disabled people, showing just how ity issues and the positive role models on at the same time if we are to break down high the barriers to employment can be. show created a more diverse presentation of disabilities in the wider media. There are many economic barriers that individuals face within employment. The Equality Act 2010 seeks to provide protec- tions to ensure that employers make ‘rea- sonable adjustments’ to support employees to access or remain in work. However, all too often in our experience, what ap- pears a simple adjustment can become a stumbling block. This stems from a lack of understanding on the employer’s part with many decision makers in organisations having little or no understanding or previ- ous contact with a disabled person. Disabled people must be consulted more about decisions affecting their em- ployment. From a union perspective, on the surface it appears easy; in reality quite often entrenched views can be difficult to break down and cause untold distress and anxiety for the disabled worker. A lack of knowledge and understanding about disability issues places barriers in the way of good employment decisions. All too often we see occupational health reports © Thomas Sutton

16 / An inclusive future intended to provide support for employees We need employers, disability organi- Yet some developments in transport used as a mechanism to commence capa- sations, the education system and trade policy are taking us backwards, such as bility procedures, erecting another barrier unions to work together to develop under- the move towards fewer staff on platforms to the continued employment of disabled standing and awareness amongst employ- which makes traveling more difficult workers. ers and the next generation of managers. for many disabled people. Government Community works with many sup- Disabled people need to be provided schemes such as Access to Work have tried ported employment businesses, where with the support to live and work inde- to address some of the mobility issues and the majority of their workforce are disa- pendently alongside and equal to non- many of our members have benefitted, yet bled people. For these employers, who disabled people. This support could be there is always a fear that funding for the have worked so closely with disabled with undertaking application processes, policy will disappear. employees, they see providing support navigating the benefit system, or getting There is a multitude of legislation and and adjustments as important invest- through or appealing the all too feared policy from pre-employment to the ben- ments in retaining valuable, skilled staff. Personal Independence Payments (PIP) efits system all intended to protect and There are examples of good practice assessments. support disabled people. The reality of low outside of supported employment and Two of the most common enablers employment levels for disabled people re- the workforce diversity agenda, pursued for working adults with impairments are veals that current approaches aren’t work- by an increasing number of employers. flexible working and tax credits, with the ing. Meanwhile, technological changes in These will open up more opportunities most common barriers lack of job oppor- the workplace are creating both opportuni- for disabled workers. Nevertheless, there tunities and difficulty with transport. These ties and threats to employment, not just for is much further to go. policy areas are spread across government disabled workers. How we react to these Approaches to sickness or disability departments, yet the way they impact on changes is crucial and it’s important that leave can also impact on disabled workers. disabled people’s lives and work have the voices of disabled workers are strongly There are examples where organisational a cumulative and too often detrimental heard in these debates around technology policy works well but we frequently find impact. Although there have been efforts and work. ourselves having to deploy legal argu- to undertake cross-departmental work on It is fair to say that during the last 20 ments to support an individual in the issues affecting disabled people, the pace years unions and disabled people’s or- workplace. A flexible approach to working of change is slow. ganisations have been at the forefront of patterns and locations can assist in some enabling change through lobbying and cases and may enable the individual to Public opinions around presenting a collective voice. develop a work pattern that allows con- disabilities will not be Although many milestones have been tinuation of employment. Increasing the achieved there is still a long way to go. awareness of both managers and disabled changed overnight, but we Unions need to lead from the front, be workers as to what support is available to can make progress towards proactive in challenging inequality, and the employer is key in achieving access the sea change we need by work closely with organisations to develop to meaningful employment for disabled changing the ways in which workplace and government policies that people. increase sustainable employment for disa- Trade unions have a vital role in raising disabled people tend to be bled workers. awareness of these issues with employers portrayed in the media If we can change perceptions, improve and supporting their disabled members. education and awareness and challenge But it’s not just inside the workplace where In the case of transport, accessible trans- polices that place a greater burden on disa- we have a role to play. We need to influ- port is vital in enabling disabled workers to bled people’s lives, then we will continue ence those setting policy or developing get to their workplaces. While technology to break down barriers for disabled people. regulations, ensuring that disability issues improvements and changes in attitudes to That way we will both create more op- are high on the agenda of government. home-working may overcome some of the portunities for more people in our diverse However, policies are one mechanism employment challenges for some disabled society and create a more inclusive and to support disabled members but they are people, accessible transport is an issues productive world of work. F at times a reactionary tool. There needs to that needs to be addressed. Transport has be more pro-active responses to support been a major campaigning priority for our Beverley Bambrough is education and both employers and disabled people. disabled members for many years. equalities director at Community

