Stephen Kelly’s Post

This story illustrates the importance of the social model of disability in effectively addressing neurodiversity at work. A postal delivery worker was making repeated mistakes when sorting letters into the sections of the frame used to prepare for delivering them. It got to the stage where management was threatening to discipline, or even sack, him. The worker went to see his trade union representative. The rep, who is dyslexic, made the member feel comfortable enough to open up about their problem, and between them, they soon realised that the worker was probably dyslexic, although he did not have a formal diagnosis. The worker and the rep wondered whether that particular frame was causing the problem, as it contained lots of addresses with the same first word but a different second word eg. Road, Street, Close, Avenue. The union rep tried sorting mail on this frame and came up against the same problems that the worker had. The delivery office considered this particular frame a priority for prompt delivery of mail, which created additional pressure on the worker, which had led to more mistakes. The rep explained the issue to the delivery office manager, who knew nothing about dyslexia and was hostile at first. The rep persisted, and persuaded management that dyslexic workers be allocated to other frames. The worker – and other dyslexic workers – now make far fewer mistakes and experience less distress. The social model of disability recognises that barriers disable people with impairments or differences This story illustrates the importance to neurodivergent workers of the social model of disability. The employer was applying a medical (also known as individual) model of disability, seeing the problem as coming from the worker. In contrast, the union rep applied the social model of disability, looking for – and finding – barriers presented by the workplace to the dyslexic worker. Under the medical or individual model approach, the worker was the problem, and the only ‘solution’ the employer could identify was to discipline or sack him. Under the social model approach, it was the street names in a particular sorting frame that were the problem, and the solution was for dyslexic workers to work on other frames. The union rep had taken part in a training course on neurodiversity in the workplace, which had been arranged by his trade union and delivered by Red in the Spectrum. His main takeaway from the training was the social model of disability, and the story above is just one example of how he has applied it in practice. Contact Red in the Spectrum to arrange neurodiversity training for your trade union, your workplace or other organisation you are involved in, and use what you learn to put the social model of disability into practice! More here: https://lnkd.in/ebUG-smB #neurodiversity #dyslexia #socialmodel

#Employers should establish a #transparent framework for #promotions , particularly when evaluating business cases alongside other #qualifications . It's essential to clearly define the business case criteria before considering suitability, ensuring a fair assessment. #Disability should generally not impact the business case evaluation. However, under Section 39 of the Equality Act (UK), UK employers must make #reasonableadjustments to ensure #equalpromotion opportunities for #disabled #employees , tailored to the role's requirements and the individual's #disability . This may not always mean automatic #promotion but rather adjustments to level the playing field.

“Do you [have Tourette’s]hold the Highest Office in the Land?”: A Call for Accountability and Justice” At 17, I sat in my first disability training session. The trainer asked the group, "Is it appropriate for a male support worker to hold the hand of a male with an intellectual disability?" Even then, my sense of social justice was strong. As a young gay man, I was hurt by responses like, “people may think they’re gay” and “it’s not a good look for the client.” I spoke up, expressing my pain at these prejudiced remarks. What followed was an awkward silence, and we were dismissed for a break. I wasn’t given the opportunity to return from that break. I didn’t get my certificate of attendance, but more importantly, I didn’t get the chance to fight the injustice that unfolded in that room, a scene that has remained with me for nearly 25 years. That moment marked me deeply, making me wary of disclosing my sexual orientation in work settings, even today. The trainer that day held the ‘highest office’ in that room, wielding authority and power. With that power comes the responsibility to create safe and inclusive spaces, a responsibility they failed to uphold. Fast forward to today, and we see a similar dynamic when public figures make harmful remarks. When the Prime Minister made an insensitive joke using Tourette’s syndrome as the punchline many dismissed it as a "mistake" and argued that our hurt was misplaced. But for those living with disabilities, this wasn’t just a mistake, it was another reminder of the ongoing struggles for acceptance. Imagine a 17-year-old with Tourette’s hearing those words. They’ve likely endured bullying and discrimination their whole life, and now, the leader of their country is laughing at their expense. The message they receive is clear: their pain is trivial, their identity is a joke. So, do you hold the ‘highest office’ [in the land]? If you do, then you also hold the greatest responsibility to treat everyone with dignity, to celebrate their uniqueness, and to never use them as the butt of a joke. Social justice isn’t a buzzword; it’s a commitment to fairness and respect, especially from those in power. We must challenge a culture where exclusion and mockery are tolerated, whether in government, workplaces, or everyday life. Silence in the face of injustice is complicity. Those in power must be held accountable, and we must all demand a world where no one’s identity, disability, or humanity is used for amusement. Every person deserves dignity. That starts with leaders being responsible for the impact of their words and actions. Let’s hold ourselves to that standard.

