more than words mwy na geiriau 2008 The Journal of Disability Wales/Cylchgrawn Anabledd2 Cymru/£3

Work ’ ales g equality , ? ee types of membership: rights ales, Bridge House, Caerphilly Business Park, independence

ganisations (51%) working in W ganisations (51%) working rite or call us at e have thr Full members (includes voting rights): Disabled people’s Full members (includes or Associate members (no voting rights): other organisations Associate members (no voluntary sectors in the public, private and Individual members (no voting rights): disabled people Individual members (no to disabled people for your first year) and supporters (free and I want to live in Wales live to I want people disabled where have How to join On-line at www.disabilitywales.or Email us [email protected] or W Disability W W Road, Caerphilly CF83 3GW Van 029 2088 7325 (use announcer for minicom) Tel: Fax: 029 2088 8702 Who can join DW • Joining Disability Wales offers a chance for all disabled Joining Disability Wales a united voice at all levels of people in Wales to have Westminster, Europe… government – local, Assembly, Joining Disability Wales gives you unique opportunity to Wales gives you Joining Disability disability organisations other disabled people, network with Wales. and allies right across •

• ‘ disability wales anabledd cymru I COVER S

: S

Abstract 1.1 N

© Cheyenne Mahoney 1 4 more than words 6

contents 7

6 0 9 5 mwy na geiriaucynnwys Issue/Cyhoeddiad2 8 COMMITMENT TO DISABLED PEOPLE VALUING THE ROLE OF DISABLED PEOPLE • Ieuan Wyn Jones

12 PATHWAYS TO EMPLOYMENT PATHWAYS • Anne McGuire

16 EMPLOYMENT THE GAP CAN WORK? WANT TO WORK? • Graham Findlay

22 EMPLOYMENT ISSUES WHY ARE WE STILL NOT WORKING? • Lorraine Gradwell

28 EMPLOYMENT ISSUES ENTER SPECIAL • A retrospective on the road to success

36 REMPLOY • Steve Scott 40 TRADE UNIONS MAKING THE RHETORIC A REALITY • Christopher Hartwell

46 ACCESS TO WORK

49 POEMS ABOVE ST GOVAN’S CHAPEL THE MURDER HOUSE INVISIBLE BLIND MAN

Published by © Disability Wales / Anabledd Cymru, Design: Andy Dark 3 Bridge House, Caerphilly Business Park, Print: AST Print Group Ltd Van Road, Caerphilly CF83 3GW Editor: Chris Tally Evans Tel: 029 2088 7325 Special thanks to: Welsh Assembly Government, Fax: 029 2088 8702 Department of Work and Pensions, Breakthrough E-mail: [email protected] UK, Remploy, Wales TUC, Disability Arts Cymru Disability Wales/Anabledd Cymru is a registered charity, No. 517391 and a Company Limited by guarantee, No. 1998621 editorial Chris Tally Evans Employment is a complex and emotive issue. Anyone who looks back to the miners’ strike in 1984, must agree that the dignity of employment can be central to our sense of community and self respect. Work gives us status, a path to travel and goals to achieve. However, it can also be a ruthless tool in furthering inequality, separating the haves from the have nots, and reinforcing the the huge success of Enter in our barriers that prevent so many minority Retrospective on the Road to Success. groups from achieving their rightful place Client advice, networking, training, in society. mainstreaming, consultancy and self Despite the many initiatives to redress development for entrepreneurs through this situation discussed in this issue by Enrich were all vital ingredients in the Deputy First Minister Ieuan Wyn Jones and winning Enter recipe (and I’m proud to Minister for Disabled People Ann McGuire, include myself as one of the cooks!) disabled people are far more likely to be Everyone agrees that there is still a lot unemployed than our non disabled more work to be done but at the same counterparts. Why should this be? DW’s time DW and all the Enter team should be own Graham Findlay and Breakthrough justly proud of the difference they have UK’s Lorraine Gradwell hit us with some of made for so many people over the past six the harsh realities behind the trumpet years. m blowing and examine the ‘gaps’ in current While we’re on the subject of DW t w thinking. In the calm eye of this stormy helping self employed people I’d just like to /

m debate it a pleasure to be able to celebrate thank Rhian, Penni and everyone else at n DW for thinking of me when they needed a g

/ guest editor. I’ve enjoyed it tremendously. 2

“We asked One of the reasons that self employment ‘ 0

8 Peter Hain to continues to be the preferred option for so many disabled people seems to be that the 4 write something emphasis still focuses on the individual and but he had other their impairments rather than on changing things on his mind” the whole nature of our approach to work. The inclusion of women over the past two decades has transformed the workplace, bringing greater flexibility, understanding Cover picture: Abstract 1.1 and common sense. We now need to by Cheyenne Mahoney campaign vocally for these changes to further remove the many barriers that Cheyenne Mahoney is an artist and curator born and based in Cardiff, Wales. prevent disabled people from working. She is a self-taught painter with formal But we should be wary. With the demise training in Art History and Design. This of the British Council of Disabled People, has greatly influenced her style and large charities such as Scope and Leonard provides a strong structural basis for her ideas. Cheshire are putting themselves forward as ‘experts’ on disability equality and Cheyenne’s paintings are not solely organisations like Remploy are keen to restricted to canvas. Past artworks, shed their segregationalist image and whether figurative, semi-figurative or modernise. fully abstract have been conceived on interior and exterior surfaces, slate, While we mustn’t shoot the leopard for wood, ceramic, fabric, card and plastic. wanting to change its spots the motives of She also allows images of her work to be such rich and powerful organisations used by academic publishers and should be treated with caution, at least disability awareness organisations. until they become controlled by a majority Her current series of full abstracts are of disabled people. inspired by Cubist collage, Constructivism With the advent of the single equalities and themes presented by artists such as commission and possible future watering Piet Modrain and Ben Nicholson. These take the form of enigmatic geometric down of the disability equality duties, studies into the intense formal tension disabled people must continue to fight for

of shallow space, where the expressing m the basic right to set out our own agenda

principles of restraint, balance and order t and regain control of our lives. are found. w / m

Abstract 1.1 is part of this series of n abstracts which were previously g Disability / exhibited at The Gallery, Newport, where 2

Wales they were viewed by HRH the Prince of ‘ 0 On-line Wales. 8 To view existing artworks, commission 5 new pieces or to leave comments, www.disabilitywales.org please visit her website at www.cheyennemahoney.co.uk. Help shape your community

Want to make a We caught up with four appointees who sit on difference to the their local Community Health Council. Here they tell services that us what it is like to be a public appointee, what they affect you get out of their role and how their disability has been no barrier to getting their voice heard. and your community? After being diagnosed with MS Elizabeth Griffiths You don’t decided to put something back into her local health always need authority, so she applied for the Pembrokeshire Community Health Council. Elizabeth filled in the to be a specialist application form and successfully completed the to get involved… panel interview. Since then she has never looked back and has found out that her disability is no

For many people the idea of taking up a public appointment post can seem daunting. There are meetings to attend, important decisions to be made, background papers to read, and yet most public appointments posts are filled on a voluntary basis. Contrary to popular belief, these roles are not the preserve of high-powered businessmen. There are currently more than 1000 volunteer public appointees across the country from all backgrounds and walks of life. These volunteers give up their barrier to her public duties. “The other board m time and share their personal and professional members are very considerate when it comes to my t w experiences to shape our public services. By disability, and they have been really flexible when it

/ becoming part of the process, appointees influence

m comes to scheduling meetings.” she said. “People in decisions that affect each and every one of us. n the local community now contact me for advice on g Public appointees form part of a committee, the NHS locally, and it’s a great feeling to know /

2 known as a board. These cover all kinds of areas people seek and value your advice.”

‘ including sports, arts, culture, education, health

0 When Judith Smallwood was diagnosed with 8 services, environment and tourism. The work they chronic heart and pulmonary disease, she refused to carry out varies immensely, for example providing let her deteriorating health ruin her life and became 6 suitable transport for the elderly, the future of the a member of the Caerphilly Community Health arts in Wales and local recreational services. Council. “When you have been out of the work This work is vital to the everyday running of our place for a while, it is gratifying to gain back the local communities and the country as a whole. confidence lost.” says Judith. “It’s a busy role, yet I unity

do only what I you are painfully shy it could be an uncomfortable can, tailoring the position to be in. But I enjoy getting to know people work to suit me. I from the panels, and from an egocentric point of don’t feel view, I hope the work I do makes a difference.” pressured into Mary Bollingham from Barry has lived with doing what I dyslexia all her life, but it hasn’t stopped her taking can’t manage.” on membership of the Vale of Glamorgan Public appointees Community Health Council. “Once I was accepted do not always onto the board, I received the training I needed to need experience in the subject area of the post they are applying for, and a healthy interest is often as much of an advantage as a long career. “Having been in a possition to need the NHS, I feel I bring my own experiences of health care to this role. I enjoy the fact that I can influence policies, monitor them and be a voice for other ordinary people.” Semi-retired transport consultant Brian Bigwood, from Caernarfon, has not allowed his visual impairment to stand in his way of making a difference to his local Community Health Council. “I do the work.” says Mary, who with the support of feel I have a lot to offer this role. I am aware of her husband Alan, tackles report writing as part of local issues, and because I am visually impaired, I her appointment. Mary urges anyone who wants to have experience of the health service from a take up a similar challenge to do it too. “I’m such a different perspective,” said Brian. Brian urges

changed person after joining the board and I m anyone else who’s interested in making a difference

honestly feel that we make a difference. We carry t to volunteer the required three or four days per w

out Hospital Patients Environments inspections, and /

month. “While I think anyone should give it a go, if m we can do spot checks on hospitals when complaints about cleanliness come in,” she said, “We are the n g

people they can come to, and it does feel good, / 2

knowing that you can be directly responsible for

‘

making someone’s life that little bit more 0 comfortable when they’re in the strange environs of 8 a hospital.” 7 Public appointments are often advertised in the media across Wales. Current vacancies can always be viewed on www.wales.gov.uk/publicappointments . Applications are welcome from anyone. Valuing the role of disabled people

