Case Studies
Feeling Confident about Reasonable Adjustments
Working with ACAS we were able to add our unique style of training to a series of workshops aimed at raising disability awareness amongst small to medium sized businesses across the South East region. They explored the benefits their businesses could achieve by employing disabled people. Practical exercises using their own job specifications produced new and personal insights and confidence. They gained better understanding of the many simple ways to identify and implement effective reasonable adjustments - and just what “reasonable” means.
Involving Disabled People Effectively
We worked with a large national public body to create its Disability Equality scheme under the DDA 2005. This meant reviewing existing policies, creating an action plan, undertaking impact assessments and, importantly, involving disabled people throughout. Staff needed help to make this new way of working effective .We developed an Involvement Framework which provided a simple step-by-step process that covered everything from data collection, how to interact with disabled people plus feedback mechanisms. This very practical resource gave members of staff confidence to undertake a number of innovative approaches including” speed dating”. Disabled people attending such events felt their views were heard and recognised that they had a real opportunity to make a difference.
Diversity training for businesses.
We were one of the lead partners in a three year project delivering diversity awareness training to businesses across South East England. Disability Dynamics researched equality legislation, designed and delivered the diversity training plus the material within the supporting handbooks and website: www.diversitymeansbusiness.org.uk. The project was hugely successful: achieving some 50% over target, within budget and on time. Requests for further diversity training and the equal opportunities improvements made by companies are testament to the value and benefit they gained. For example, people from the Senior Partner to administrative staff attended sessions delivered to one large firm of solicitors. And within 24 hours they had made simple changes to their website to welcome more diverse customers.
Capturing the Disability Market.
We really enjoyed training members of our local Chamber of Commerce about how to reduce the risk of disability discrimination and the benefits of including disabled people amongst their customers. One of the manager/owners rushed away to make changes. His restaurant had two members of staff who were proficient in using British Sign Language but he had not used this great Unique Selling Point to gain customers from the Deaf community – a significant group of disabled people. We helped him and other businesses realize that diversity in the workforce can be a huge business asset.
Leading the Way.
We lead a range of organisations from the public, private and voluntary sectors in increasing the employment opportunities for diverse and disadvantaged people. By working together in partnerships, we can make better use of our resources, influence and expertise to achieve greater impact and change. Disability Dynamics also plays a leading role in the Diversity trainers Network – providing training practitioners with seminars and briefings to improve their professional delivery skills and specialist knowledge: www.diversityleader.org. Again, by sharing expertise, we help more employers be able to provide equal opportunities for their staff and to give better customer service.
Improving Disability Recruitment.
We certainly faced a challenge when asked by a group of NHS employers to improve their ability to recruit and retain people with disabilities. Understanding their recruitment practices and the working environment was achieved through an audit of policy and procedures and, more importantly, by talking to members of staff.
It was essential that people recognised the need for change and owned the changes to be implemented. We worked with the Human Resources team and, in particular, those responsible for recruitment to raise disability awareness. Then, through a series of action meetings, helped them identify barriers to effective recruitment – they took away a number of simple practical steps for action.
We brought together all the learning and actions into a single report and plan providing a blueprint for the future.
