SERVICES
A GUIDE TO EMPLOYMENT FOR DISABLED STUDENTS AND GRADUATES
INTRODUCTION Looking for a job after university can be a daunting prospect which requires a lot of thought, planning and, for some, support to help navigate the move to employment. If you are a student or graduate with a disability, mental health condition or a specific learning difference, you may have additional considerations as you plan this transition. Here at BGFutures we are committed to supporting you through the process, by providing information, advice and guidance to help you develop your employability skills and achieve your potential. This guide provides information on a range of issues you may need to consider during the job hunting and application process, and about the services we offer. It also includes links to further information which may help you in your job search. Throughout this leaflet, we use the term ‘disability’ or ’disabled person’ in its broadest sense to refer to persons with a physical or sensory impairment, mental health condition or specific learning difference (such as dyslexia). As a university, we encourage the use of the ‘social model’ as a way of understanding disability: disability is created by the way society is organised rather than by a person’s impairment or difference, and, through the removal of disabling barriers, people have greater choice, independence and equality of opportunity. It is hoped that the information provided in this leaflet will enable you to understand your own rights, as well as employer obligations, and support you in accessing the career to which you aspire.
WHAT THE LAW SAYS… The Equality Act 2010 (The Act) was introduced to consolidate and simplify all previous equality and diversity legislation, including the Disability Discrimination Act. The Act defines disability as: ‘A physical or mental impairment which has a substantial and long term adverse effect on the ability to perform normal day-to-day activities.’
Under The Act, disabled people are given legal protection when applying for work and during employment, which protects against discrimination, provides them with certain rights and requires employers to address their needs as a disabled person. The Act covers a range of employment areas and activities, including: • application forms • interview arrangements
• promotion, transfer and training opportunities
• aptitude/proficiency tests
• dismissal or redundancy
• job offers
• discipline and grievances
• terms of employment, including pay
WHAT THE LAW MEANS… FOR EMPLOYERS Under The Act, employers may NOT: • Ask any applicant questions relating to their health or disability before an offer is made. • Discriminate against an employee on the grounds of their disability or for a disabilityrelated reason, or treat them less favourably due to their disability. • Discriminate against people by association with a disabled person (i.e. a carer or support worker).
Under The Act, employers MUST: Consider and respond to requests for ‘reasonable adjustments’. Reasonable adjustments might include: making arrangements during the assessment and interview process. e.g. allowing a dyslexic candidate additional time to complete an assessment test; provision of specialist equipment .e.g. ergonomic keyboard for people with arthritis. For full details of the duty to make reasonable adjustments, please visit: http://www.equalityhumanrights.com/private-and-public-sector-guidance/employingpeople/work-place-adjustments • Be able to justify not making a requested adjustment, demonstrating why they do not feel this is reasonable.
WHAT THE LAW MEANS… FOR YOU: • Disclosure Ø There is no legal obligation on you to disclose your disability and the decision as to whether to do so when applying for a job, work placement or internship is a personal and individual one. Ø Reasons you may wish to disclose: o it will help ensure you receive the necessary support you may require to enable you to perform to your best ability during the application process o the employer is a ‘disability aware employer’ and supports an initiative which recognises the value of equality and diversity e.g. Two Ticks, Disability Confident (see further information below) o you may be eligible for funding through ‘Access to Work’ to cover extra costs at work, such as specialist equipment (see further information below) o it may support your application through demonstration of personal achievements as a result of your disability o it may help highlight particular strengths you could bring to the workplace such as tolerance and diversity Ø To fulfil their duty to you as a disabled person, a prospective employer will need to be informed about your disability. A good employer will give plenty of opportunity to disclose: on the application form, during the interview(s), during pre-employment preparation, once you have started your job. Ø Remember, although you are not legally obliged to disclose, you will not be legally covered if your employer doesn’t know about your needs and hasn’t made reasonable adjustments to address them.
DISABILITY AWARE EMPLOYERS:
Two Ticks The Two Ticks symbol is awarded by Jobcentre Plus to employers who have agreed to meet five commitments regarding the recruitment, employment, retention and career development of disabled people. On making an application to a ‘Two Ticks’ employer, if you meet the essential criteria required for the role and you declare a disability, you will be guaranteed an interview. On the scheme, the five commitments employers must follow are: 1. To interview all disabled applicants who meet the essential criteria at a minimum level. 2. To discuss how the abilities of disabled people can be developed and used. 3. To ensure efforts are made to keep a disabled person in their role once they are employed. 4. To ensure other employees are made aware of disability issues and foster understanding of disability in the workplace. 5. To review commitments annually, assessing achievements over the year and identifying further improvements. Disability Confident The Disability Confident Campaign encourages employers to be positive about the skills that disabled people bring to business. Employers displaying the Disability Confident logo are publicising their commitment to removing barriers, increasing understanding of disability in their work place and to remove barriers to recruiting and retaining disabled employees.
SUPPORT IN THE WORK PLACE Access to Work This is a Government scheme available in England, Scotland and Wales which provides practical help to overcome the barriers that disabled people can experience in the workplace. It comes in the form of a grant which you and your employer can apply for and is provided if your disability prevents you from doing parts of your job, or results in work related costs which are beyond a ‘reasonable adjustment’. The grant aims to ensure employees are able to work effectively by paying towards support such as: • specialist equipment
• travel to work
• a support worker
• awareness training
There is no set amount for an Access to Work grant, how much you get depends on your individual circumstances. To find out more, you should contact Access to Work directly on 0345 268 8489 or visit www.gov.uk/access-to-work Job Centre Disability Employment Advisors If you need extra employment support because of a disability, your local Jobcentre can put you in touch with one of their Disability Employment Advisers. The Department of Education has further information on finding work if you are disabled - www.gov.uk/looking-for-workif-disabled. For a comprehensive list of organisations offering support, please visit: http://issuu.com/bgcareers/docs/disability_at_work_resources OUR COMMITMENT TO YOU… We offer a professional, impartial and confidential service to all students and graduates for up to 2 years after graduating. Professional: staff are professionally qualified and/or trained and have experience relevant to their roles Impartial: advice and guidance is centred around your needs Confidential: your right to confidentiality is respected and information disclosed to us is treated sensitively, with empathy and in confidence. Bishop Grosseteste University is committed to being an inclusive community which fosters an ethos of mutual respect, trust and care - See more at: http://www.bishopg.ac.uk/about/Pages/diversity.aspx
BG Futures: Careers, Employability and Enterprise operate in accordance with the University Diversity and Equality Policies.
If you require this document in an alternative format, for example in large print, please email us at bgfutures@bishopg.ac.uk
For more information go to the BG Futures: Careers, Employability and Enterprise module on Blackboard.