Deputy First Minister and Minister for the Economy and Transport, Ieuan Wyn Jones, explains the Assembly’s commitment to the disabled people of Wales. m t w / m n g / 2

‘ 0 8

8 POLICY

Disabled people have a crucial role to can hope to succeed in an increasingly ’ play in securing the future of 21st competitive global economy if large Century Wales. numbers of people are prevented from Devolution of power from London – just fully taking part. eight years old – is evolving rapidly, and Wales, with its radical tradition of this welcome change is mirrored by a new ‘chwarae teg’ or fair play, is especially sense of confidence in our cultural and committed to supporting disabled people economic life. in taking up paid employment and We aim to see Wales taking its place as a running their own businesses. prosperous, inclusive European nation – Our nation has pioneered the concepts and success in achieving these ambitions of old-age pensions, a free health service for our country requires the active and a comprehensive system of national participation of those who may previously insurance. That commitment is reflected in not have been economically active. the Welsh Assembly Government’s ‘One Quite simply, it is vital to ensure the Wales’ programme for the next four greatest possible involvement of all our years. people. Social inclusion is a crucial part of our Disabled people are more than three vision and one of our government’s cross- times as likely to be out of work as the cutting themes – an element we expect to population as a whole – and no country see embodied in all the endeavours of the public sectors and all our partners and contractors.

We are pledged to work for a country m t

where everyone achieves their full w

potential. Real equality for all means / “disabled m

strong support for those who may have n people play a been marginalised from society, including g / disabled people. 2

valuable role in ‘

Once again, devolution means that 0 helping 8 Wales can exert greater influence over our our country economic and social life, enabling us to 9 forge ahead” devise Welsh solutions for Welsh problems. An Equality Support Unit has been established within my Department for the Economy and Transport. Its goal is to POLICY

“Wales with its radical tradition of ’ make sure that in designing any policy and service delivery initiative, the needs of 'chwarae teg' or fair under-represented groups, including play is especially disabled people, are taken into account at the very outset. committed to Our Enterprise Team also supports the supporting work of mainstreaming services in disabled people” providing additional advice for individuals from underrepresented groups to help them start up in business. One of its particular objectives is to help businesses develop policies that target recruitment towards all those facing barriers to employment. We have also assisted disabled people to We have inherited a number of start up and run their own businesses initiatives to break down barriers and through a range of measures that promote actively support disabled people’s enterprise, including the Potentia participation in the world of work. programme, which channelled support to a For example, the Assembly Government’s number of key partners who have Framework for Supported Employment, delivered the enterprise agenda developed by a range of organisations throughout Wales. working with employers and disabled There has also been extensive work with people, helped ensure that the assistance small and medium sized business owners m

t available is used to the best effect. through the SME Equality Project, enabling w

/ We have worked with organisations such this large group of employers to m understand the benefits of employing a

n as Jobcentre Plus and Remploy, as well as g undertaking intensive research into how diverse workforce. / 2 we can further help disabled people and Now we have arrived at a new phase in

‘ other groups who are at a disadvantage in 0 our work of enterprise support – one in 8 the labour market. which mainstream providers themselves take up the responsibility of delivering the 10 The Assembly Government has also supported a number of projects which the Assembly Government’s ambitions for full Royal National Institute for the Blind participation operates under its employment strategy I want business support to become more for blind and partially sighted people. accessible, providing practical support for POLICY

under-represented groups to a greater and the scheme has helped turn around ’ extent than in the past. We will ensure what had been a long-term decline in bus that business support and advice provided travel. by publicly funded services includes The success of the scheme has information on Disability Discrimination encouraged us to put more funds into legislation. community transport. Three million pounds A key element in this is the Business Eye over three years will provide limited free service, which is the principal access portal travel on community transport for severely to business support and information for disabled people. new and established businesses in Wales. Business Eye is committed to delivering an accessible service, a commitment matched Now we look ahead by the training of its staff and the range of disability related information provided on the website. The Want 2 Work Pilot joint initiative between the Assembly Government and One important way in which we can help Job Centre Plus is helping disabled people disabled people into work is by improving public transport. back into work. Effective transport helps people access This initiative has a strong role to play in both jobs and the services they need to tackling economic inactivity in Wales – equip themselves for work, as well as participants will, on moving into work, health, leisure and social facilities. receive financial support to help their Improving transport is therefore an transition from benefits to paid m important way of delivering economic, employment. t social and environmental objectives and w It is supported by the European Social / enhancing quality of life. m

Fund and provides a comprehensive return n Thanks to our use of devolved powers, to work package. g / elderly and disabled people are able to 2

Here in Wales disabled people play a travel free on local bus services throughout ‘ 0

Wales and a short distance into and from valuable role in helping our country forge 8 England. ahead. 11 The scheme is fully funded by the Welsh Our ancient land has come a long way in Assembly Government – and more than a short time. Today, with more control 531,000 free passes have been issued by over our country’s life than ever, we aim to one of the 22 local authorities in Wales, enhance that role still further. POLICY ’ Pathways

Back in 1995, when the Personal Capability Assessment for potential Incapacity Benefit claimants was first introduced, musculoskeletal disorders accounted for 40% of all claims. It was a time when hardly anyone had an email address and when many employers were still turning away job applicants simply Anne McGuire, because they had a disability – something Minister for Disabled that is now illegal. People, tells us about the Over the past decade, new technology government’s has completely revolutionised our workplaces and, in the process, opened up plans to help a whole new range of possibilities for disabled people disabled jobseekers. And now it is mental seeking health conditions that account for 40% of employment. m all incapacity benefit claims. t w Consequently, we recognised that an / m assessment that may have been fit for n purpose in 1995 is inappropriate for today. g

/ That’s why from 2008, we are replacing the 2

old test with the new Work Capability

‘

0 Assessment (WCA). We’re also replacing IB 8 with the new Employment and Support Allowance. 12 The new assessment has been carefully designed to put the emphasis on what an individual can do, rather than on what they can’t, and to look at what help they POLICY ’ “we recognise that an assessment that may have been might need to get into work. fit for purpose in It will also assess abilities that are more 1995 is relevant to today’s modern workplace, to inappropriate for give a much more accurate picture of what each individual would be capable of doing, today” if they were in work. For example, under the old PCA people were tested to see if they could sit for which means around 20,000 fewer people more than one hour without needing to a year will go on to benefits. At the same get up and move around. By contrast, the time, anyone who qualifies for the new new assessment will be looking to see how Employment and Support Allowance will easily individuals can use a computer benefit from more help and more support keyboard or a mouse – which is much than ever before. more likely to be a factor in them For most people, where a return to work successfully getting or keeping a job. is feasible, they will receive the The way we assess mental health has Employment Support component of ESA m been completely revised to make it a fairer and will be required to undergo work- t w

and more relevant test that includes related activity, such as drawing up an / people who have conditions such as action plan. m n learning disabilities. g

Those with the most serious disabilities / 2

It’s no secret that the vast majority of and health conditions would receive the

‘ people who can work would be far better Support component of ESA, which is worth 0 off doing so. That’s why we are committed more. They would not need to undergo 8 to helping long-term benefit claimants go work-related activity, though they could 13 back to work. volunteer to take part if they wished to. The new assessment will be more robust But the real place to start is before a in identifying those who have a limited person ever gets on to incapacity benefits ability to work and those who can work, in the first place. POLICY

’ We know that most people want to We also want to give disabled people a work and that being in work is good for more seamless service, which will take them your health and wellbeing, so we want to from education, learning and training all the stop people falling out of work because way into mainstream work. they have a disability. Every day, there are 600,000 job vacancies That is why we are working with advertised in the UK - by focusing on what healthcare professionals and employers to disabled people and those with mental provide them with the support they need health conditions can do, we hope to make it to help keep people in work even when easier for them to move into work and access they develop a disabling condition or, if the same opportunities as everyone else. they need to be off work for a time, ensure they return to work as soon as possible. The Pathways to Work programme is specifically designed to help people with mental health conditions come off Contact for further information incapacity benefit and find work. The aim is to roll out Pathways across the country Anita Silk by 2008 in advance of ESA. Email [email protected] Direct line: 020 3267 5127 The programme includes help from highly skilled Jobcentre Plus personal advisers, condition management n To view Transformation of the Personal m programmes, a Return to Work Credit of Capability Assessment visit: t

w £40 a week and in-work support.

/ www.dwp.gov.uk/welfarereform/pca.asp m We’ve also launched a consultation on n the specialist employment services we g

/ provide for disabled people who have n To view and take part in the Improving 2

Specialist Disability Services public

complex issues when it comes to finding, ‘ 0 retaining and progressing in work. consultation visit: 8 Wherever possible, we want to help http://www.dwp.gov.uk/resourcecentre/ 14 disabled people and non-disabled people des-consultation.asp work together, instead of segregating disabled people according to their disability or type of impairment. Disability Arts Cymru

Disability Arts Cymru believes that Disabled & Deaf People have an exciting and valuable contribution to make to the arts in Wales. They are committed to working with individuals and organisations to celebrate the diversity of Disabled & Deaf People's arts and culture, and develop equality across all art forms.

