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Creating the Conditions for Good Work

Presented by: Alice Hargreaves, Founder

Welcome
A warm welcome to all disabled, chronically ill, and neurodivergent attendees.

Learning Hub

  • SIC-approved training programs.
  • One-on-one mentorship to develop confidence and skills.
  • Supported internships offering real-world, paid work experience.
  • Upskilling and preparing talented disabled individuals for the workplace.

Consulting and Support

  • Tailored resources and training in accessible formats.
  • E-learning platform for expanded reach.
  • Networking opportunities.
  • Support services for the disabled community at no or low cost.
  • Sustainable revenue streams to ensure long-term impact.

Session Outcomes

  • Define disability.
  • Explore disability in the current context.
  • Discuss language use, hiring, and retention.
  • Analyze ableism and share case studies.

About Alice Hargreaves

  • Founder of SIC, a social enterprise aimed at closing the disability employment gap.
  • Chronically ill, living with ADHD and anxiety.
  • Advocate for empowering disabled individuals through mentorship, training, and inclusivity best practices.

What Does Disability Mean?

  • Equality Act 2010 Definition:
    A physical or mental impairment with a substantial and long-term negative effect on daily activities.
  • Models of Disability:
    • Medical Model: Focuses on the individual’s condition.
    • Social Model: Attributes barriers to societal structures, not the individual.

Employment Implications:

  • Medical Model: Sees employees as faulty or too expensive.
  • Social Model: Values employees for their strengths and innovations.

Disability in the Present

  • 23% of the working-age population are disabled (DWP).
  • 70-80% of disabilities are invisible (UK Parliament).

Inclusive Language Practices

  • Avoid negative terms like "wheelchair-bound" or "suffers from."
  • Use neutral terms like "wheelchair user" or "person with a disability."
  • Ask individuals about their language preferences.

Hiring and Retention

Appealing to Disabled Talent:

  • Showcase inclusivity in the workplace.
  • Accommodate needs, such as flexible hours or remote work.
  • Address CV gaps with understanding.
  • Provide equal access to training and promotions.

Retaining Disabled Talent:

  • Offer flexible work arrangements.
  • Regularly revisit reasonable adjustments.
  • Promote remote workers and engage them in social activities.
  • Avoid overburdening disabled employees with DEI responsibilities unless they choose to take them on.

What Is Access to Work?
A publicly funded grant supporting disabled individuals in employment.

Eligibility:

  • Disabilities requiring workplace adaptations or support.
  • Mental health conditions needing workplace support.
  • Applicants must be 16+, employed or about to start paid work, and based in England, Scotland, or Wales.

Cost Sharing:

  • Employers may share costs for aids or adaptations after six weeks of employment.
  • Grants can cover up to £66,000 annually for eligible expenses.

Reasonable Adjustments in the Workplace
Employers must make adjustments when:

  • A disabled employee requests them.
  • A disability impacts job performance.
  • A disability affects attendance or return to work.

Examples of Adjustments:

  • Flexible working hours or hybrid arrangements.
  • Adapted equipment or accessible materials.
  • One-on-one support for prioritizing tasks.
  • Time off for medical appointments or phased returns to work.

Case Studies

  • Addressing internalized ableism and its impact on self-esteem.
  • Supporting employees in building confidence and preventing workplace ableism.
  • Exploring communication styles to support diverse needs.

Additional Resources
Website: www.sicofficial.co.uk
Social Media: