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October is National Disability Employment Awareness Month! The 2024 theme for National Disability Employment Awareness Month is “Access to Good Jobs for All.” Learn more: dol.gov/NDEAM Good jobs change lives, and all workers deserve the opportunity to prepare for, obtain, and succeed in them. ❓ How are you observing National Disability Employment Awareness Month? ⬇ Let us know in the comments. Employer Resources: ▪ Inclusive apprenticeship programs help companies access a wider talent pool. Learn how to start or expand an #apprenticeship program: https://lnkd.in/gwUrZNNX ▪ The Job Accommodation Network helps employers increase access and opportunities all year long: AskJAN.org ▪ Want to cast a wider net when hiring? Make sure you’re not omitting qualified applicants with disabilities. @AskEARN can help employers increase access to good jobs for all. AskEARN.org ▪ Want to build a strong, inclusive workforce? Check out this free online toolkit from @JANatJAN with tools to create a more disability-inclusive and compliant workplace: AskJAN.org/toolkit ▪ Are you using accessible technology to increase access and opportunity for people with disabilities? The Partnership on Employment and Accessible Technology can help: PEATWorks.org ▪ Learn how @USDOL’s Office of Disability Employment Policy helps advance access to good jobs for all, including America’s workers with disabilities. dol.gov/agencies/odep COVID Resources: Are you experiencing #LongCOVID? Learn about workplace tools and accommodations to help you keep working during your recovery. https://lnkd.in/gZig45Ps Human Resource Association of Central CT (HRACC) Elaine Rosales, SPHR SHRM PMQ Sandra Vazquez-Parent #InclusionWorks #HRACC #NDEAM #InclusionMatters

🏛 In November I had the massive privilege of giving evidence to the UK House of Lords Public Services Committee inquiry on the transition from education to work for young disabled people. The committee published its ‘Think Work First’ report yesterday (https://lnkd.in/e6ikuMe2). The report makes multiple recommendations that overlap with those of The Disability Employment Charter, including: 🔴 Introduction of mandatory disability pay gap reporting 🔴 Doubling the number of (and increasing eligibility for) supported internships, along with ambitious, time-bound targets for this to be achieved 🔴 Government promotion of apprenticeships to employers and training providers, and incentivisation of employers to take on disabled apprentices 🔴 Disability Confident status conditional on the employer meeting clearly defined thresholds for the percentage of its workforce that is disabled, with an employer’s status being lost or downgraded after a year where these thresholds are not reached (this actually goes beyond the Charter which calls for thresholds at Levels 2 and 3) 🔴 Regular government updates to the Committee on progress with reducing the Access to Work application backlog and cutting application times 🔴 A four-week deadline within which employers are obliged to respond to an employee’s request for a reasonable adjustment (we were originally planning on calling for a four week deadline in the Charter, but reduced this to two weeks following advice from an employers’ organisation) 🔴 Introduction of an information hub developed through consultation and in partnership with disabled people Also fantastic to see The Disability Employment Charter being directly cited by the committee, and also in evidence submissions from Hft, the Shaw Trust, BASE (British Association for Supported Employment) , Trades Union Congress (The TUC), Youth Employment Group, Disability Rights UK, Unison, and ThinkForward. The importance of the overlap between the recommendations from the House of Lords Public Services Committee and The Disability Employment Charter cannot be overstated. The greater such overlap, the more powerful the message this sends to government.   👉 If your organisation has yet to sign The Disability Employment Charter and you would like to find out more, please contact disabilityemploymentcharter@gmail.com

As Learning Disability Week 2024 draws to a close this weekend, I think as a sector we’ve done well in responding to the theme ‘Do you see me?’… but have we done enough to encourage others who perhaps have never lived, worked or had any contact with people with a learning disability to not only see, but hear and champion their voice too? At Unity Works the reason for our existence is to showcase the talents of the trainees, interns, learners and jobseekers we support and effect fundamental change in the workplace to ensure inclusion. I just hope some of our stories and those from across the sector have encouraged employers, commissioners and general Joe public to really ‘see’ how barriers to inclusion can be removed for people with a learning disability.. If anyone wants to know more, or be a part of a movement to amplify the the voice, raise the aspirations and create opportunities for people with a learning disability then please give us a shout as we’d love to help out! #learningdisabilityweek2024 #LDweek #LearningDisabilityWeek #Doyouseeme #inclusiveworkplaces #supportedemployment #inclusion #creatingopportunities

