MAGAZINE

WORKTORIGHT

WORKMAGAZINE

WORKRIGHT22013 ANNUAL MAGAZINE

FOCUSING ON DISABLED PEOPLE IN THE WORKPLACE

Selling Yourself – tips for CVs

and interviews

Plus:

A Global LegacyBuilding on the success of the London 2012 Paralympics

In this issueThe office Mr Fix-it

Being upfront about mental health

P39P46

RIGHT2WORK

2013 MAGAZINE

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In the Spotlight High-profile personalities share their experiences of disability and work

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3

Right2Work 2013 ANNUAL MAGAZINE

It is still rare to fi nd an organisation that truly embraces the concept of inclusivity within its workforce, despite the legal protections in place.

“At Ernst & Young it was so much more effortless,” says Heather. She joined four years ago, having previously struggled to gain the support her physical disability and dyslexia entitles her to.

“Everything that I’ve needed has been provided without question.”

This goes beyond applying the letter of the law and looks instead at providing the tools to help ensure success at work. “I’ve got a lightweight laptop and I work from home one day per week. It’s lovely to get that fl exibility which I don’t think all employers will give.”

Barry’s story is a similar one. Following an operation to replace a faulty heart valve, Barry found the support he needed working at Ernst & Young.

“The way the partners gathered around, and the ways in which my team worked around me, that

was a real affi rming experience,” he tells us. “We all overcame obstacles. Flexi-time working, having the technology to work online from home; it all worked a treat.”

Here at Ernst & Young, we understand that every individual has equally individual requirements — and that as an employer, we’ll only tap into our people’s very best performance if we embrace and enable these differences. Internal networks are one of the key ways Ernst & Young remain attuned to the needs of its people. Heather continues:

“I’m part of the Disability Working Group whose main focus is on education — to help people be more aware of their colleagues and to know what support is available as well.”

The fi rm’s desire to add value to everyone’s career has not gone unnoticed. We’re delighted to have recently won Employee Network Group of the Year at the European Diversity Awards 2012, as well as the Business Disability Forum’s Best Talent award.

A refl ection of success, it’s also an incentive to continue to do more.

“I’ve got a lightweight laptop and I work from home one day per week. It’s lovely to get that fl exibility which I don’t think all employers will give.”

Support to succeed©

Ern

st &

Youn

g 20

13. E

rnst

& Yo

ung

is an

equ

al o

ppor

tuni

ties

empl

oyer

and

wel

com

es a

pplic

atio

ns fr

om a

ll se

ctio

ns o

f the

com

mun

ity. T

he U

K fi r

m E

rnst

& Yo

ung

LLP

is a

limite

d lia

bilit

y pa

rtne

rshi

p an

d a

mem

ber fi

rm o

f Er

nst &

Youn

g Gl

obal

Lim

ited.

You are a talented leader, and you think in global terms. So wherever your ambition and imagination take you, and wherever you are in the world, spend time at Ernst & Young and you’ll always be delivering excellence and inspiring others.

Inspire and be inspired: ey.com/uk/careers

See More | Opportunities

Delivering globally. Inspiring excellence. Recognising talent.

What will fi re your imagination?

6290_EY_Rehab_Advertorial_250x177_AW.indd 1 07/03/2013 15:16

It is still rare to fi nd an organisation that truly embraces the concept of inclusivity within its workforce, despite the legal protections in place.

“At Ernst & Young it was so much more effortless,” says Heather. She joined four years ago, having previously struggled to gain the support her physical disability and dyslexia entitles her to.

“Everything that I’ve needed has been provided without question.”

This goes beyond applying the letter of the law and looks instead at providing the tools to help ensure success at work. “I’ve got a lightweight laptop and I work from home one day per week. It’s lovely to get that fl exibility which I don’t think all employers will give.”

Barry’s story is a similar one. Following an operation to replace a faulty heart valve, Barry found the support he needed working at Ernst & Young.

“The way the partners gathered around, and the ways in which my team worked around me, that

was a real affi rming experience,” he tells us. “We all overcame obstacles. Flexi-time working, having the technology to work online from home; it all worked a treat.”