17 / An inclusive future attitudes and processes and challenge un- organisations. Businesses with diverse conscious biases. Innovative employers are workforces tend to be more profitable, making full use of the new technologies more relevant and better at problem-solv- available to increase diversity. ing. And so given the benefits provided by an inclusive approach, why would or- Diversity and The importance of diversity ganisations want to cut off whole groups As the world of work changes, there is a of potential talent by not making their creativity in pressing need for people and organisations workplaces accessible? to be creative. Economists and futurists innovative looking at the future of work, such as Erik How innovative employers break organisations Brynjolfsson and Andrew McAfee, fre- down barriers quently refer to the need for creative skills I have identified four steps that innovative We can only be creative if we are at a time when technology and automated employers take to break down barriers at diverse, writes Toby Mildon, and systems are replacing routine tasks. The in- work to increase diversity and creativity at new technology is making it easier dividuals and organisations that will thrive work. than ever for employers to break in the new economy, they say, will be those that are able to embrace creativity. 1. Making diversity central to the organisation down barriers at work. Diversity can’t just be a bolt-on. It needs Our vision is to be the most to be hardwired into an organisation. Too creative organisation in often diversity and inclusion practices are An individual approach seen as an optional extra, or as something If we are to achieve a more inclusive the world. We think the the HR team must deal with alone. In working future, we need to break down best way to become more fact, the most innovative organisations barriers at work for everybody. Too creative is to increase the recognise that an inclusive approach to often when employers consider action number of different ideas employment needs to come right from the to support disabled people, or others in top. lower participation groups, they go for colliding together. And the At the BBC, our commitment to diversi- ‘one size fits all’ solutions. Instead, we need best way of doing that is ty and inclusion is a priority for the director to embed processes and attitudes that to make sure there is more general. Tony Hall launched our ambitious encourage employers and managers to diversity amongst the people strategy earlier this year, calling for the work with their staff to identify the barriers BBC to lead the industry in diversity and and together identify the right solutions. generating those ideas inclusion. Support from the top can help to There are groups that face more barri- change attitudes, and puts diversity at the ers than most in the workplace. Disabled At the BBC, we are taking the creativity heart of the organisation’s mission – some- people tend to be right at the top of this challenge seriously. Our vision is to be the thing that everybody should be working list. But disabled people are not one ho- most creative organisation in the world. We towards at all times. mogenous group. A new ramp or a hearing think the best way to become more crea- loop, while useful for those with mobility tive is to increase the number of different 2.‘Think global, act local’ or hearing impairments, will not remove ideas colliding together. And the best way Not all barriers to work can be found on a barriers for an employee who has autism, of doing that is to make sure there is more big checklist. Of course employers need to for example. So disabled people have the diversity amongst the people generating make sure they get the basics right. For ex- most to gain from a management approach those ideas. If someone was excluded from ample, all workplaces should be physically that looks to work with all individuals to our workplace, because of their disability, accessible, and flexible working practices remove barriers to work. race, gender, age or other characteristic, we should be made available to all employees New technologies make it easier than would be reducing our ability to come up and highlighted to potential candidates. ever for employers to adopt more inclusive with new ideas and remain relevant to our But the best employers are able to work practices. The increasing availability and audience. with their staff to identify new and per- affordability of software to interrupt bias Research clearly shows that inclusive sonal barriers quickly and to address them allows employers to address entrenched organisations outperform non-inclusive as they come up.