Hidden Dragons: New Writing by Disabled People in Wales, edited by Allan Sutherland and Elin ap Hywel. Some of the poetry in this Funny, sad, passionate, tender, sarcastic, intimate, angry, nostalgic, a edition is from great variety of writers; each with their own writing style, their own Disability Arts experience of life, and their own idiosyncratic outlook. All of them are Cymru’s doing the writer's job of telling the truth as they see it. Hidden Dragons, “…fantastic - such a wealth of competent, articulate disabled a collection of voices, and some of it even in Welsh! For anyone who enjoys writing by good writing and poetry especially, I urge you to get a copy.” disabled people MAT FRASER, WRITER, PERFORMER, MUSICIAN living in Wales. If you have This groundbreaking book - the first of its kind in Wales - has given writing, short the opportunity for the voices of disabled people in Wales to be heard through their writing. stories or poetry, that you would Hidden Dragons is available from bookshops for £7.99. like to submit for ISBN 1-902638-39-5. the summer issue, please It is also available in large print, Braille, on audio tape, and on CD-Rom contact from Disability Arts Cymru. Get in touch with us to find out more. Disability Wales. Short stories Disability Arts Cymru Telephone & Textphone: 029 2055 1040 should be no Sbectrwm Fax: 029 2055 1036 longer than Bwlch Road Email: [email protected] 700 words. Fairwater www.dacymru.com/ Cardiff CF5 3EF EMPLOYMENT THE GAP

A personal view by ’ ? DW’s Graham Findlay Can Work which looks at some of the gaps in the employment sector that Want to affect disabled people. Work? Better watch out for The Gap m t w / m n g / 2

‘ 0 8

16 EMPLOYMENT THE GAP

Employment and disabled people in highest proportion of young people ’ the UK - what’s the current situation? leaving school without qualifications Let’s start off with some facts: regardless of disability. How can we tackle these barriers and improve equality of n Of the total number of people of access to work for disabled people? working age out of work in Britain, 40 per cent are disabled. Plugging the gaps Despite the advent of the Disability n Only 51 per cent of disabled people are in work, falling to 21 per cent of people Discrimination Act 1995 Part 2, this with a mental health condition and 17 research suggests that there are still per cent of people with a learning significant gaps to plug in the area of disability. employment. Let’s focus on some key gaps that have been identified by the DRC. n Almost a third of working-age disabled adults live in income poverty. Gap 1. n For disabled people with a higher education qualification, the ‘lacking but The perspective of non-disabled wanting work’ rate of 14 per cent is employees of what might happen to their actually higher than the ‘lacking but jobs if they develop a long term health wanting work’ rate of non-disabled condition is at odds with the willingness people with no qualifications at all. of employers to be supportive. n At any given level of qualification, a Becoming a disabled person – or acquiring disabled person is more likely than a a long term health condition – cuts across non-disabled person to be low-paid. many facets of our lives. At the personal level, this often means re-evaluating our m (Source: Changing Britain for Good, t identities and the expectations we have of w

Disability Rights Commission) / ourselves, our family, our friends and of m course our employers. For many newly n Research from the Disability Rights g disabled people this re-evaluation tends to / 2

Commission several years ago – before the

be a negative experience. Given the ‘ Welfare Reform Bill – demonstrated that cultural dominance of the Medical Model 0 8 disabled people are at a disadvantage of Disability, with its emphasis on cure, before even entering the labour market. treatment and control of impaired 17 At the age of 16 disabled people are twice individuals to fit in with society, this is not as likely not to be in education, training or surprising. In my experience, the key employment. perspective from people who have Statistics also reveal that Wales has the developed a long term health condition is EMPLOYMENT THE GAP

’ fear and anxiety about losing their job or n subjecting a disabled person to being down-graded to menial work. harassment

However, it is surprising to see from the n victimisation of a disabled person (or a research that a cultural shift appears to be non-disabled person who is supporting a taking place with regards to employers disabled person). views of disabled people as employees – that they have become supportive rather Gap 2. than not. Anecdotal evidence has pointed to a justifiable concern that employees Employer attitudes remain patchy – for who become disabled people are still example a leadership failure often discriminated against in the workplace, results in differing approaches from line rather than being supported by willing managers within the same organisation. employers. Is this another under-reported (The use of) overly-prescriptive rules on issue, or has huge progress been made in absence management fail to distinguish this area which contradicts our shared disability related absence (from illness). experiences? It may be that people who acquire “I work as a teacher, teaching primary impairment whilst in work are perceived school children. I work full time from my and treated differently from disabled wheelchair, and believe I teach as well as, people “out there” in the general labour if not better than, before I was disabled. pool, those 49% who are not in work. Or The parents have been pleased with my are disabled people in fact not being work, I love teaching, the children learn well… but can I get a full time permanent assertive enough in demanding their rights job? I wish! m under the DDA Part 2 provisions? Given t that over 50% of disabled people do not Head teachers are frightened of employing w

/ consider themselves “disabled” under the someone who might let them down, be m DDA, this may indeed be the case. absent more than anyone else or not do a n g good job. I am, therefore, prevented from

/ A timely reminder – Part 2 of the DDA

2 making a valuable and continued

gives disabled people protection from

‘ contribution to society.”

0 discrimination in employment, including: 8 (Source: Changing Britain for Good, DRC) n direct discrimination in the workplace 18 failure to comply with the duty to make n This finding seems to contradict the first reasonable adjustments in the workplace which relates to willing and supportive n disability-related less favourable employers! Not distinguishing between treatment. disability-related absence and general EMPLOYMENT THE GAP “despite the DDA, we are still not even halfway there when it A key intervention that promotes ’ positive attitudes amongst employers to comes to the disabled people is disability equality employment of training (DET) in groups. There appear to disabled people. be two current challenges to DET – one is the rise of internet based training We all need to do packages, that are often promoted as cost a lot more” effective, particularly for larger organisations, in terms of staff time taken to complete them, and consistency. The second is the rise of generic diversity training, which covers the range of equality areas in one session, again seen as cost effective. The key outcome as far as illness can create major barriers for disabled people are concerned is whether disabled employees. Positive and consistent these models of training actually change attitudes and an understanding of the attitudes of managers, or address disability equality are vital components of leadership failures around disability any management strategy affecting equality – the jury is still out on internet- disabled staff members. Prior to the legal based training and diversity training in provisions of the DDA, disabled people had this respect. DET has at least been proven to prove to themselves and their employers to be relatively effective in changing that they could be relied upon and were attitudes. For more information on DET, worthy of employment. This perspective see the Disability Wales website. tended to use the discourse of denial, m

along the lines that “I don’t see myself as t being disabled”. Maxims such as “disabled w Gap 3. / people are worth employing because they m

Barriers still exist within the benefits n have to prove themselves by working twice g

system preventing work-take up – for /

as hard as non-disabled employees” 2

example, taking up a work opportunity colluded with the notion of the Supercrip ‘

may trigger a review of the non-work 0

who could take on and overcome any 8 amount of work that was thrown at them. related Disability Living Allowance. Those needing to move may have to A modern, wealthy society like Wales 19 should be able to offer a wide spectrum of renegotiate a care package with a working patterns, and accommodating the different local authority. diversity of our impairments should The complexities of the benefits system in underpin this approach. relation to disabled people are well- EMPLOYMENT THE GAP “I work as a teacher, teaching primary ’ school children… full-time from my wheelchair… but can I get a full-time permanent ? job I wish!”

purchase, and should help to remove some barriers to flexible employment. A similar approach needs to be imposed onto areas of the disability benefits system, which can be described as generally inflexible and unduly prescriptive.

Summing up… known and documented. While Government calls for a flexible workforce Since the advent of the DDA, clear legal and pushes forward a Widening Access duties have been laid down that should agenda in higher education, the necessary prevent disability discrimination in

m support systems for disabled people do not employment. However, evidence shows t seem to be consistent across the country. that discrimination must be still w

/ The rise of “portfolio” working, which calls happening, and on a systematic and m for a great deal of flexibility on the part of institutionalised scale. For example, why n g employees, needs a corresponding are a massive 83% of people with a /

2 flexibility in terms of enabling disabled learning difficulty unemployed? This

‘ people to engage in this kind of work shameful statistic cannot surely be 0

8 pattern. explained away by reference to employer On the credit side, the Government is attitudes alone. 20 making a public committent to individual One thing is clear – despite the DDA, we budgets – which will in theory allow are still not even halfway there when it disabled people far greater autonomy in comes to the employment of disabled what kind of care/assistance packages they people. We all need to do a lot more. mtw/mng/2 ‘08 21 med PCA.) efor ! t Allowance (ESA).

ales/Anabledd Cymru are preparing mative bullet point fact sheet on

oduced, you will continue to receive oduced, you will continue to ESA will focus on capability for work rather ESA will focus on capability than benefit entitlement or incapacity. Incapacity receiving already If you are (IS) when ESA Benefit (IB) or Income Support is intr those benefits. The Government plans to introduce Employment The Government plans to introduce to replace and Support Allowance (ESA) support (paid on Incapacity Benefit and income November 2008. the basis of incapacity) from some exemptions) All new ESA claimants (with lasting no more will enter an assessment phase the r than 12 weeks, (this includes el: 029 2088 7325 Disability W • • a new infor For months the media has reported on changes to media has reported on changes For months the coming later this year. our benefit system • • Employment Suppor Major changes will occur within the Department Major changes November from and Pensions (DWP) of Work 2008. If you want a copy please contact: Disability Wales / Anabledd Cymru, Disability Wales Bridge House, Caerphilly Business Park, Caerphilly CF83 3GW Road, Van T Fax: 029 2088 8702 E-mail: [email protected] Existing claimants: PREPARED be EMPLOYMENT ISSUES

Lorraine Gradwell, Chief Executive of Breakthrough UK Ltd, ’ looks behind the policies to examine the harsh realities that still face disabled people who want to work. Why are we still not working?