Here at Ernst & Young, we understand that every individual has equally individual requirements — and that as an employer, we’ll only tap into our people’s very best performance if we embrace and enable these differences. Internal networks are one of the key ways Ernst & Young remain attuned to the needs of its people. Heather continues:

“I’m part of the Disability Working Group whose main focus is on education — to help people be more aware of their colleagues and to know what support is available as well.”

The fi rm’s desire to add value to everyone’s career has not gone unnoticed. We’re delighted to have recently won Employee Network Group of the Year at the European Diversity Awards 2012, as well as the Business Disability Forum’s Best Talent award.

A refl ection of success, it’s also an incentive to continue to do more.

“I’ve got a lightweight laptop and I work from home one day per week. It’s lovely to get that fl exibility which I don’t think all employers will give.”

Support to succeed©

Ern

st &

Youn

g 20

13. E

rnst

& Yo

ung

is an

equ

al o

ppor

tuni

ties

empl

oyer

and

wel

com

es a

pplic

atio

ns fr

om a

ll se

ctio

ns o

f the

com

mun

ity. T

he U

K fi r

m E

rnst

& Yo

ung

LLP

is a

limite

d lia

bilit

y pa

rtne

rshi

p an

d a

mem

ber fi

rm o

f Er

nst &

Youn

g Gl

obal

Lim

ited.

You are a talented leader, and you think in global terms. So wherever your ambition and imagination take you, and wherever you are in the world, spend time at Ernst & Young and you’ll always be delivering excellence and inspiring others.

Inspire and be inspired: ey.com/uk/careers

See More | Opportunities

Delivering globally. Inspiring excellence. Recognising talent.

What will fi re your imagination?

6290_EY_Rehab_Advertorial_250x177_AW.indd 1 07/03/2013 15:16

It is still rare to fi nd an organisation that truly embraces the concept of inclusivity within its workforce, despite the legal protections in place.

“At Ernst & Young it was so much more effortless,” says Heather. She joined four years ago, having previously struggled to gain the support her physical disability and dyslexia entitles her to.

“Everything that I’ve needed has been provided without question.”

This goes beyond applying the letter of the law and looks instead at providing the tools to help ensure success at work. “I’ve got a lightweight laptop and I work from home one day per week. It’s lovely to get that fl exibility which I don’t think all employers will give.”

Barry’s story is a similar one. Following an operation to replace a faulty heart valve, Barry found the support he needed working at Ernst & Young.

“The way the partners gathered around, and the ways in which my team worked around me, that

was a real affi rming experience,” he tells us. “We all overcame obstacles. Flexi-time working, having the technology to work online from home; it all worked a treat.”

Here at Ernst & Young, we understand that every individual has equally individual requirements — and that as an employer, we’ll only tap into our people’s very best performance if we embrace and enable these differences. Internal networks are one of the key ways Ernst & Young remain attuned to the needs of its people. Heather continues:

“I’m part of the Disability Working Group whose main focus is on education — to help people be more aware of their colleagues and to know what support is available as well.”

The fi rm’s desire to add value to everyone’s career has not gone unnoticed. We’re delighted to have recently won Employee Network Group of the Year at the European Diversity Awards 2012, as well as the Business Disability Forum’s Best Talent award.

A refl ection of success, it’s also an incentive to continue to do more.

“I’ve got a lightweight laptop and I work from home one day per week. It’s lovely to get that fl exibility which I don’t think all employers will give.”

Support to succeed©

Ern

st &

Youn

g 20

13. E

rnst

& Yo

ung

is an

equ

al o

ppor

tuni

ties

empl

oyer

and

wel

com

es a

pplic

atio

ns fr

om a

ll se

ctio

ns o

f the

com

mun

ity. T

he U

K fi r

m E

rnst

& Yo

ung

LLP

is a

limite

d lia

bilit

y pa

rtne

rshi

p an

d a

mem

ber fi

rm o

f Er

nst &

Youn

g Gl

obal

Lim

ited.

You are a talented leader, and you think in global terms. So wherever your ambition and imagination take you, and wherever you are in the world, spend time at Ernst & Young and you’ll always be delivering excellence and inspiring others.