18 / An inclusive future A useful way of thinking about inclusiv- organisations to adjust their recruitment make. For example, Clear Company ity is to ‘think global, act local’. This phrase processes to maximise diversity by widen- provides an interface for employers to ask was popularised by the environmental ing their talent pool. The BBC has recently all employees to request adjustments in a movement as a way of acknowledging that piloted a no-CV recruitment process by mainstreamed way – this might be changes a large number of people making small shortlisting candidates objectively with an to working hours, physical adjustments changes locally can lead to global change. anonymous skills-based task. This “blind to the working space or new software or But it is also useful from an inclusivity auditioning” process isn’t a new idea. Back equipment. perspective. We can only remove barriers in the 1930s, judges asked musicians to at a national or even global level by under- audition behind a screen to redress the Into the future standing the barriers and needs of every gender imbalance in orchestras. But now Following my four steps will help employers individual in our workplaces. we have a technological bias pattern inter- to unlock diversity and creativity in their To do that properly, organisations need rupter fit for the 21st century. As a result, workplaces. Those employers that fail to to establish strategies not only to get the there has been a three-fold increase in the address the physical and attitudinal barriers basics right, but also to deal with more number of people from ethnic minorities in their workplaces will increasingly find it complex needs and barriers. Managers selected for interview. difficult to fill skills gaps as their talent pool need to have the training, confidence and remains shallow. And while the increasing tools to be able to ask individuals a simple 4. Flexibility is key use of technology at work increases the question: “What do you need to be your Flexible working is now commonplace need for flexibility, new online platforms best self at work?” in many workplaces, partly thanks to the are also putting pressure on employers to right to request flexible working, but also be inclusive. 3. Challenging unconscious bias due to modernising working practice. Online tools like Glassdoor are giving Too often people think creating an inclusive More and more employers are recognising employees more information than ever workplace is purely physical. But as impor- that flexible working practices can allow about potential employers. The website tant as it is, it isn’t all about building ramps their employees to flourish. lets current and former employees rate and adapting spaces. Some of the biggest and write about their employers for barriers can be attitudinal. Unconscious With technology and the world to see. It means that those bias is a systemic barrier that runs through greater connectivity organisations that are genuinely inclusive workplaces all over the country. Managers will be easy for potential employees to can be only too happy to hire in their own making remote working find. And of course it also means that non- image and to drift towards comfort zones a possibility for more and inclusive employers can be flagged up. of familiarity. For disabled people, or those more organisations, many With the rise of social media, employers with protected characteristics, this can employers are creating that fail to address barriers reported by put up a major barrier to employment at their employees are running a serious workplaces where unconscious bias goes more flexible working reputational risk. unchallenged. spaces In this new world of work, it is more The trouble with unconscious bias is important than ever that employers open that it happens naturally – we’re hardwired As well as flexibility on working hours, themselves up to the full array of talent in to seek out threats and without the innovative employers are also increasingly the labour market. Innovative organisa- right training and support, we can often redesigning their physical spaces. With tions recognise that they need to be flex- misinterpret difference as a threat. But technology and greater connectivity mak- ible and accessible, and that they need to this sort of thinking is fatal for diversity ing remote working a possibility for more support everybody that works for them so and inclusion. So we need to confront and and more organisations, many employers that they can realise their full potential. interrupt unconscious bias, particularly are creating more flexible working spaces. The organisations that will thrive in the at times of high pressure such as hiring This creates greater accessibility, but also future world of work will be those that can new employees, or during redundancy reflects changing attitudes at work in embrace diversity, and therefore unleash procedures. which people tend to value flexibility more creativity. F Thankfully, new technology makes highly. it much easier to interrupt bias. Online Again, new technology means Toby Mildon is diversity and inclusion tools like Textio and Gap Jumpers allow adjustments are easier to identify and manager at the BBC