In the 21st century, unemployment is Labour government swept into power in still a major issue for disabled people, 1997, promising ‘work for those who can, and therefore for the government; the cost support for those who cannot’ the number of the Incapacity Benefit payments has of disabled people in employment has more than trebled since 1997 and the risen by an average of just 3%. What is it government are promoting employment as about these feckless disabled people that the route out of poverty for disabled they can’t get or hold down a job? Perhaps people. Although the employment rate of we should look closely, not just at the m disabled people has risen from 44.1% in shifting sands of employment policy and t

w 2002 to 47.2% in 2007, despite a raft of programmes, but also at the wider world

/ government programmes and initiatives, of disability policy. m n there is still a huge gap between the The last ten years have seen tremendous g employment rate for disabled people and / changes in the world of disability; the 2 that for non-disabled people, which

Disability Rights Commission has been and ‘ 0 remains relatively constant at about 79%. gone, and we now have the Equality and 8 And among people with learning Human Rights Commission, which may yet disabilities, those with mental health 22 be too new to judge; the excellent issues, and deaf people, paid employment ‘Improving the Life Chances of Disabled remains a remote pipe dream for the People’ report from the Prime Minister’s majority. Strategy Unit has led to many initiatives, But why should this be? Since the New including the establishment of the Office EMPLOYMENT ISSUES

for Disability Issues (ODI). It also led to the Organisation’ in every local authority area ’ setting up of ‘Equality 2025’ which is by 2010 is well underway and the concept intended to be a channel for the views of of the ‘service user’ is now well understood disabled people to government – not by local authorities. exactly the national organisation for In terms of employment, the organisations of disabled people that the government’s big idea is ‘Pathways to report originally recommended. The British Work’, refined from the New Deal Council of Disabled People (BCODP) set up programmes and developed with a by disabled people in 1981 to be the ‘Condition Management’ element, a very accountable and representative voice of medically-focussed approach designed to organisations of disabled people is no help people ‘manage’ their illness or more, although it is transformed into the impairment. This brings a major focus on United Kingdom Disabled People’s Council rehabilitation and occupational health, (UKDPC), and is working in partnership with the developing interests of the large with SCOPE – a move which has surprised insurance companies who have clearly many long term disability activists. Many foreseen the potential for a wider market Centres for Independent Living (CILs) have for their services. disappeared through either a lack of funding or unfair competition from the big Meanwhile, Remploy has been instructed charities, but a Department of Health by the government to ‘modernise’. The project which aims to establish a ‘User-Led political turmoil caused by the proposal to close the majority of the Remploy factories, and the opposition from people “this new lack at and organisations who should know better, has revealed the depth of m t

the national level protective and dependency-creating w /

creates a ‘gap in attitudes that still exist towards disabled m

people. n the market’ for the g /

Imminent changes to the benefits system 2

large charities to are coming with the Employment Support ‘ 0

exploit and put Allowance, which includes two levels of 8 themselves forward benefit depending on your capacity for work (the return of the ‘deserving poor’ 23 as the experienced concept?) and which also includes a and authoritative quicker and more stringent ‘Personal voice on disability” Capability Assessment’, on the basis that EMPLOYMENT ISSUES ’

Lorraine Gradwell, Breakthrough UK with Minister for Disabled People, Anne McGuire

the sooner the assessment happens the Leonard Cheshire is already writing to the more chance there is of getting someone Chief Executives of local authorities, back to work. offering to work with them on a range of There has also been a lot of activity on issues. the anti-discrimination / diversity / human The Discrimination Law Review was m rights front. As mentioned above, the DRC aimed at simplifying current legislation, t w no longer exists but has been in part making it easier to understand and more / m replaced by the new single Commission; effective at tackling disadvantage. Again, n many people in the field are concerned many were concerned at some of the g

/ that the vast majority of knowledge and government’s proposals in the consultation 2

experience on disability that was built up paper ‘A Framework for Fairness’ last

‘

0 has not transferred to the new summer, feeling that clarity and strength 8 Commission, and will be lost. Some have around disability matters was in danger of being lost. 24 expressed concern that this new lack at the national level creates a ‘gap in the market’ On the Independent Living front, the for the large charities to exploit and put ODI has undertaken a cross-government themselves forward as the experienced and review on Independent Living. It has found authoritative voice on disability. Indeed, evidence that traditional approaches to EMPLOYMENT ISSUES

support for disabled people have failed to The disabled people’s movement ’ reduce the significant inequalities originated the Seven Needs for experienced by them and their families. Independent Living; significantly they did The development of user-led organisations not include employment, the logic being is being supported by the DoH, and that if the needs for independence were Ministers have expressed clear support for met then disabled people could compete the expansion of Individual Budgets. The for jobs on a level playing field with non- funding of ‘social care’ is poised at a crisis disabled people. We don’t yet know if this point, with many local authorities funding is true, because it has never really been support only to those people deemed to tested. Government employment have substantial or critical needs, with programmes have paid scant attention to some moving to critical only. Meanwhile, the analyses of the disabled people’s the government has signed up to the first movement, which have focussed on the international human rights treaty of the societal barriers to inclusion and 21st century – the United Nations (UN) independence. Rather they have focussed Convention on Disability Rights, which almost entirely on the individual, on covers areas such as the right to life, to making them more ‘employable’. Only personal mobility, to health, to education, recently is the DWP looking more seriously and to work and employment. Which at the impact that the actions of employers brings us back to the matter at hand – the have on the unemployment of disabled seemingly intractable unemployment rates people. of disabled people. Of course, the DDA 1995, and subsequent extensions, has in principle

addressed the issue of discrimination at m

work, and - along with the Special t “22% of individuals w

Educational Needs and Education Act / ‘in households m (SENDA) – in education. But the extent to n

affected by which DWP and the DRC worked closely on g /

developing programmes which not only 2

disability’ are at risk

developed the career prospects of disabled ‘ 0

of living in income people, but also took account of the 8 poverty compared persistent and often open discrimination to 16% of that disabled people face, is not at all 25 clear. households where However, if access to the built no one is disabled” environment, to the transport EMPLOYMENT ISSUES

’ infrastructure, to accessible and higher education compared to 41% of non- appropriate information, to suitable disabled 19 year olds. Similarly, data from housing and technical aids, to personal 2005/06 states that 22% of individuals ‘in assistance and to peer support were households affected by disability’ are at available, why then it seems reasonable to risk of living in income poverty compared suspect that disabled people would to 16% of households where no one is operate on more of a level playing field disabled. from which to judge the true nature of DWP are currently consulting on a their ‘unemployability’. Review of Disability Employment Services As it stands, disabled people’s access to (RODES) and have a clear and present education and training remains poor; opportunity to base their services on the opportunities to move house with your actual – rather than the assumed - reality career can be prohibitively expensive; of life for disabled people. There is a transporting your ‘care package’ to a new chance here for the government to local authority area is usually an demonstrate exemplary partnership work administrative nightmare and a real threat by ‘joining the dots’ of disability policy, to the assessed levels of support provided; rather than having different departments negotiating an Access to Work package of taking forward their own policy areas in support can take months, and can last parallel to others. A key player in this is the longer than your probationary period. ODI, whose brief includes working across government and encouraging the various For example; in 2003/04 only 37% of parts of government to work together. It is disabled 16 year olds achieved 5 A*-C crucial also that the ‘social care’ agenda grade GCSE’s, compared to 53% of non- takes employment needs fully into account, m disabled 16 year olds whilst 28% of

t and fits creatively with Disability w disabled 19 year olds had experience of Employment Services. Another key player / m could be Equality 2025, with a real n

g opportunity to flex their muscles and take / 2 “... negotiating disabled people’s own analyses direct into

the government. And what of the Equality ‘

0 an Access to Work

8 and Human Rights Commission? Surely package can there is a key role here for them to ensure 26 take months” that the DWP Disability Employment Services are available to the whole community of disabled people, regardless of gender, sexual orientation, race, faith or age. Might these things happen? I do hope so, but I suspect not, the agenda being so wide and creative, and the government – some are beginning to say – possibly not so keen on promoting independent living as they have said. So finally, I offer a model of good practice in employing disabled people: Breakthrough UK Ltd is a voluntary sector organisation with an annual income of just over £1 million that has operated successfully for ten years, providing employment support to disabled people. It STOP PRESS has developed organisational policies, management systems, and staff Project Extended management practices that have resulted in the employment of 38 staff, 65% of whom are disabled people who were recruited The Enter team are openly. No government subsidies (except delighted to announce that Access to Work), no specialist employment due to additional WAG programmes, no quotas, just good management, good practice, and the will to funding the project has do it. It’s not rocket science, honestly. been extended until May

NB – all statistics from the ODI 2007 Annual 31st. They will continue to m t Report, and appendices. take client referrals until w / May 2nd. Thanks to their m n

A4E partnership Enter are g / 2

also very happy to have just

‘ taken on their first 0 8 Pathways to Work client. 27

Lorraine Gradwell enter special Project Manager, Gail Williams sums up the past 6 years