Inspire and be inspired: ey.com/uk/careers

See More | Opportunities

Delivering globally. Inspiring excellence. Recognising talent.

What will fi re your imagination?

6290_EY_Rehab_Advertorial_250x177_AW.indd 1 07/03/2013 15:16

It is still rare to fi nd an organisation that truly embraces the concept of inclusivity within its workforce, despite the legal protections in place.

“At Ernst & Young it was so much more effortless,” says Heather. She joined four years ago, having previously struggled to gain the support her physical disability and dyslexia entitles her to.

“Everything that I’ve needed has been provided without question.”

This goes beyond applying the letter of the law and looks instead at providing the tools to help ensure success at work. “I’ve got a lightweight laptop and I work from home one day per week. It’s lovely to get that fl exibility which I don’t think all employers will give.”

Barry’s story is a similar one. Following an operation to replace a faulty heart valve, Barry found the support he needed working at Ernst & Young.

“The way the partners gathered around, and the ways in which my team worked around me, that

was a real affi rming experience,” he tells us. “We all overcame obstacles. Flexi-time working, having the technology to work online from home; it all worked a treat.”

Here at Ernst & Young, we understand that every individual has equally individual requirements — and that as an employer, we’ll only tap into our people’s very best performance if we embrace and enable these differences. Internal networks are one of the key ways Ernst & Young remain attuned to the needs of its people. Heather continues:

“I’m part of the Disability Working Group whose main focus is on education — to help people be more aware of their colleagues and to know what support is available as well.”

The fi rm’s desire to add value to everyone’s career has not gone unnoticed. We’re delighted to have recently won Employee Network Group of the Year at the European Diversity Awards 2012, as well as the Business Disability Forum’s Best Talent award.

A refl ection of success, it’s also an incentive to continue to do more.

“I’ve got a lightweight laptop and I work from home one day per week. It’s lovely to get that fl exibility which I don’t think all employers will give.”

Support to succeed©

Ern

st &

Youn

g 20

13. E

rnst

& Yo

ung

is an

equ

al o

ppor

tuni

ties

empl

oyer

and

wel

com

es a

pplic

atio

ns fr

om a

ll se

ctio

ns o

f the

com

mun

ity. T

he U

K fi r

m E

rnst

& Yo

ung

LLP

is a

limite

d lia

bilit

y pa

rtne

rshi

p an

d a

mem

ber fi

rm o

f Er

nst &

Youn

g Gl

obal

Lim

ited.

You are a talented leader, and you think in global terms. So wherever your ambition and imagination take you, and wherever you are in the world, spend time at Ernst & Young and you’ll always be delivering excellence and inspiring others.

Inspire and be inspired: ey.com/uk/careers

See More | Opportunities

Delivering globally. Inspiring excellence. Recognising talent.

What will fi re your imagination?

6290_EY_Rehab_Advertorial_250x177_AW.indd 1 07/03/2013 15:16

It is still rare to fi nd an organisation that truly embraces the concept of inclusivity within its workforce, despite the legal protections in place.

“At Ernst & Young it was so much more effortless,” says Heather. She joined four years ago, having previously struggled to gain the support her physical disability and dyslexia entitles her to.

“Everything that I’ve needed has been provided without question.”

This goes beyond applying the letter of the law and looks instead at providing the tools to help ensure success at work. “I’ve got a lightweight laptop and I work from home one day per week. It’s lovely to get that fl exibility which I don’t think all employers will give.”

Barry’s story is a similar one. Following an operation to replace a faulty heart valve, Barry found the support he needed working at Ernst & Young.

“The way the partners gathered around, and the ways in which my team worked around me, that

was a real affi rming experience,” he tells us. “We all overcame obstacles. Flexi-time working, having the technology to work online from home; it all worked a treat.”

Here at Ernst & Young, we understand that every individual has equally individual requirements — and that as an employer, we’ll only tap into our people’s very best performance if we embrace and enable these differences. Internal networks are one of the key ways Ernst & Young remain attuned to the needs of its people. Heather continues:

“I’m part of the Disability Working Group whose main focus is on education — to help people be more aware of their colleagues and to know what support is available as well.”