19 / An inclusive future to hear. I wanted to be looked at like any from the company the same day offering other person who had applied for that me a job and I was delighted to accept! job. I am almost certain that employers It is a varied job and I am really enjoying underestimated what I could do because what I am doing. They have never had a they knew I was blind. In interviews I often disabled employee before but they asked Moving into work spent most of my time explaining that I me what I needed and supported me from could do the job just as well as anyone else the beginning. Lauren Pitt writes about her who had applied although I was blind. experiences looking for work, and I was unemployed for eight months Getting support through Access to outlines her plan for making work and I remember feeling pretty useless. Work more inclusive and accessible for The unfortunate statistic is that two thirds Access to Work has helped with my trans- of people with a visual impairment are portation and getting me the equipment I disabled people. unemployed. I was determined not to be. need to do my job. On my first day, I had an assessment to understand what I needed Changing tack and then we were given the go-ahead to am 23 and in the summer of 2006 I be- Towards the end of my job hunt I was very order the equipment. I gan to lose my sight to a rare genetic honest, I outlined that I was registered This included screen reading software, a eye disease called Leber’s hereditary optic blind and this would bring complications braille labelling system and a splitter box neuropathy, or LHON for short. This pro- that might not come with other applicants, which means I can simultaneously listen to gressive sight loss eventually led to me but on the flip side I came with many my screen reader and the telephone. Hav- being registered blind. I am a braille reader, unique advantages; I am a quick and ef- ing this equipment will ensure I can do my a screen reader user and a very proud guide ficient worker, adaptable, resilient and I job as well as my sighted colleagues and dog owner. Sight loss has not stopped me want to achieve so therefore will give all that my sight loss doesn’t mean I am at a achieving all that I want. However, other that I can to succeed. disadvantage. people’s attitudes can often prove a greater With this approach to job hunting, Access to Work is a really good scheme impediment than sight loss itself. interview panels seemed to look at me but the process is slow and has too many I graduated last year with a 2:1 degree differently. I believe it made potential stages to it. It would be far better if it didn’t in theology and began a long and difficult employers see I was a confident, outgoing take so long to sort out because, for the first job hunt. I was under the illusion that with and determined young woman who would month at work, I was unable to do my job a good degree, a strong CV due to all of do all I could to achieve and not let my and had to sit with other people to listen to the volunteering that I’d done, and a lot disability define me. what they were doing. This was, at times, of determination, I would find a job with I believe this is the case for many disa- frustrating. I just wanted to be able to get minimal difficulties. This couldn’t have bled people who are searching for jobs. We on with my work. been further from the truth. just need the chance to prove ourselves. My employer was very supportive and However the public perception of disabled fully participated throughout all of the Ac- Looking for jobs people can disable us far more than our cess to Work stages. Now I have everything I made the decision to disclose the fact that actual disabilities. that I need, I am settling in with my team I was blind on almost all of my applications and getting to grips with the work that I and on my CV. My impairment is noth- Moving in to work need to do. ing to be ashamed of, and I wanted to be When I applied for my current job, their honest and open from the start. I applied email inviting me to interview was ex- Making employment inclusive and for over 250 jobs in a variety of roles but tremely positive, asking how they could accessible I received no response from about half help make the interview best for me, if my I am very glad to have found employment, of them. I had some interviews but I did guide dog would need any water and what and am keen to use my experiences to help not get any further despite them giving they were to be like around her. others. I have thought a lot about how me positive feedback and saying that they They invited me for a taster session so I finding employment can be more acces- hoped I found a job soon. could see how they worked and for them to sible, how access to work can be improved Many of the people told me I was in- see how I worked. The team was lovely and and how to help disabled people in the spirational, but that was not what I wanted I immediately felt like I fitted in. I heard work place.

20 / An inclusive future Firstly, the Access to Work process needs to start sooner, ideally before the recipient starts work. It would also be useful for disabled people looking for work to have more guidance, perhaps from an experienced mentor. It would be great if there were more internships around for disabled people, providing much needed experience and demonstrating to employers that there is a vast section of the population that is chronically underemployed, but manifestly employable. Application forms could be more ac- cessible. Simply including headings on an application form can help someone who uses a screen reader immensely. Using an easy to read font can help peo- ple who are partially sighted, dyslexic or have a learning disability. Allowing people to submit their applications in other ways, such as through audio or video applica- tions could also be beneficial. We need to raise awareness to show disabled people in work can work, and the sheer variety of jobs they do. I want to do everything I could do when I had my sight. I accept I may have to change the way I do things but I have not found many things that I could not adapt to my visual impair- ment. People think it is extraordinary but it’s not. It should be the most ordinary thing. Working is a normal part of life and many disabled individuals are perfectly able to participate in everyday activities with the right assistance. I’m so glad that I found a job where I am valued. My dream is that this is a reality for many more disabled people, and that more and more employers recognise our abilities instead of focusing on the problems that we sometimes face. Our disability does not, and must not, define us.F

Lauren Pitt is a graduate and recently began her first job as an administrator for a social enterprise © Scope

21 / An inclusive future Boosting disability employment The Conservative government is in danger of failing to deliver on their target of halving the disability employment gap by 2020, writes Stephen Timms, as he sets out a package of measures to boost the employment prospects of disabled people.