For Disability Pride Month I present an article on the benefits to hiring differently able individuals. #disability #invisibledisabilities #diversity #benefitsofdei https://lnkd.in/eN8t499y.

The theme for International Day of People with Disabilities this year is: "Amplifying the Leadership of Persons with Disabilities for an Inclusive and Sustainable Future" If I could ask the lovely people that are reading this today for some help, I would be so very grateful! I retrained as a coach in 2018/19 because of my own experience of having acquired an energy-limiting disability in 2011. It took years to adjust to my new physical reality as the societal barriers that accompany disability can be steep, varied and surprisingly/annoyingly endless! Often, we find ourselves creating businesses or solutions to a problem we had in the past that we hadn't found a service or solution for. For me, that was a disability-informed and non-directive coach. I had a multi-disciplinary team of medical professionals giving advice about a condition that was only recently being recognised and understood, and not all of this advice was right for me. I also had lots of well-meaning advice from the people in my life because socially we love to give advice - solicited or not. We do it to feel useful and to show we care and are invested in each other. Again, not all advice is helpful or relevant. Knowing how to figure out what was right for me specifically and what to disregard was a slow learning process. I wholeheartedly believe my transition into the lived experience of a disabled person would have been smoother if I had a disability coach. Someone to listen as I unpacked my day-to-day life and help me synthesise all the advice and information to develop strategies specific to me as an individual. That is why I now do what I do! I spent 4 years working as a Business and Career Coach following my coaching certification with the University of Cambridge in 2019. This was due to the great advice given to me by my Cambridge tutor; build up my hours of non-directive, person-centred coaching experience first and develop experience of the craft that is a professional coach before working in the disability niche. Yup, I even held to that through Covid! Ironically, 30% of Long Covid sufferers have what I have. I soft-launched my company earlier in the year with the goal to launch a little louder on #IDPWD! If you could give my company LinkedIn page a follow today that'd be really helpful. I've made many wonderful connections and supporters here over the years, and it would give my venture a boost to have more followers over there too. I do plan to post more in there too. I also promise not to spam your inbox! https://lnkd.in/ghis8k5m #IDPWD #InclusiveLeadership #DisabilityCoach #DisabledEntreprenuer #TheSocialModelOfDisability #TheDisabilityForce Image Description in captions. Portrait of Michelle Scicluna, taken at the "Jason and the Adventure of 254" exhibit by Artist Jason Wilsher-Mills at the Wellcome Collection in London until 12th January.

🔹 Wright v Cardinal Newman Catholic School: Disability Discrimination Digest 🔹 In a recent case, Marcus Wright, an autistic teacher, was awarded £850,000 in relation to his successful claims of discrimination arising from disability, unfair dismissal, and victimisation against his employer. Here are the key details: Background 🔹Wright was employed by Cardinal Newman Catholic School since 2005 as Head of Maths. 🔹Wright disclosed his autism diagnosis to the school in 2017. 🔹Over time, he raised multiple complaints about bullying and inadequate support, which he felt were exacerbated by his autism. 🔹Following these complaints, he was demoted to a “High Performance Coach” role, a move he accepted "under protest" due to fear of losing his position. Employment Tribunal findings 🔹The tribunal found that Wright’s behaviours, which were used by the school to justify disciplinary actions and eventual dismissal, were directly related to his autism. 🔹Wright’s grievances were dismissed without due regard for his neurodiversity. Compensation 🔹Wright was awarded £850,000 to cover loss of earnings, pension losses, and injury to feelings. What this means for employers Employers should understand the reasons behind an employee’s grievance(s) and consider whether an individual’s neurodiversity could be related to workplace behaviours or an individual’s needs. Neurodiverse conditions, such as autism, can qualify as a disability under the Equality Act 2010 and trigger an employer’s duties under the Act. #DisabilityDiscriminationDigest #DisabilityDiscrimination #CaseUpdate #Autism #NeurodiversityInTheWorkplace