The fi rm’s desire to add value to everyone’s career has not gone unnoticed. We’re delighted to have recently won Employee Network Group of the Year at the European Diversity Awards 2012, as well as the Business Disability Forum’s Best Talent award.

A refl ection of success, it’s also an incentive to continue to do more.

“I’ve got a lightweight laptop and I work from home one day per week. It’s lovely to get that fl exibility which I don’t think all employers will give.”

Support to succeed©

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You are a talented leader, and you think in global terms. So wherever your ambition and imagination take you, and wherever you are in the world, spend time at Ernst & Young and you’ll always be delivering excellence and inspiring others.

Inspire and be inspired: ey.com/uk/careers

See More | Opportunities

Delivering globally. Inspiring excellence. Recognising talent.

What will fi re your imagination?

6290_EY_Rehab_Advertorial_250x177_AW.indd 1 07/03/2013 15:16

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UK

Who are we?Big Lottery Fund (BIG) distributes about 11p from every pound spent on a National Lottery ticket to good causes. Since June 2004 we have awarded over £6 billion to projects supporting health, education, environment and charitable purposes.We have 13 offices across the UK with roles ranging from grant assessment to IT support.

What are we like to work for?In our latest employee survey over 90 per cent said BIG is a good employer and would recommend working here.BIG offers a generous pension scheme, flexible working, and a healthcare scheme.Who we are looking for?Our passion is to help people in need. We can only do this with employees who are

enthusiastic and committed to the work we do.We are proud to hold the ‘Two Ticks’ accreditation and we work hard to create an inclusive workplace, which is supportive of employee needs.Want to know more?biglotteryfund.org.uk/jobs

Right to work ad.indd 1 05/03/2013 10:03

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ContentsWelcome >>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>> 7

The Roads and Miles to the Scottish Isles >>>>>>>>>>>>>>>>>>>>>>>> 8

Looking to the Future >>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>> 12

A Global Legacy >>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>> 15

The Stars of the Bistro >>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>> 22

Bene!t Changes and You >>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>> 25

Living with Dyslexia >>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>> 29

My Bright, New Future >>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>> 32

Personalised Employment Support >>>>>>>>>>>>>>>>>>>>>>>>>> 35

Being Upfront about Mental Health >>>>>>>>>>>>>>>>>>>>>>>>>> 39

In the Spotlight >>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>> 43

The O"ce Mr Fix-it >>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>> 46

Selling Yourself >>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>> 50

Living in a Challenging World >>>>>>>>>>>>>>>>>>>>>>>>>>>>>>> 54

Focus on the Equality Act >>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>> 57

Culture Vulture >>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>> 62

Rehab Group – Investing in People, Changing Perspectives >>>>>>>>>> 65

Directory of Services >>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>> 67

Index of Advertisers >>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>> 73

DisclaimerAdvertisements in Right2Work are accepted on a commercial basis. By publishing an advertisement, the Rehab Group does not indicate endorsement of the product or service provided by the advertiser. While every e!ort has been made to ensure the accuracy of content contained within this publication, no responsibility can be accepted by the Rehab Group for any errors or omissions herein.

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Right2Work 2013 ANNUAL MAGAZINE

Rehab is delighted to present the second edition of its magazine Right2Work which contains essential information about disability in the workplace. Whether you are an employee, a prospective employee or an employer, this magazine contains valuable information to help you ensure that disability is fully supported in your workplace.

In this edition you will !nd a selection of informative articles including advice on how personalised budgets can be used in employment and details of a major European report on the impact of austerity measures on disabled people. There’s a retrospective look at the legacy of the Paralympics and its positive impact on attitudes to disability, essential information about changes to bene!ts and to employment legislation, as well as many stories about people’s employment journeys and the positive impact that jobs have had on their lives.

Rehab is a leading non-governmental organisation working in local communities throughout England, Wales, Scotland, Ireland, the Netherlands and Poland, to provide high-quality services and opportunities to disabled people and others who are excluded from society.

In the United Kingdom, Rehab’s services are delivered by TBG Learning, Momentum and The Chaseley Trust, o"ering a range of training, rehabilitation and care services.