Enter Disability Wales (Potentia) was set up as a result of the Entrepreneurship Action Plan and was funded by the then Welsh Development Agency and the Wales European Funding Office. As the project nears its end, it’s good to look back on what has been a hugely successful project. Experience in delivering this project to disabled people has given DW an insight into the intricacies of delivering to a group traditionally excluded from entrepreneurship. Contrary to the widely held belief that self employment is not for disabled people, disabled people are in fact more likely to be self employed than non disabled people. This is for a number of reasons some are:

m • Many employment opportunities are in t inaccessible buildings w / m • There is still direct discrimination against n disabled people g /

2 • Self employment gives disabled people

the flexibility to manage work around ‘ 0

8 their impairment

28

• Poor employment practices can lead to people being made redundant ENTER SPECIAL A retrospective on the road to success ’

• Self employment offers a means of Since 2001 we have worked with 2,500+ gaining self respect and respect from disabled people and helped create 350+ others businesses – an excellent success rate. It was essential to the success of the Through the life of the project our programme that it was a project of service delivery has had two main aspects, disabled people for disabled people, both Positive Action including one to one client for our clients’ perspective and for advice by a team of disabled advisers and mainstream business providers to see the Enrich training scheme, and disabled people in a positive way. Mainstreaming including Disability Equality By the end of November 2004 we had Training for Business Providers, advice and reached our 1000th client and achieved all networking, access audits and consultancy. the targets set for us by the Welsh Development Agency a milestone we never Conclusion thought we would achieve back in 2001. The disability stream of Potentia and Clients were coming to us via our direct subsequently the Inclusion Project offered marketing and through the mainstream by Enter DW has been very successful in business service providers who saw our reaching a diverse range of disabled services as complementary. people who may not have previously considered self-employment. It assisted In some respects we have been a victim them in looking at self-employment as a of our own success with an increase in viable option, and enabled clients to make referrals from Mainstream Business Support Services who disappointingly an informed choice. m t found it easier to refer to the project The mainstream element has also been w / rather than offer the support within their successful with many business support m n

own organisations. providers willingly embracing accessibility g /

for disabled people but there is still work 2

to be done to provide a fully inclusive “a hugely successful ‘ 0

service to all under-represented groups. 8 project of disabled people for disabled Potentia was always designed as an intervention and underpinned by clear 29 people. By the end of policies and guidance from WAG. It is for November 2004 Enter mainstream to take on the challenge of reached its 1000th client” inclusion for all. ENTER SPECIAL You can’t win them all ’ announcements, I find it offensive that A Trainer’s Perspective anyone can think there are ‘more by Lyn Street important things’ than exploring how the In the summer of 2002 when the world can be made a better place for Enter training tender went out, I was minority groups. If I can connect with a relative unknown. I remember the stress people on a human level, I can more easily and excitement of putting in my bid, and persuade them that we disabled people the pure amazement, joy and gratitude I are ‘worth it’. felt when it was accepted. I’m forever in Many participants assume that the law the debt of Mik Standing and his team for will form the major part of the course and giving me my first big break. They are surprised when we only allocate 30 obviously believed I had potential, minutes for the DDA. Getting the law out although I was new and green with a lot of the way first allows the doubters to to learn. start in their comfort zone and then leaves And I sure have learnt a lot! Training is the way clear for more interesting things. tiring, leaving home early, getting home Some business advisers have never late and being on your toes all day. before been challenged to think and talk Training is stressful; deadlines can be tight about disability and find it difficult. But and the work goes in peaks and troughs. this is the part of the course in which Work shrinks; there’s never as much in the journeys begin. Some people haven’t, end as you think there will be at the perhaps, realised how disabled people are beginning, but it’s also liberating; being perceived and treated. They might start by your own boss is great. Best of all it’s an thinking of disability as a medical state,

m opportunity to change disabled people’s then begin to understand the social t lives for the better. aspects and agree that the medical model w / m When it comes to delivering training for n Enter, the first hurdle to overcome is that g

/ participants have been ‘sent’ on the

2 “We explore what

course. Most sessions have felt enjoyable

‘ barriers exist and, 0 and worthwhile, but a few have felt like 8 pushing a heavy wheelbarrow up a steep come up with hill where some people obviously feel they 30 practical ways of have much more important things to do. removing them” On a bad day, when, for example, I’ve met a patronising taxi driver and nearly missed my train due to the lack of proper ENTER SPECIAL Message from the Front Line is a negative way of understanding and ’ responding to disability and that it will get The Client Advisers’ story us nowhere. During the course we explore the legal, Janet, Jill, Jane, Jon, Bill, Paul, Terry business and moral arguments for and Andy are the advisers that including disabled people, and participants provide the one to one support to realise they must, if they haven’t already, individuals looking to start up businesses. give serious thought to the ways in which To date we have worked with 2,700 their service is provided. We then explore individuals. what barriers exist, and come up with practical ways of removing them. This The measurable outcomes can be seen involves looking at attitudes, by the numbers of people who have gone communication, assistance, accessible on to set up a business but there are some formats and access in its wider sense. softer outcomes that have been equally rewarding. Many of us have seen some Typical objections to this approach clients, who may not have gone ahead and include “Nice idea, but it’s a utopia,” and started a business, grow in self confidence “But what about the cost?” But the big and move on to do other things like questions are, “How much actually further training / qualifications, voluntary changes?” and “Is it easier now for work or paid employment. disabled people to get an appropriate service from mainstream business advisers?” Thank you Enter Disability For me, the world of business can sometimes feel cold and ‘hard nosed’. It’s Wales by Philip Pashley m t a world in which people want facts and w figures and some people change only Two years ago I contacted Enter when I / was considering self-employment. I was m because the law says they must, not n because they want disabled people to have pleasantly surprised that there was g / a better deal. At times it’s a scary place for someone working for the project close to 2

home and delighted when I found that ‘

someone like me, however, I reconcile 0 myself with the knowledge that our person was Andy Lewis. I first met Andy 8 training programme was considered the almost 30 years ago when he was scoring most successful module of the Potentia goals, playing football for Sennybridge 31 Partnership’s diversity training and that under 11s. Knowing I would be working you can’t win them all but every little with a local person was a great start. helps. Mine is an invisible illness, rooted in the ENTER SPECIAL

’ depths of depression, where confidence However, he’d always enjoyed juggling and self esteem are taken away. Our first as a hobby. A self-taught amateur juggler, meeting went well. My collection of Rob found that improving his skills helped poems, “Interesting People”, went down to take his mind off his troubles, and this well, probably due to a shared sense of therapy paid off in an extraordinary way. black humour. Working with a disabled Late in 2006, Rob spent his last money person who was able to show genuine on a juggling magazine with a free pack of empathy and understanding was a modelling balloons inside. Once back in refreshing change. his room he discovered a latent talent: he Andy found TAPS (Training and could model balloons, going far beyond Performance Showcase). I had to submit a the simple guides in the magazine. The storyline, was accepted and offered a 3 modelling became his main therapy. His day Scriptwriting Course. I didn’t expect models were amazing in scope and size, the course to be easy, indeed it was not, it for example, a full sized motor-bike. was extremely tiring. But initial feedback About the same time, the Job Centre has been good. I am now awaiting a suggested that he speak to Client Adviser, response to my final draft. Bill Ellis-Jones. Bill was impressed with I’d like to thank Enter Disability Wales, Rob’s skill and inventiveness, and together an organisation that has and is still they explored the possibilities for money pointing me in the right direction making. Rob worked on a sound business plan with Bill’s support, a grant submission was made, and in November 2006 Rob was Rob Shaw A Balloonologist booked on a course with the National m Association of Balloon Artists and Sculptors t with a Mission w in Manchester, with all expenses paid. / m From there, everything started to n If you had seen Rob Shaw a year ago, you

g happen. Bubblezone was formed with wouldn’t have known that he had a /

2 Gavin, another juggler, face-painter and

mission: “To make someone happy; to turn balloonologist. Rob hawked full-sized ‘

0 crying into delight”. For eight years Rob

8 balloon Christmas trees round major had worked for Barclays Bank, but now his Wrexham stores, and offered balloon world was falling apart. He’d separated entertainment, with juggling, at birthday 32 from his long-term partner, lost his house, parties. his job and was deep in debt. There seemed no escape from the depression and In Spring 2007, Rob was booked for a illness that resulted. month on the Irish ferry, living on the ship, ENTER SPECIAL

employment experience it has been ’ relatively easy to gain credibility with the people we have been working with. Likewise, for a project that has covered the whole of Wales, the specific local knowledge provided by regionally based advisers, free to network in their own area, has been invaluable. Networking has a direct correlation to the numbers of new clients we were able to attract. DW could learn from this in its efforts to attract new members. and entertaining adults and children alike. On the face of it 2,700 people contacting He found himself with a booking agent Enter during the project looks impressive and has been invited to entertain at and has satisfied targets set by the funders celebrity birthday bashes. Rob recently but we need to be mindful of the fact that spent 6 days on a 45-thousand-ton cruise there are approximately 400,000 disabled liner off Spain, entertaining passengers people living in Wales. We have only just and crew over Christmas. scratched the surface! Rob is very clear in his support for The fear is that there will still be some Disability Wales and the ENTER good and some not so good organisations Programme. “Without ENTER, I wouldn’t delivering new business start up support be where I am today, the support and clear services so it is important we don’t assume advice, and above all the belief in me, that everything is now ok. Disabled people m were exactly what I needed.” Rob, today, t need to keep a close eye on what is being w is a very happy man. “Putting a smile on a /

delivered in their local areas and speak up m kid’s face is worth more than anything if things are not being done correctly. n money could buy.” g /