For employers: Case update: disability and promotion procedures In light of a recent Court of Appeal decision, this article explains how significantly employers should be expected to adjust their promotions policies to accommodate a disabled applicant Do you provide a clear framework ? Make sure that policy clearly explains the business case required before the candidate can move on to the next stage (ie, considering their suitability). And Make reasonable adjustments Section 39 of the Equality Act stipulates that an employer must not discriminate against an employee in the way it affords access to opportunities for promotion. If an employee is disabled, you must look at what adjustments you can reasonably make to ensure they aren't disadvantaged by the process. #disability

I’ve been hesitant to share this—due to the negative stigma associated with having a chronic illness. But I am disabled. Even having a successful career I have been discriminated against and experienced individuals being biased towards my abilities. We need to raise awareness and change the negative stigma associated with individuals with disabilities. I was hospitalized twice this past month and am grateful to have such an understanding and supportive employer—but not everyone is as fortunate. As a recruiter, I am especially sensitive and passionate about D&I initiatives and can no longer stay silent on this issue. We are extremely hard workers and highly motivated individuals because we have the same workload as the rest of our coworkers but have to work twice as hard due to our physical and/or mental limitations. Just because someone has a disability—it doesn’t mean they’re unable to perform their duties or will be unreliable. Please be compassionate and give us a chance to prove ourselves and I promise you will not be disappointed! Read this article I was interviewed for last year to learn more on these issues in the workplace⬇️⬇️⬇️ #diversity #d&i #inclusion #diversityintheworkplace #disability #disabled #chronicillness #invisibledisabilities #raiseawareness #disabilities

IS YOUR BUSINESS BULLET PROOF against DISABILITY DISCRIMINATION CLAIMS? #autism #adhd #dyslexia #neurodiversity Under the Equality Act 2010, it is illegal for employers and their staff to discriminate against neurodiverse employees, including treating them unfairly, subjecting them to harassment and victimisation, or failing to make reasonable adjustments. Conditions like Autism and ADHD are often termed "invisible" disabilities, as they may not be immediately apparent and the employee may choose not to disclose them or to "mask" them (which is entirely within their rights). However, employers may be expected to have knowledge of a disability if there were indications that were not investigated. Neurodivergence is often associated with mental health conditions like anxiety and depression, which could themselves fall within the definition of disability. Unless a neurodivergent individual's condition is mild, they are likely to be classified as disabled for discrimination purposes. They do not need a formal diagnosis or to have disclosed any formal diagnosis to be protected. A notable case, Mrs R Wright-Turner v London Borough Council of Hammersmith and Fulham and Ms K Dero, resulted in a significant £4.6 million award by the Employment Tribunal. This highlights the serious consequences of failing to address disability discrimination (ADHD & PTSD) in the workplace. In Mr M Wright v Cardinal Newman Catholic School, autistic maths teacher who frequently filed complaints and grievances received £850,000 after a London South tribunal determined he was unfairly dismissed, victimised and discriminated against by his employer. Having read the above article, you may now understand, that it is crucial for businesses to create inclusive environments and support all individuals, regardless of their neurodivergent status, to prevent legal and financial repercussions, and as Petra concludes, this approach may also prevent excessive hair loss😁. #disability #employmentrights #lawfirms

People Management magazine have published our recent article which examined the extent to which employers have to adjust their promotion requirements to accommodate disabled staff. IM's Abbi Copson represented Coventry University in the case mentioned. #discrimination #employmentlaw #promotion #hr #legalupdate #educationsector #disability #reasonableadjustment Irwin Mitchell