These services support people in a variety of ways – whether that is to gain the skills necessary to improve their career prospects, to get and maintain a job, and to live independently in their own communities. Every year, more than 60,000 people bene!t from our services in over 60 locations.

I would like to take this opportunity to thank all of those who have contributed to this publication. I hope that you will enjoy reading Right2Work.

Welcomefrom Angela Kerins, Rehab Chief Executive

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The Roads and Miles to the Scottish IslesAccess to Work is a Jobcentre Plus grant scheme that assists disabled people in paid employment by providing practical support in overcoming work-related obstacles.

Momentum Skills is the Department for Work and Pensions’ (DWP) sole provider of workplace assessments for the scheme in Scotland. Sta! members go the extra mile – quite literally – to ensure that people get the support that they need.

Little did Karen Vass know when she was allocated a recent task that she would have to overcome her fear of #ying and endure a trip on a tiny plane to visit a remote school hundreds of miles away on one of the Scottish islands.

Karen is usually based at Momentum Skills’ Aberdeen o$ce, where part of her job is to undertake workplace assessments for the Access to Work scheme.

Assessors visit the workplace to discuss the di$culties an individual is experiencing carrying out their work duties as a result of their disability or health condition. A range of potential solutions – such as changes to their workstation or the introduction of new technology – may be suggested, which are then recommended to the DWP for action.

Normally assessments would entail a short drive to a local business in the Aberdeen area but occasionally the service gets requests to visit far-#ung corners of Scotland – some more remote than others.

When Karen was given details of a request from the DWP to assess the workstation of a school teacher su"ering from rheumatoid arthritis, it seemed a simple enough task.

But when Karen discovered the venue for the assessment was Brae and consulted Google maps for driving directions, she found it was nearly 300 miles away across the North Sea on the island of Shetland and would require a short hop aboard a plane.

No distance far enough

Karen takes up the story. “I have a real fear of #ying. I don’t just mean getting a bit worried, but more like gripping the edge of the seat and shouting ‘oh my God the plane’s going to crash’ if there is the least bit of turbulence. For example, after a recent #ight to Corfu with my daughter she informed me she is never #ying with me again!

Karen Vass.

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* name has been changed to protect the privacy of the individual

For further information, contact Doug Ross, Access to Work Co-ordinator, on 0141 952 6494 or by email at dross@momentumskills.org

name has been changed to protect the privacy of the individual

*

“To make matters worse, when I arrived at the airport on a dull misty morning, I was faced with the smallest plane I have ever boarded in my life. So small that I half expected to see the pilot wearing Biggles glasses!

“But after a white-knuckle #ight and a very bumpy landing, I !nally arrived at Sumburgh Airport in one piece.”

After the drama of the journey, Karen says when she !nally arrived at Brae, the assessment itself was fairly straightforward. “The person being assessed – a teacher by profession – was welcoming and explained all the di$culties she had performing some of her duties due to her arthritic condition.

“We discussed possible solutions to the problem caused by her spending a lot of time at a computer and I explained the process of the Access to Work scheme and the part played by the DWP in !nding !nance to pay for the equipment.”

As a result of the visit, Karen’s report has now been accepted. It included a recommendation for a new computer workstation, ergonomic keyboard and mouse, and speech recognition technology.

Huge di!erence

For teacher Nicola Smith*, life is set to get a lot easier. “Karen was brilliant and she very quickly grasped the problems I face doing my school work. She came up with some great solutions and explained them in an easy-to-understand manner.

“The aids recommended will be a huge di"erence to me, making work a lot easier and less painful.

“The distance Karen travelled, and overcoming her fear of #ying to do so, just emphasises the lengths Momentum Skills is willing to go to in order to conduct vital assessments like mine. I was very impressed.”

So, job well done. Now, there was just that small matter of a #ight back to Aberdeen!

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www.habinteg.org.uktwitter.com/@Habinteg

We provide and promote accessible homes and neighbourhoods that welcome and include everyone. We are committed to disability equality in housing and take the same inclusive approach to our workplace. Over half our tenants are disabled people. We want sta! with the expertise, knowledge and passion to support us in delivering our mission and we’re proud of our track record as a disability friendly employer. The Business Disability Forum has consistently ranked us in the top 10 of their Disability Standard. We’re always on the lookout for ability.