Let's not forget there is a vast amount of 2

experience and expertise within Enter DW ‘ 0

and the team of advisers that now needs 8 We all feel that it has been of major to be utilised. We have all immensely benefit that DW engaged freelance enjoyed working on the project. Advisers 33 advisers with experience of setting up and have come and gone and we would like to running their own businesses. As advisers thank them and everyone else who has with impairments and first hand self supported the project over the years. ENTER SPECIAL

’ higher than the core grant. We were also concerned about the targets to get so Exit Enter many people into self-employment given the significant barriers facing disabled people in taking up any kind of work. Rhian Davies, DW’s Chief Above all we had to learn the new Executive, on the success of language of enterprise such as ‘assists’, the project ‘start-ups’ and ‘SMEs’ not to mention ‘NBSPs’ and other agencies with whom we were now working. We struggled over whether this was the right area of work for us to be involved with. The project was primarily aimed at individuals although it also worked with business advice agencies to improve access to their services. It could not tackle the benefits trap and we were concerned about being part of the Government “By the way, we’ve signed a £1million agenda to increase economic activity contract with the WDA” was how I among disabled people. was informed of the Enter DW project As the project developed and we built when I started as Chief Executive of an excellent team of staff, client advisors Disability Wales in October 2001. and trainers so our confidence grew and m The Project which was part of the we recognised the contribution that we t w Potentia Partnership was aimed at could make to this area. Through the

/ supporting disabled people interested in

m project we have reached thousands of

n forming their own business. Enterprise was disabled people, the vast majority of g a new area of work for me and also a new whom are not involved in disability / 2

departure for DW itself as it had made its organisations and we have introduced

‘

0 name in areas such as access, aids and them to an understanding of the Social 8 equipment, and benefits information. We Model of Disability. The hundreds of were immediately on a massive learning disabled people we have supported to set 34 curve. We quickly appreciated that up their own business from glass making delivering on a contract is different from to gothic clothing websites are a testament spending a grant, as well as the impact on to the talent, skill and creativity within our an organisation when project funding is community. In creating their own job ENTER SPECIAL

disabled people have taken control of their can be uncomfortable when it appears ’ working lives and developed a role to suit that the priority is cutting the benefits bill their own needs. rather than creating barrier free working Furthermore this project has increased and learning environments. Sound bites our circle of influence and enabled us to such as ‘sick note Britain’ stigmatise move beyond the health and social care people on benefits and only increase arena. It has brought the equality and people’s exclusion and sense of failure. rights of disabled people into the heart of The fact that there are 2.7 million people government plans on economic on Incapacity Benefit says more about the development firstly through the WDA and way the workplace operates than the now with the Department of Economic individuals concerned. Development and Transport. We have It is vital that DW and organisations like delivered Disability Equality Training to it are players in developing and shaping officials and advice agency staff, and economic policy and in delivering services undertaken access audits at their premises to people wishing to be economically and advised them on how they can provide active, whilst also campaigning for an inclusive service. appropriate support for those unable to Our expertise on disability equality issues work. It is a difficult balancing act in general and self-employment in however life is nothing if not complex. I particular is recognised and respected. We am proud of the way that DW has met its are now approached to join major targets for supporting people into self- partnerships in the sphere of economic employment while not compromising on activity. These include Empower Cymru, its values. In doing so it has championed the successor to Potentia, and Business disability equality among disabled people m t

Dragons, a consortium including Chambers as well as agencies operating in the hard- w

nosed world of economic development. /

of Trade, the TUC and Third Sector m

organisations. Both initiatives are bidding n for European Convergence Funding. We g / 2

are also working with A4E, the company

‘

that secured the Pathways to Work 0 contract. We will provide advice on self- 8 employment, working at all times from the Social Model of Disability and our aim is to 35 share this knowledge and understanding with partners in the programme. Working within economic development REMPLOY ’ Remploy

Steve Scott is External I’ve been with Remploy for 20 years, Relations manager of having moved from a background in Personnel and Human Resources. During Remploy, the UK’s this time I have seen significant changes, leading provider of not only in Remploy’s own view of the employment employment of disabled people, but also services for disabled in the disability movement – which, whilst people and those with more radical, has influenced Remploy’s long-term health thinking. Society as a whole has begun to conditions, and a change, for example, rightly accepting member of the Equality disabled children into mainstream education. 2025 committee. As a disabled person, he has That said, it’s not plain sailing – there are first hand knowledge of still multiple barriers disabled people face accessing the skills they need to progress in some of the social employment, find their first job, or even barriers disabled people m navigate the public transport system.

t face – especially in w I haven’t always had the confidence to

/ employment. His role m strive for the qualifications I wanted, or n involves liaising with key develop in a career of my own choosing g stakeholders and / and have had the experience of being 2

promoting Remploy. rejected because of my disability. Now I

‘ 0 Here, Steve gives his have a role where I’m able to engage with 8 thoughts on disability, a wide range of disabled people’s 36 employability, and the organisations and listen to differing views. unique steps Remploy is Being a member of Equality 2025 allows me to talk to people in key positions and taking to unite the two. hopefully influence their thoughts and ideas when it comes to implementing REMPLOY

the Welsh capital it has already ’ found over 120 jobs for disabled people. The service and level of support the branch provides varies depending on the needs of the candidate. A lot of disabled people just want help with their CV, some hints and tips and pointed in the right direction, whilst others may require support to develop their policies that impact on disabled people. vocational skills relative to the What concerns me greatly are the employment options they’re considering. barriers disabled people face as a result of The branch addresses the needs of both the lack of skills they’ve been equipped these groups, providing a range of services with, not through any fault of their own, including team building and leadership but through the decisions other people, or skills development, which includes taking organisations have made for them. This is people off site, the same as any other evident at an early age, with disabled leadership development programme. We people’s expectations in life lower than see these programmes as an effective way non-disabled even before they leave to boost confidence and develop decision primary school. This impacts on individual making competences. confidence and self esteem and is simply made worse when people are continually rejected for employment, promotion, or learning opportunities. m t “Remploy has had w The changes Remploy is making, / including opening up new high street factories providing m n branches, is so important, promoting g

employment since / mainstream employment opportunities for 2

the 1940’s. As the disabled people, allowing similar access to ‘ 0 the labour market as non-disabled people Welsh economy 8 enjoy. has changed, so 37 The Remploy branch in Cardiff is a prime example. It’s highly visible, providing has Remploy to specialist recruitment and development change” services. Opened in May, in the heart of REMPLOY “disabled people shouldn’t be forced into ’ Of course, Remploy has had a strong segregated presence in Wales for a long time, with factories providing employment since the education or 1940’s, though as the Welsh economy has expect changed, so has Remploy to change. segregated I believe this is a change which has to be made. Disabled people shouldn’t be forced employment” into segregated education, have lower learning expectations, put up with poorer delivery of health care or expect segregated employment. The aim of the modernisation is to significantly increase the numbers of people in work, provide through the support provided by Remploy. greater opportunity to develop vocational Remploy manages a European Social skills, which in turn will enhance the Fund (ESF) project, Healthy Minds at Work number of disabled people promoted in project, supporting individuals who employment. develop mental health issues, including Remploy also works with people who stress, anxiety or depression, to remain in become disabled, or develop a long term employment. The project is made up of health condition whilst in employment. It over 20 partners, including employers, is simply wrong for people in this situation trade unions, support groups and disabled to have to leave their job, when given the peoples organisations, providing advice, right support early enough they are able guidance and support to both the employers and employees. m to remain in employment. The employer t w doesn’t lose the valuable skills the These changes and new projects are an /

m individual has and the individual doesn’t expansion of jobs and choice for disabled

n feel they no longer have a valuable people, not a cut back. g

/ contribution to make. I believe these views are reflected by 2

Remploy worked with over 900 people many people in Wales, including user led ‘ 0 last year, who were already in mainstream groups, campaigning organisations and 8 employment, but had developed a social enterprise firms. Whilst I understand 38 disability, or long term health condition any change takes time to come to terms and were concerned they would not be with, the proposals are in line with the able to continue in work. Nearly 400 of views of many disabled people, both in the these people live and work in Wales. All disabled people’s movement and those these individuals remained in their jobs who just want a job. ADVISORY COMMITTEE

Ministers and officials on the barriers that ’ disabled people face in getting and keeping work and what is needed to Disability overcome those barriers. Although it is an internal and confidential Committee it has an external Chair and 14 external Employment Members. DEAC wants to see disabled people who Advisory want a job, including those who may consider work to be beyond their reach, to receive appropriate job-focused support, Committee get a job, do well in their job, stay in their current job or move into a better job and Arthur Blacklock, DEAC Secretary, DWP develop sustainable careers. To deliver this, DEAC believes that the I am pleased to have this opportunity most appropriate strategy is a positive to share with MTW’s readers some focus on support through the mainstream. information about the Disability It recognises though that specialist labour Employment Advisory Committee (DEAC). market measures have a considerable role Although DEAC is an internal Committee it to play where the assessment identifies sets great store on ensuring that it more complex barriers to employment. But engages with external organisations and in all cases the emphasis must be on an individuals to find out what are the individual approach.

barriers affecting disabled people trying to This year DWP officials engaged DEAC in m t access and stay in employment and what is a number of areas central to the w being delivered elsewhere to overcome / Government’s Welfare to Work agenda. In m

those barriers. That is why we have been particular DEAC considered the Welfare n pleased to welcome Rhian Davies to g Reform Green Paper and Pathways which / 2