After an incredible two days at the BASE conference, we wanted to take a moment to reflect on some of the highlights of the event. The BASE conference was a profoundly inspiring and thought-provoking experience, highlighting the transformative impact of supported employment. Personal stories from individuals like Megan, Caitlin, Carole, and Jamie underscored the resilience and determination of disabled individuals, emphasising the importance of creating inclusive workplaces that recognise and value their contributions. Jamie’s assertion: “I am not someone with a disability; I am disabled,” resonated deeply, reflecting a strong sense of identity and empowerment. This perspective challenges societal perceptions and encourages a focus on abilities rather than limitations. Strategically, Julia Gault’s insights into upcoming initiatives, such as Get Britain Working and Connect 2 Work, signal a commitment to closing the disability employment gap. These programmes aim to provide tailored, high-quality support, ensuring individuals with disabilities and health conditions can fully participate in the workforce. We also heard from Alistair Kerr about Scotland’s ambitious plan to deliver Supported Employment Services across all 32 areas by 2025, further highlighting the potential for coordinated action to create systemic change. Discussions on job analysis, vocational profiling, workplace integration, and quality assurance frameworks, like the SEQF, reinforced the necessity of robust foundations. These elements are critical for sustaining high standards, achieving successful employment outcomes, and fostering a culture of inclusion. Understanding the needs of both individuals and employers remains at the heart of this approach, ensuring meaningful and lasting employment matches. The collaborative efforts of education providers, local authorities, and employers are vital in designing and delivering effective programmes - highlighted during the supported internship discussion. The conference reinforced a renewed sense of purpose and urgency in advancing supported employment. It’s not about lowering expectations to include people with disabilities—it’s about levelling the playing field to create equitable opportunities where individuals can thrive and showcase their full potential. Kirsty Hunn, Fedcap's Commercial Director, said: “Two inspiring days at the BASE conference reinforced the importance of supported employment in closing the disability employment gap. Powerful stories and strategic insights reminded us that it’s not about lowering expectations—it’s about creating equitable opportunities and empowering individuals to thrive in the workforce. #BASE2024 #SupportedEmployment #CareersForAll

Only 26.7% of adults with a learning disability are employed yet 86% of unemployed people with a learning disability want a paid job. (Mencap). Do you have a learning disability? Do you know someone who does? Do you work with someone who does? Learning disability is not always seen, understood or appreciated in the people we work with and employ, and that results in a waste of talent. Created by Mencap and running 17 – 23 June 2024, Learning Disability Week focuses on challenging the barriers people with a learning disability face and highlighting the value they bring to society. This year’s theme is “Do you see me?” which is all about being seen, heard and valued. Beyond this dedicated week, organisations in hospitality such as The Crumbs Project, Royal Academy of Culinary Arts BaxterStorey and many others work on an ongoing basis with people living with a learning disability, with a focus on training and skills development in the workplace. Take a look at this article from Hospitality & Catering News to learn more. #learningdisabilityweek #learningdisability #accessibility #hospitality

I shouldn’t be shocked at the findings and recommendations in this report but it still surprises and shocks me the discrimination and lack of support experienced by disabled people wanting to find work. After attending many learning disability partnership boards, task groups, area forums and conferences about employment for people with learning disabilities and autistic people over a 15 year period and since working with a wonderful national programme run by the #DownsSyndromeAssociation #WorkFit to successfully support people into paid work I have found there are great solutions out there like WorkFit, supported internships and working interviews alongside reasonable adjustments that work for disabled people. Innovative programmes like WorkFit show work places how easy it is to employ some great people with the right support and start benefitting from their presence, skill and dedication in the work place. The government needs to invest in these programmes and extend them with skilled specialists who know how to support disabled people into work. We don’t need more reports and research we have had the answers for decades. #employment #valuingemploymentnow #valuingpeople #humanrights #learningdisabilityandautism #disability #reasonableadjustments