Rt Hon. Stephen Timms is Labour MP for East Ham

n 1998 I was appointed a minister, and employment rates of disabled and non- But it failed ESA claimants. The House of Itook on responsibility for disability ben- disabled people. Commons Library’s graph of the disability efits at the department for social security. The new deal was scrapped and, in employment gap has discontinuities, re- The department was piloting the new deal 2011, the coalition introduced its work flecting statistical definition changes, but for disabled people. We knew that the vast programme which dealt with all jobseek- makes clear that progress in reducing the majority of people who were out of work ers, whether available for work and disability employment gap halted in 2010. on health grounds said they would like to claiming jobseekers allowance (JSA) or out The House of Commons Library ana- have a job. For the first time, government of work on health grounds and claiming lysed work programme job outcome data was committing seriously to new ideas to employment and support allowance (ESA). from the Department for Work and Pen- help disabled people into work. Much of Providers were paid more for placing an sions. Its findings show how much worse it was experimental. But, as the new deal ESA claimant into work. ESA claimants fared than other jobseekers developed, up until its abolition by the In some respects, the work programme (see Figure 2 opposite). coalition in 2010, there was steady progress built sensibly on the new deal. For JSA The government’s invitation to tender in reducing the disability employment claimants, it achieved outcomes com- for the work programme, published in gap - that is, the difference between the parable to the new deal at a lower cost. 2010, said that, if there was no programme at all, 5 per cent of new ESA claimants would be expected to find a job within FIGURE 1 twelve months. For most of its life, as the Disability employment gap, UK, 1998 to 2016 (% points, not seasonally adjusted) graph shows, the work programme didn’t even manage this! As some pointed out,

45 the work programme was worse than do- ing nothing. The National Council of Voluntary Or- 30 ganisations blog commented on the work

Dashed lines indicate programme in July that “it has largely failed changes in survey questions/de nitions those with more complex needs or barriers 15 to employment. For many charities, it has provided an abject lesson in how not to outsource public services, particularly for 0 vulnerable people.”

1998 1999 2000 2001 2002 2003 2004 2005 2006 2007 2008 2009 2010 2011 2012 2013 2014 2015 2016 Conservative ministers seem to have Source: House of Commons Library grasped that their failure to maintain

22 / An inclusive future Its replacement should be contracted at FIGURE 2 city region / local economic partnership / Percentage of people referred to Work Programme who had achieved a job outcome combined authority level. And, progres- 12 months later, by month of referral (selected payment groups) sively, commissioning should be carried 30 out locally too. Provision should reflect the JSA 18-24 local labour market. Local authorities, col- leges, local employers and the NHS should 20 be round the table. That kind of integration is feasible in a city region. It isn’t feasible in JSA 25+ Whitehall. 10 Integration with the health service is New ESA claimants particularly important. One example illus- trates why. So-called IPS programmes – in- 0 tegrated placement and support – are very

Jun 11 Jun 12 Jun 13 Jun 14 effective in supporting people with mental Dec 11 Dec 12 Dec 13 Dec 14 health problems back in to employment. As Source: House of Commons Library from DWP, Work Programme, Official Statistics to December 2015 far as I know, no work programme provider has been able to offer IPS treatment. The Labour’s progress in reducing the disability ESA claimants in the same programme only provision has been through the NHS. employment gap was unacceptable. Their has failed. Evidence from Australia – which The NHS locally is needed round the table. 2015 general election manifesto adopted has often informed the policy debate in the target – proposed by Scope in 2014 – of the UK – suggests that programmes which Benefit reform halving the disability employment gap by focus purely on disabled people do better Changes need to be made to the benefit 2020. Achieving that would mean that, by for disabled people than those which try system too. I was the minister responsible 2020, the disability employment gap would and support everyone. when employment and support allowance be less than if progress had continued after Ministers in the new Conservative was introduced in 2008. The work capabil- 2010 at the rate being achieved before 2010. government elected in 2015 seem to have ity assessment (WCA) was the main gate- It’s a welcome commitment, but there is accepted this conclusion. Their response, way to the benefit. The coalition made two little sign yet of measures that might de- however, has been to withdraw outsourced significant changes when it was elected in liver so ambitious an aim. The invitation to support from most JSA claimants, who will 2010. First, it scrapped the ‘work focused tender for the work and health programme be supported mainly by Jobcentre Plus. For health related assessment’, a key element is expected to be published before the end them, the previously outsourced provision which was designed to provide – alongside of 2016. It will be keenly scrutinised to see is being taken back in house. The succes- the WCA – information about types of work whether the programme meets the chal- sor to the work programme, the ‘work and which a claimant could realistically expect lenge of delivering the target. health programme’, will be focused largely to take on. The assessment process – quite I set out below steps which I believe are on ESA claimants. The work and health contrary to Labour’s intention – became needed to resume progress on reducing the programme is expected to cost over 80 per purely about benefit entitlement. disability employment gap. cent less than the work programme. And, second, it decided – in the hope of The access to work scheme, which funds taking significant numbers off benefit – to Separate provision for people workplace adaptations for disabled people, push all existing claimants of incapacity claiming ESA has been run down since 2010. It needs to benefit (the predecessor to employment In the run-up to the 2015 election, Labour be expanded. and support allowance) through a work proposed a new approach to employment capability assessment, without providing support for disabled people. Labour’s A localised approach adequate resources for the additional work. manifesto committed to “a specialist sup- We also need a much more localised The system quickly became overwhelmed. port programme to ensure that disabled approach. Partly because of huge re- Atos, which delivered it, became a byword people who can work get more tailored gional contracts, the work programme has for poor practice and eventually resigned help.” I believe that Labour was right to squeezed out really good, local organisa- from the contract. The government’s plan conclude that trying to support JSA and tions with specialist expertise. failed. There has been no significant fall in

