Employers’ Views of Supported Employment for Disabled People in Scotland

Employers’ Views of Supported Employment for Disabled People in Scotland Pippa Coutts

SUSE

The Context to the Research • Welfare Reform more focussed on work • 52 % of claimants fit for work (DWP, Jan 2013) • In a year 203,700 FFW (2011/12) • 21 % of claimants were placed in the Work Related Activity Group (WRAG) • Work Choice, 11,000, April – Dec 2012.

Research Questions • How do employers understand supported employment and what are the opportunities and challenges afforded by supported employment? • What has been their experience of supported employees? • What changes would be needed to make supported employment work more effectively?

FINDINGS

The organisations • Micro-enterprise to large retail • 4 public sector • Teams of about 15-55 people • 1-2 supported employees • 6 still received a wage subsidy

The Supported Employees • In post on average for 10 years • Majority had learning disabilities and/or physical disabilities • Entry level jobs • Most working > 16 hours / week

Discussion • Small number in workplaces • Declining willingness? • Subsidies as an in incentive?

Managers’ Views of employees • Experienced, good work colleague. …Does a great job (Large national company). • She’s quite good at what she does. … She’s keen to work. … Keen to prove her worth (Micro business). • He’s a valued member of the team (Care home).

Opportunities • Reliant, motivated • Positive impact on colleagues • Adaptations can benefit all • Good PR • Can have an affinity with clients.

Challenges • A ‘learning curve’ • Have to take time and be patient • Manage staff teams’ grumbles • Fast paced environment • Changing nature of work: • More multi-tasking • More computer literacy/IT.

Support provided by employers • Mentoring, buddying or regular supervision • Adapted training for people with learning difficulties • Adapted communication; 1-to-1 • Physical adaptions; wheelchair

Support from Work Choice • Recruitment of Staff • Review visits • At specific points, e.g. redundancy and relocation • Not sure the help really for the employer, nor should be

Managers’ opinions • Want more of it (advice to funders) • Most managers satisfied with the SE support provided over time • If in previous DWP programmes, had issues with Work Choice.

Recessionary Effects • Just > ½ felt no effect on their ability to take on supported employees • Minority mentioned shrinking business and tighter budgets • Statutory sector cap on recruitment • Pace and nature of work affecting disabled employees’ chances of work

CONCLUSIONS

Managers’ Critical Success Factors • Trusting relationship between the employee and manager; • A real job for the employee; • Good fit between the job and the individual’s skills and aspirations; • A situation which suited both the employer and the employee

Strategic engagement with employers • Workplaces reached “saturation” point Strategic engagement to include: • Increase awareness that supported employees good staff members • Support employers to spread good practice across their organisations.

Policy Makers & Commissioners • Reverse the decline of supported employment • Make sure there are supported employment services funded to suit those not in the Work Choice programme • Specialist employer engagement focussed on the employment of more disabled people.

Supported Employment Providers Promote and protect quality: that’s what employers want

Pippa Coutts, Scottish Union of Supported Employment Professor Sheila Riddell, Centre for Research in Education Inclusion and Diversity, University of Edinburgh Contact: Pippa.suse@btinternet.com www.susescotland.co.uk

Employers’ Views of Supported Employment for Disabled People in Scotland