FAQ
Q.
What are the benefits to employing someone with Learning Disabilities and or Autism?
A.
People with learning disabilities and autistic people are a hidden talent pool who have much to offer companies. 70% of people with Learning Disabilities and Autistic people want to work, yet only 6% are in work. A Mencap survey found that people with learning disabilities stay in their job on average 3.5 times longer than those without a learning disability. The same survey also found that the people with LD and Autism had no whole day absences, compared to 1-6 days missed by their matched
non-disabled colleagues. The average cost of adaptation was found tobe only £75!
Q.
If I employed an individual requiring a level of support, how do I access this - what training, guidance and support is there available to businesses?
A.
Access to Work is a government funded employment support programme. It supports employees and employers in helping more disabled people start and stay in work. Access to Work can advise on suitable reasonable adjustments and assist in funding specialist equipment and/or a support worker.
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Supported employment providers can support not only the candidates in finding the right support, but also advise managers and mentors within the employer organisation. They are experts in tapping into the Access to Work system to fund job coaching support, follow along coaching and assistive technology. There are a wide range of organisations that can provide support and links to many on them are on this website.
Q.
What are the top tips for employing people with SEND? What adaptations can be made to accommodate these employees?
A.
It's important to remember that not all disabilities and conditions are immediately visible, or may not be shared through the recruitment process. There is no legal obligation for an employee to share that they are disabled. However, if a candidate or employee discloses, that they are disabled, employers have legal obligations under the Equality Act 2010. One of the major ways in which employers can be inclusive is to permit reasonable adjustments.
Q.
What are reasonable adjustments?
A.
Reasonable adjustments are about ensuring that employees aren’t at a disadvantage. The main question to ask – is this reasonable adjustment giving an advantage or is it simply removing the barrier that other candidates do not face. Examples could include things like adapted equipment, working interviews and large print easy read text.
Q.
Are there any existing services & funding locally to help business adapt their processes to be more inclusive?
A.
Access to Work is a government funded employment support programme. It supports employees and employers in helping more disabled people start and stay in work. Access to Work can advise on suitable reasonable adjustments and assist in funding specialist equipment and/or a support worker. You can apply for Access to Work for one of your employees directly through our site by heading to the “info for employers” page.
Q.
What are some useful recruitment practices for individuals with learning difficulties/autism to ensure businesses get the best experience and the business is properly able to assess people are fit for the roles?
A.
For recruitment to be inclusive - and reach the widest talent pool - processes, practices and content must be accessible to all. Irrespective of a person's disability, impairment or long-term condition. In order to do this the entire recruitment process needs to be accessible. This includes how you attract talent to how you describe the role, and the essential skills. You also need to consider how to interview; perhaps allowing processes such as working interviews. Access to Work can advise on suitable reasonable adjustments and assist in funding specialist equipment and/or a support worker.
Q.
I have a vacancy that I would like to fill, what should I do?
A.
If you have a vacancy that you would like to give someone an opportunity to apply for. Please go to the “info for employers” page on our website and fill out the expression of interest form and we will be able to assist you. We will try to link you with a suitable candidate or alternatively put up your vacancy on our page. All employer details are kept completely anonymous and will not be shared with any support organisations without consent.
Q.
I’m not in a position to employ someone but would like to access more information and training around LD and Autism in the work place
A.
If you go to our “info for employers” page you will find loads of different support including training for your business around LD and Autism, how to become a disability confident employer, numerous success stories of people and businesses already doing great work and much more…