Graham Findlay Project Manager, Chartered Institute of Housing

1. Graham Findlay Project Manager, Chartered Institute of Housing

2. Why do we need to take positive action to employ disabled people in the housing sector? Disability and employment

3. Employment gap between disabled and non-disabled people is 29% (50% disabled people; 79% non-disabled people). Pay gap between disabled and non-disabled people is 20% for men, 12% for women. By the age of 19-21, 44% of disabled people are not in education, employment or training - almost twice as many as young non-disabled people (23%). Source: RADAR Disability and employment: the gaps

4. RADAR's research also found that non-disabled people are twice as likely as disabled people to be a Board level Director; three times as likely to be a Director or Head of Department and three times as likely to earn £80,000 or above. Disability and employment: the seniority gap

5. Medical Model of Disability Sees disability predominantly as a problem to be cured or treated Disability is a welfare or care issue Focus is on individuals and their diverse medical conditions Special interventions & services – medical profession, social workers, special schools, sheltered workshops, special needs housing Outcome: segregation/a restricted life on account of not being a ‘fully functioning human being’ Perspectives on disability

6. Perspectives on disability Social Model of Disability Sees barriers in society affecting disabled people as the problem Disability is a civil/human rights issue Focus is on removing disabling barriers to allow inclusion of disabled people Mainstreaming disabled people into society: independent living services, inclusive education as the norm, welcoming employers, Lifetime Homes/neighbourhoods Outcome: integration/diversity/maximising human potential & talent The PAfD project subscribes to the Social Model of Disability

7. CIH and equality and diversity CIH Equality and Diversity Advisory Group developed project idea Research | Housing Corporation/CIH Consult feasibility Disabled people and social housing: research findings High representation of disabled people as service users Under-represented as employees Skills and confidence of disabled people can be low Organisations: disabling institutional and attitudinal barriers – lack of confidence in tackling them Need for positive action to redress the balance PAfD: context and background

8. Project approach Similar to PATH model for BME groups Three strands: Workplace training Academic study Tailored support from CIH Two–year programme Housing Professional grade positions Future disabled housing leaders

9. Facts and figures 15 housing partners have signed up to the programme since 2009…… Including Affinity Sutton, Sanctuary Group, Rochdale Homes, Circle, New Charter, Habinteg Housing, Valleys to Coast Several partners have created two trainee posts within their organisation 21 trainees have joined the programme

10. January - March seek commitment from prospective partners April - June recruitment & advertising /workplace assessments June - August Shortlisting and interviews Trainee preparations/Access to Work workplace support July - September – employment starts September/October – housing courses start October - first mentoring sessions/marketing to future partners starts A typical PAfD year…

11. Assessments of: workplace culture and environment Trainee’s readiness to engage Aids and adaptations needed by trainee Recruitment service Signposting of grants for adaptations and other workplace adjustments Annual consultancy looking at workplace equality issues Organisational Support

12. Organisational Support: some examples of what we offer a comprehensive review of HR policies and procedures in relation to disability equality for New Charter Housing Trust ½ day training sessions for 40 Somer Housing Trust managers on employing and managing disabled people Access surveys of workplace premises covering all aspects of disability and inclusive design Helping our partners to engage with Jobcentre Plus Access to Work programmes which provide free equipment and support for disabled employees

13. The diversity of disability…. PAfD trainees reflect the diverse nature of disability…. Wheelchair users, people with hearing and visual impairments (or both!), people with severe dyslexia, people with movement disorders… But all people with the talent and potential to go far as housing professionals

14. Some of our trainees

15. CIH mentor for the trainee Pastoral support Advice Confidence/assertiveness Six sessions/visits a year A second “internal” mentor from housing organisation Additional personal development skills training E-forum for the cohort 4 group action learning sets for trainees Academic study on local CIH accredited course Trainee Support

16. Trainee Support: what we offer Action learning sessions on topics like disability and identity and planning a career in housing Encouraging all our trainees to meet up 4 times a year for Action Learning sessions Individual, tailored mentoring sessions Coaching and Problem-solving at an individual level

17. Achievements 11 talented disabled people now working as housing professionals 1 trainee has won a Housing Hero award and several others Best Employee awards One trainee has been promoted to managerial level within 2 years of exiting PAfD Several trainees have been awarded distinctions on housing courses Our housing partners have learned a lot about disability equality and value the experience

18. Debbie Smith, Housing Hero “The opportunity given to me by New Charter and CIH’s PAfD programme has improved all these aspects of my life and more. I also feel it has had a positive effect on my illness. Going back to work especially in the environment provided by New Charter builds the feelings of satisfaction, self worth and self respect which all seem to slowly disappear when you feel you are trapped within the system. I have achieved something I had begun to believe would not be possible which was to get back to full time employment and still be able to manage my illness. This has only been possible because of New Charter’s understanding and willingness to be flexible about my disability”.

19. Jayne Wallace “I found that the whole 2 year traineeship was excellent. I had never worked in the housing industry before. Undertaking the HNC gave me a good insight to housing, and the mentoring sessions every 2 months with Graham (Findlay, PAfD mentor) were very supportive and helpful. At first my self-esteem was very low but Graham helped me a lot with building up my confidence and assertiveness; and I have consequently won an employee award and have been offered a permanent job with Gloucester City Homes.”

20. Eileen Barron “I have felt very supported by CIH and Somer Housing Trust, and the traineeship has been brilliant - I have found the mentoring 1 to 1 sessions to be very useful. It’s really helpful to have someone outside the organisation to talk to about issues at work. I found the Careers Awayday very useful and going to the CIH Harrogate 2011 conference was a real highlight.   I would definitely recommend the PAfD scheme to other disabled people. I’ve also gained a post graduate qualification. Before I started this traineeship I didn’t think I would ever have a ‘proper’ job.”

21. New offer Core 2 year traineeship In-house mentoring scheme for disabled employees to progress careers One on one coaching for individual disabled staff to build confidence/personal development Disability-confident improvement services – training, access audits, policy health checks

22. For more information, contact: Graham Findlay, PAfD Manager Tel: 07508 042112 graham.findlay@cih.org