DEAC’s meetings in Cardiff in the last two

continues to be a major part of the ‘ years to bring DEAC up-to-date with the strategy with its planned national roll-out. 0 8 good work being taken forward and The City Strategy was also introduced and planned by Disability Wales. DEAC is keen most recently the In work, better off Green 39 to learn from new ways of working in Paper. DWP officials have involved DEAC in different parts of Great Britain. discussions with all of these. Earlier in the DEAC was established in 2002 to provide year, DEAC was pleased to have an strategic and confidential advice to DWP opportunity to share its knowledge with ADVISORY COMMITTEE Making the rhetoric ’ the Office for Disability Issues team undertaking the Independent Living Review. Most recently DEAC has been working a reality with officials on issues surrounding employment of people with mental health problems. In the past DEAC has Trade unions can rightly be proud of deliberately not focussed on impairment their contribution to disabled specific issues. However, because people people’s ongoing struggle to achieve equal with mental health problems fare so badly rights. But achieving that objective remains in employment terms, the Minister for a distant prospect. One of the major Disabled People invited DEAC to consider obstacles continues to be the fact that so mental health and employment, which it many disabled people who want to work – agreed to do. The increased emphasis on and who can work – are unable to get or this area and additional support being retain a suitable job. Unions are in a good made available has of course been position to help change this situation, but welcomed by DEAC. too many employers are still reluctant to play their part. The next 12 months will see DEAC continuing to work with Ministers and With disability discrimination law having officials on those key issues relating to the undergone many changes in recent years, employment of disabled people, for British society is changing fast in its example, the consultation on the Review willingness to recognise and celebrate of Disability Employment Services and the diversity and difference, but all too often m implementation of the Welfare Reform disabled people are being left behind. t w Act. In common with DWP the Disability Much has changed for disabled people

/ Employment Advisory Committee will also m over the past few years, but a great deal n be looking wider as issues such as skills and remains unchanged too. g transition from education to employment / 2 go wider than one department. Changing the law has proved to be the

easy part of a much greater challenge – ‘

0 Experiences of organisations such as 8 Disability Wales in working across that of ending the social exclusion of many boundaries will continue to sought and millions of disabled people. Trade unions 40 valued. play a key role in challenging this exclusion, through contributions in the More detailed information can be found workplace and in negotiations with from DEAC’s website www.deac.org.uk or employers, as well as through their by ringing 0114 267 7242. broader role in society. TRADE UNIONS g the rhetoric By Christopher Hartwell, Assistant Research, Campaigns & ’ y Organising Officer, Wales TUC Cymru

The obstacles in the way of turning such ensure, by working in partnership with a vision into practical reality are numerous employers, that the potential of the new and powerful, and they are present across laws to challenge the disadvantage faced

the whole of society. We know disabled by the millions of disabled people in m

people face disadvantage and Britain is fully exploited. t w

discrimination at all stages of the route to /

Trade unions recognise that the potential m employment at work, in finding work, and of these new duties, not least the Disability n in education and training g

Equality Duty (DED), to transform the lives / 2

Trade unions have worked with others to of disabled people is immense: but if this is

‘

improve legal rights and have represented to be achieved, the duties have to be 0 disabled members in securing those rights. approached with the right intentions. 8 The new legislative duties brought about Merely acting to comply with the law will 41 under the Disability Discrimination Act not bring the changes that might 2005 (DDA) provide the opportunity for an otherwise be obtained and the express unprecedented step forward and unions objective of ending discrimination against are finding new ways in which they can disabled people in Britain by the year TRADE UNIONS “changing the law has proved to be the easy ’ 2025, as contained in Government's part of a much Strategy Unit paper Improving the Life Chances of Disabled People, will not be met. greater challenge – that of ending the The Welsh Dimension social exclusion Wales has one of the highest levels of of many millions disabled people in Britain combined with of disabled one of the lowest employment rates for people” disabled people. Of course, disabled people face discrimination in other ways too. Disabled factories across Wales demonstrates the women, for example, are also subject to determination and impact trade unions gender discrimination with the combined can have representing disabled people and result that a disabled woman can expect to workplace disability issues. However, it is earn less than half the average weekly the tip of a much bigger iceberg and fails wage of a non-disabled man working in Wales. to do justice to the breadth and depth of relentless equality work which now Trade unions have been working in underpins much day to day trade union Wales across the six equality strands to activity, which is deconstructing more bring about workplace equality in Wales, subtle, complex layers of workplace working on key workplace disability issues discrimination. m within the context of a social model of t As a result of the ‘Snakes and Ladders’ w disability. Trade union officers are trained

/ report, published in 2003, which m to advise and represent people who are n experiencing harassment or discrimination proclaimed Wales as an ‘advice desert’ for g providing accurate equalities support

/ in the workplace. 2 services, Wales TUC set up the Equal at

One story to recently hit the headlines, ‘ Work project. 0 which highlights the trade union 8 movement’s commitment to protect Equal at Work implements the key 42 disabled people in the workplace, is the recommendations of the 2003 report and hard-fought campaign to stop the provides a central point in Wales for proposed closure of Remploy factories developing the capacity and expertise of across Wales. The publicity generated trade unions in supporting and advising on around the campaign to save Remploy equality and discrimination issues. TRADE UNIONS

The project supports trade unions identifying the barriers, understanding ’ through the development of tailored current strategies and approaches and training, seminars and resources, including highlighting good practice which partly a website and campaign materials, takes a look at barriers faced by disabled encouraging the development of good people in the workplace. The work will be practice. published later this year. The Equal at Work website is a one stop shop for information on equality including a section on disability equality and Re-thinking Equalities discrimination. The Wales TUC supported two seminars last year on Women and Other significant developments have also Disability, organised by the Equal marked a sea-change in the prominence of Opportunities Commission and Disability the equalities agenda. Wales. Since October there has been one Dedicated staff support projects which Government equalities body in Wales improve equality practices in all types of taking on this whole, challenging agenda. business organisations and three seminars This new agency, the Equalities and Human have been run which were aimed at Rights Commission (EHRC) has taken over developing knowledge and strong the functions of the existing Disability partnership working for reps with their Rights Commission, the Commission for employers. The Bargaining for Equality Racial Equality and the Equal training is aimed at giving all reps the Opportunities Commission in Wales. It also has responsibility for tackling knowledge and skills to mainstream

discrimination on the grounds of religion m equality - disability equality is a key t

and belief, age and sexual orientation and w priority within that. promotes awareness of and understanding / The project also provides a central point of human rights. m n for collectively campaigning on issues such g

It is a positive step forward, bringing / as creating statutory rights for Equality 2

synergies and economies of scale. Those of

reps. ‘ us suffering from discrimination at work 0 The Wales TUC Equal At Work Project can go to one place for advice and 8 has recently commissioned the Bevan information. It can support multiple 43 Foundation to undertake a research report discrimination issues far more easily. The which aims to support unions in Wales to helpline is open longer. promote equality and challenge At the same time, the Government is discrimination in the workplace by developing a Single Equality Bill, aimed at TRADE UNIONS

“...a disabled woman can Networking Events ’ Recognising the shifting equalities expect to earn culture, and the impact of the EHRC’s remit less than half to strengthen its policy impact and restrict the average its casework to strategic public interest cases, trade unions in Wales have been weekly wage preparing new strategies to develop their of a non- role as equality champions ensuring disabled man businesses in Wales are meeting equalities duties. working in Wales” Equality Champions

Trade unions in Wales are at the forefront of the campaign for greater workplace creating a clearer and more streamlined equality. Many unions have a Disability discrimination legislative framework which Committee and hold specific conference produces better outcomes for those who events about workplace disability issues. currently experience disadvantage. All are campaigning for an end to Currently there is stronger protection for discrimination, and unions are certain groups that experience committed to putting in place statutory discrimination. The Government’s equality reps and strengthening their own proposals, if implemented, would go a long way to addressing this obvious impact standing up for equalities across m Wales.

t unfairness. w

/ The Wales TUC will be working closely If you would like to find out more about m what trade unions in Wales are doing to

n with the new EHRC. As key social partners g in Wales, Wales TUC will seek to influence promote better workplace equality, visit / 2 the strategy and work programme of the www.equalatwork.org, and if you would

‘ CEHR to ensure the interests of working like to influence and be part of the trade 0

8 people are at its heart. We are proposing a union movement or ensure your rights are new advisory committee to link with trade protected at work visit unionfinder at 44 unions and ensure the stories and www.worksmart.org.uk/unionfinder/ and experiences of half a million Welsh trade find out which trade union can give you unionists are heard by this mighty new the most effective representation in your body. employment sector. NET WORKING Networking Events ’ by Karen Jones, DW’s Disability Networks Co-ordinator The aim of these one-day events, held well. Remember that these events are every three to four months in different your events, and if there are topics you regions, is to encourage, empower and would like to see covered please get in build the confidence of disabled people. touch! Finding a large enough, accessible Networking provides a great opportunity venue in a good geographical location can for people from different areas, groups be a challenge. If anyone comes across a and organisations to meet, share new one in their travels, I am always open information, experiences and support each to new suggestions! other. Disability Wales also supports Each set of events focuses on a different independent groups that are run or theme, for example, Employment, Hate organised by disabled people. We can Crime, Independent Living, The Social offer training and encouragement to assist Model and The Media. At each event two groups to set up and be truly self-run, not or three people give a presentation and depending on ‘professionals’ or outside share relevant information. We then have agencies. the opportunity to discuss and raise issues I also spend time building up, improving in informal small groups. and maintaining links with groups of Knowledge is power’ and these events disabled people in Wales. Currently I am aim to give us all more. At the focussing on particular areas where