In today's competitive business landscape, fostering a diverse and inclusive workplace is no longer just a matter of social responsibility – it's a strategic imperative. 🚀💼 Embracing disability inclusion is a powerful way to unlock economic and innovative advantages that can propel your business forward. Why Disability Inclusion is a Game-Changer: • Innovation Powerhouse: Employees with disabilities bring unique perspectives and problem-solving skills honed by navigating a world not always designed for them. This diverse thinking fuels innovation and sparks creative solutions to complex challenges. • Talent Pool Expansion: Don't limit your talent pool! Individuals with disabilities represent a vast, often overlooked source of skilled and motivated professionals. By embracing disability inclusion, you open doors to a broader range of talent that can drive organizational growth. • Enhanced Reputation: Demonstrating a commitment to disability inclusion resonates with socially conscious consumers, investors, and top talent. It showcases your company's values and builds a positive brand image that sets you apart. How to Harness the Power of Disability Inclusion: 1. Foster a Culture of Innovation: Encourage open communication, collaboration, and idea-sharing. Create an environment where employees with disabilities feel safe and empowered to contribute their unique insights and perspectives. Celebrate and reward innovative solutions that emerge from inclusive practices. 2. Widen Your Talent Pipeline: Partner with disability employment organizations and community groups to connect with qualified candidates. Offer internships and apprenticeships to provide valuable work experience and build a pipeline of future leaders. Invest in training and development programs to upskill and empower employees with disabilities. 3. Build Your Brand Reputation: Share your commitment to disability inclusion through your website, social media, and marketing materials. Participate in industry events and conferences focused on diversity and inclusion—partner with disability advocacy organizations to raise awareness and demonstrate your dedication to making a positive impact. Remember, the benefits of disability inclusion extend far beyond the bottom line. By creating a more inclusive workplace, you're driving innovation and growth and fostering a more equitable and fulfilling work environment for all. Join us in championing disability inclusion! Share your company's initiatives and successes in the comments below. Let's create a movement that transforms workplaces and empowers everyone to reach their full potential. #disabilityinclusion #diversityandinclusion #innovation #talentmanagement #CSR #socialimpact

For this week’s #TransitionTip on job exploration and employment for youth with disabilities, a practical and manageable activity is participating in Disability Mentoring Day on October 16, 2024. This event is designed to promote career development for students with disabilities through hands-on programs and job shadowing, offering them valuable real-world insights into different career paths. Steps to Implement: 🔘 Identify Local Opportunities: Research local businesses or organizations that participate in Disability Mentoring Day or offer mentoring programs for youth with disabilities. Many schools, vocational programs, and local businesses host these events during National Disability Employment Awareness Month (NDEAM). 🔘 Reach Out and Schedule: Contact the chosen organization to arrange a mentoring session or job-shadowing opportunity. If no formal event is available, inquire if they would be willing to host an informational interview or a one-day shadowing experience. 🔘 Prepare the Student: Before the event, help the student prepare by researching the company and discussing the type of questions they can ask their mentor about the job and workplace culture. Practice role-playing interactions to help them feel comfortable. 🔘 Reflect on the Experience: After the mentoring day, have a discussion with the student about what they learned, what they found interesting, and how it might shape their future career choices. For more information on organizing or participating in Disability Mentoring Day, the American Association of People with Disabilities (AAPD) offers resources to help: https://bit.ly/3zKOoMa

The Career Pathways Pilot 2023-2025 aims to support employers to build their capacity to develop the leadership potential of employees with disability. Australian Disability Network is conducting the pilot in partnership with the Business Council of Australia (BCA). Four BCA members are participating in the 18-month program: Coles Group, Compass Group Australia, Kmart & Target Australia and Woolworths Group. Australian Disability Network will support these organisations to progress the careers of employees with disability out of entry level roles and into leadership positions. A key goal is to have sustainable systems and processes in place to ensure that people with disability have the same opportunities for job fulfilment and career progression as people without disability.

One of the things I'm very conscious of is that people with disability need to be at the heart of the change in disability employment. I believe our annual Conference program reflects that. However, I do realise that our Conference tickets aren't cheap. That's sadly unavoidable - we don't get any government funding and the costs involved are massive. The AV alone.... don't get me started (though if you have an interest in starting an AV social enterprise company, staffed by people with disability, I'm all ears). But we certainly don't want to exclude people with disability who want to come. We are in a position now to offer a limited number of bursaries to people with disability who would like to come. Our only eligibility conditions are: a) that you should be a person with disability b) you should not work for a company that can reasonably be expected to pay for you to come We are looking for those who will benefit significantly by coming, and in so doing benefit the movement for disability employment. Conference is 11-13 June in the Melbourne Grand Hyatt (https://dea.cw3.events/). Details for the bursary are here - if you have any additional access needs when it comes to the form, please do get in touch with me and/or the team at DEA and we'll make it happen: https://lnkd.in/gYMMcthh