23 / An inclusive future the number of claimants of incapacity ben- efit / employment and support allowance. CASE STUDIES: TWO LOCAL AUTHORITY DISABILITY EMPLOYMENT INITIATIVES In two years time, we will have had ten years experience of employment and Working Well, Greater Manchester employment rate and the London aver- support allowance. It will be time for a thor- Greater Manchester’s Working Well age has fallen from 14 percentage points ough review of the benefit, and in particular project is for people claiming ESA who, to six since Workplace was launched in to consider whether major changes should after two years on the work programme, 2007. be made to the work capability assessment. remain unemployed. That is, in fact, Workplace is much more hands on Contributory ESA is paid – irrespective the vast majority of ESA claimants who than a DWP jobcentre. Staff build strong of other household income – to claimants start on the work programme. Working relationships with employers, getting who have paid sufficient recent national Well, supported by DWP and Treasury, to know their needs well, to ensure insurance contributions (ie been in recent has been commissioned by the Greater that candidates proposed for vacan- paid work). The coalition introduced a time Manchester combined local authorities cies are appropriate to the employer’s limit of twelve months on receipt of con- from two providers, with each authority requirements. Jobseekers are supported tributory ESA; after that, only means tested area covered by one of them. through applications, rather than just ESA is payable, and that is reduced where Working Well has worked with some being sent away with instructions to a household has other income. That means 5000 people claiming ESA who have complete a target number of application that – after a lifetime of work – someone left the work programme since early forms per week. who is out of work on health grounds who 2014. It is on track to achieve its target, Workplace set up a disability employ- has a spouse with a very modest income that at least 15 per cent would achieve ment team in 2014, focusing initially on will be entitled to no benefit support at all job outcomes – sustained for at least people with learning disabilities, and after twelve months. This is very harsh, and twelve months – over five years. The drawing on adult social care funding. penalises work. Contributory ESA should project board is chaired by one of the 114 adult social care clients have been be payable for at least two years. local authority chief executives, and supported into work in two years, and includes Jobcentre Plus, NHS England, 70 per cent remain in employment. The Direct support for employment the local drug and alcohol team, the team will be doubled in size by the end Labour’s 2015 election manifesto proposed mental health trust, Greater Manchester of 2016 – up to eight supported employ- that for JSA claimants there should be “a Housing, Manchester College and the ment officers, plus a team leader – to guaranteed, paid job for all young people Adult Education Service. take on broader mental health problems who have been out of work for one year, The two providers have different more effectively. and for all those over 25 years old and out approaches. I attended a Working Well Workplace’s approach is normally of work for two years”. The proposal was meeting where I saw them co-operating to have some advisers who work with inspired by the success of the job guarantee well – learning from each other. One of jobseekers and others who work with offered to young people in Labour’s future the weaknesses of the work programme employers. It brings them together to jobs fund, which succeeded in reducing has been competition negating partner- work out which clients to advise to apply youth unemployment in the teeth of ship. With Working Well, there is, in for which jobs. It has found that this ap- the 2008-9 recession. A six-month wage each area, only one provider. That helps proach does not work well for disability subsidy was provided as an incentive to with integration with the other services employment, and that members of the employers, to make sure that sufficient jobs whose co-operation is needed. team need to work closely both with cli- were available for the target group. ents and employers, to identify potential A similar initiative could help increase Workplace, London Borough of opportunities for specific individuals. the number of jobs available to ESA claim- Newham of national prescription continues. This ants. An incoming government should The Workplace initiative of Newham includes the financial and regulatory explore this possibility, piloting and testing Council, serving my constituency, is regime and – from a patient’s perspec- out a variety of approaches. probably Britain’s largest job-broking tive – national rights, enshrined in the Taken together these programmes and initiative run by a local authority. It NHS constitution, including the right initiatives would constitute a major boost placed 4000 Newham residents in jobs to NICE approved treatments when to the employment prospects of disabled last year. The gap between Newham’s recommended by a clinician. people. F

24 / An inclusive future