Employment events we were able to find Disability Wales is less well-represented m

out about support for disabled people in and building bridges through local t w

employment and self-employment, while voluntary councils to find groups of / at the Hate Crime events we discussed disabled people who we are not in touch m n police policy and how it is being with. g / implemented. We received fascinating 2

I hope this has given you a flavour of a

insights at the Media events into the world ‘ few of the ways Disability Wales seeks to 0 of the local media and how to use it to encourage and empower disabled people 8 your advantage. striving to achieve rights, equality and 45 Attendances vary from 20 to around 50. choice. Why not come along and Disability Wales is run by disabled people experience it for yourself at one of the for disabled people, however, non-disabled regional networking events we are holding people are often interested in coming as in 2008. Hope to see you there! ACCESS TO WORK ‘ G r e a t

B r i

’ t

Access a i n

f r o m

a

W

to h e e l c Work h a i r

Access to Work (AtW) began in June ’

i s

a

1994 replacing and expanding on m a p

several smaller schemes providing support o f

to disabled people. B r i t a i n

It helps the Government achieve its key m a d

objectives to encourage greater e

f r o

independence, provide work for those who m

p a

can and promote work as being the best r t s

o

route to inclusion for disabled people. It is f

t w

an effective and popular programme and o

g r e

has grown consistently since the first year y

N H

(1994-95) when nationally £15.7m was S

w

spent and helped around 10,300 people. In h e e l c

2006-07 overall spend was £59.7m and h a i r s .

helped around 28,500 people, whilst the © T budget for 2007-08 is £64m. The statistics o n y

for Wales also reflected this consistent H e a t o

trend in growth with1024 people helped in n

1 m 9

2005-06 with a spend of 2.1 m rising to 9 4 t w 1155 people helped in 2006-07 with 2.2m / m spent, and a projected figure of 1212 and offers grants towards additional costs n people helped in 2007-08 at a spend of g incurred in the workplace as a direct result

/ 2.26m. The aims of the programme are to 2 of the person’s disability. encourage employers to recruit and retain

‘

0 disabled people by offering practical help, To be eligible for help, the applicant 8 and to provide advice to disabled people must have a disability or health condition and their employers to help them to as defined under the Disability 46 overcome work-related obstacles resulting Discrimination Act that affects their ability from disability. It also aims to enable to carry out their job. They must be over disabled people to work on a more equal 16 years old, be in, or about to start, paid basis with their non-disabled colleagues, employment (including self-employment) ACCESS TO WORK

and not be claiming Incapacity Benefit equipment in the workplace which are ’ once they are in work (with the exception needed as a direct result of disability of Permitted Work). Access to Work provides grants towards the total cost of approved support. The level of the grant n Travel to Work (TtW) will depend on whether the customer is Provides a grant towards the extra costs of employed or self-employed, how long they travel to and from work where a person have been in their job and the type of help cannot use available public transport as a required. AtW will pay grants of up to result of their disability or health condition 100% for unemployed people starting a or helps with adaptations to vehicles. job, all self-employed people and people who have been working for less than 6 weeks when they first apply for AtW. They n Travel in Work (TiW) will also pay grants of up to 100% for Provides a grant towards the extra cost of Support Workers, additional Travel to travel incurred whilst at work, for example Work and Travel in Work costs, and where a person cannot use available public Communication Support at Interview. Cost transport as a result of their disability or sharing only applies to Special Aids and health condition, help can also be offered Equipment (SAE), Adaptations to Premises with adaptations to vehicles. & Equipment (APE) and Miscellaneous (Misc) elements of the programme when customers are employed (not self- n Support Worker (SW) employed) and have been in their job for Provides human support in the workplace more than 6 weeks. When cost-sharing (such as BSL Interpreter) to allow the applies, the cost-sharer (usually the m person to access their work environment t employer) must pay the first £300 of any w Examples of types of Support Workers: / support costs and at least 20% of any m

British Sign Language (BSL) Interpreter, n

approved costs between £300 and £10,000, g Buddy, Carer, Counsellor, Driver, Job-Aide, /

with all costs above £10,000 being met by 2

Job Coach, Job Designer, Lip Speaker,

AtW. ‘

Mentor, Note Taker, Palantypist, Personal 0 There are seven elements within Access to Reader, Travel Buddy 8 Work: 47

n Adaptations to Premises and Equipment n Special Aids and Equipment (SAE) (APE) Provides grants towards aids and Helps modify premises and adapt ACCESS TO WORK

’ equipment to make it accessible for a difficulties. Paul is a General Manager for disabled employee. Space for People (disabled persons housing service) where he leads a team of people to provide a housing service and his main Communication Support at Interview n duties include using a PC to produce notes, (CSI) letters, spreadsheets and schedules. He also A grant for an interpreter or other human has to attend meetings and take notes. support at job interviews for someone who Access to Work has provided grants for has difficulties in communicating with assistive technology to enable Paul to use others. his PC. A support worker has also been funded to act as a job aide, carer and driver. n Other support Other support that cannot be provided under any of the other elements. Trevor Palmer runs a leather trading and consultancy company which he started in Access to Work is delivered through a 1998. Trevor is involved with a variety of network of 11 AtW Business Centres disability organisations and does work for located throughout England, Scotland and the Welsh Development Agency and Welsh Wales. Each Business Centre is staffed by Assembly Government. He delivers AtW specialists dealing with first contact, disability equality and awareness training advice, and payments. Information about and has been contracted to facilitate AtW and contact details for all Business disability forums. Most recently he was m Centres is available on: involved with the Millennium Centre in t w www.jobcentreplus.gov.uk and Cardiff (a most prestigious building in the / m www.direct.gov.uk. centre of the City) advising on disability n

g Local Jobcentre Plus offices or DEAs can access issues. He also successfully trades in /

2 also put you in touch with your local wheelchair accessories (www.gl100.com)

Business Centre. Trevor has MS and since he started trading, ‘ 0

8 Access to Work has funded him to have a powered wheelchair, adaptations to 48 Case Studies: premises e.g. disabled toilet, ramps and a Paul Lindoewood has cerebral palsy. He is support worker to act as a job aide, carer a wheelchair user and also has hearing loss and driver. He has also had ergonomic and in both ears and severe communication IT aides. POEMS

Above St Govan’s Chapel

Why do you have to give me all those ups ’ Caroline Gill and downs, steep gradients, steps of polished stone? Are you to blame for these, your sea-washed shapes that stealthy pirate boots once chanced upon? It seems a shame that pilgrim feet can feel the tug of centuries beneath the heel, while I remain aloft and all alone.

You do not need to lure me with your tales of holy wells and hidden bells and more: I’d love to scamper down and watch the seals, who hide their secrets in St Govan’s store. I long to ride those waves, which rise and fall like herring gulls that clip the turf, and scale sharp pinnacles above the limestone shore.

You ask, don’t I do stairs? - but my poor knees do not take kindly to your weathered blocks that perch like kittiwakes in crevices; and lead down to the chapel in the rocks. Caroline Gill is a member South-westerlies sweep all the birds away, of the Poetry Society and like Jacob’s ladder stretching to the sky: has had a number of swifts rise on rungs of cumulus across the tracts poems published, mainly of ocean air. They shout out loud: in small press magazines. ‘It’s great to be alive!’ She lives with her I share their cry. husband David, an archaeologist, in a house overlooking Swansea Bay. Caroline suffers from rheumatoid arthritis and has had several joint replacements.

Above St Govan’s Chapel, © Caroline Gill POEMS

The Murder House

’ The vicious ballerina Catriona Tostin Lives in The murder house

She watches As friends strangle One another

He’s the horse She’s the rider, He falls and Breaks a leg

The vicious ballerina Dances in The bad ballet school W i t h

Silence t h a

n Silence for the k s

t o Violence

P a u l

P e t e Someone lies dead r

P m i e

c People at the back say h t w “Let me join in / m Catriona Tostin is the collective Let me join in” n name of Arts Into Action, a g

/ group of young people with The vicious ballerina 2

learning difficulties from Strikes again in ‘

0 Ceredigion. This poem came

8 The murder house from drama games, visualisation and cut and 50 shuffle techniques facilitated by Chris Tally Evans.

The Murder House, © Arts Into Action POEMS Invisible Blind Man

Andrew Hubbard invisible blind man passing through ’ No one sees him, or sees who hopes behind reflective lens to hear, good day. OK? turned out nice; or, there’s a day! invisible blind man may be deaf may be daft, some say all wise hear the hush fall on his foot fall laughter dies as eyes are bowed No joy allowed, they stand aside. invisible blind man aches to talk longs for idle chit chat, close tone craves dialogues with passers by not pitiful averted eye needs to tell them, needs to touch them. Andrew Hubbard followed the denial route of most invisible blind man swings a cane disabled people. Society marks his arc, his safety zone encouraged him to tap left, tap right, he counts his steps ‘overcome’ disability. Losing his career, but winning a DDA moves through time which marks his course tribunal began a new life for stand still, hush still. Pray we are invisible. Andrew. He has come out as a Disabled Person; he is proud of being different. Andrew passionately promotes Disabled People’s culture; he believes denial of disability is the root of prejudice and 51 discrimination.

Invisible Blind Man, © Andrew Hubbard EASY READ

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