Right2Work v2 Feb2013.indd 1 2/28/2013 10:10:30 AM

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Registered charity number 222377 (England, Northern Ireland and Wales); SC041079 (Scotland) 2013.388_02.13

Mencap supports people with a learning disability to get a jobEveryone should have the chance to get a job. Mencap’s employment services help people with a learning disability get the skills they need to work and get paid.

From job hunting to interview skills, we give people support to gain work experience, find and keep a job, and help them make the most of their time at work.

“Being able to work now has really changed my life. It’s given me a lot of focus.” Matthew Fowler, supported by Mencap to find work

To find out more, get in touch with Mencap Direct Freephone 0808 808 1111Email help@mencapdirect.org.ukGo to www.mencapdirect.org.uk

2013.388 Employment services advert (Rehab publication).indd 1 20/02/2013 15:55

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For people with signi!cant disabilities, the development of a brain-computer interface (BCI) – which is quite like telekinesis where people have the ability to move objects by sheer mental power – could be the most important technological breakthrough in decades, enabling them to function independently both at home and at work.

With more and more employers becoming disability inclusive, the development of adaptive technology is big business. At the Digital Inclusion Innovation Contest held earlier this year in London, nine innovators battled it out for funding by pitching their inventions to a panel of judges. The competition, designed to stimulate the assistive technology industry, showcased some of the pioneering inventions which could change the way all of us, not just people with physical or mental disabilities, interact with technology.

Winning inventions included smart phones which provide a precise guide to help people with sensory disabilities follow maps and directions better than current GPS systems allow, a new digital reader and search tool for newspapers and magazines, and a gadget known as Smart Hub, designed to help individuals with physical disabilities to manage their home appliances remotely through a computer dashboard.

Many of the inventions showcased addressed the fact that the di$culties encountered in everyday life often apply to the world of work. Products on the market today are designed to provide solutions that enable people living with disabilities or learning di$culties to get on in the workplace without feeling that they are at a disadvantage.

In contrast to the complexity of brain-computer interfacing, many adaptive technologies provide simple solutions for people with dyslexia, poor vision or blindness, hearing di$culties, spinal injuries or neurological disorders such as multiple sclerosis. Speech recognition software, adapted keyboards and screen readers are just a few examples from the remarkable array of products and devices available today.

Many of these technologies are available from employers who are legally obliged to provide reasonable adjustments for individuals requiring support or adaptations under the Equality Act 2010. Even where a higher level of support is required, the purchase of adaptive technology needn’t break the bank. The Government’s Access to Work scheme provides practical advice and support to help disabled workers and their employers overcome work-related obstacles resulting from disability. Funding is available to purchase assistive technology or to implement adaptations to the workplace.

Looking to the Future

Jan Scheuermann brings a chocolate bar to her mouth using a robotic arm she is guiding with her thoughts.

Many of us will have been amazed by last year’s story of 53-year-old quadriplegic Jan Scheuermann who, thanks to the miracles of science and a concept known as brain-computer interfacing, has been given back her independence through the use of a robotic arm which she controls with sensors in her brain.

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Eyegaze in use.

Focus on Technology

Looking to the Future

Dragon Dictate

An assistive technology for those with a broad range of physical challenges from carpal tunnel syndrome and repetitive strain injury to multiple sclerosis and paralysis, Dragon speech recognition software lessens the pain and frustration of daily computer tasks. By using voice, it helps to reduce the number of key strokes and mouse clicks needed to create documents or manage computer applications. For people with dyslexia and other learning disabilities, Dragon Dictate also eliminates di$culties with typing and spelling.

Eyegaze Edge

A communication and control system for people with complex physical disabilities, the Eyegaze Edge is operated entirely by the eyes. By looking at control keys displayed on a screen, a person can synthesise speech, control environment (lights, call bells, etc.), type, run computer software, operate a computer mouse, and access the Internet and email.

Sophisticated image-processing software in the Edge system’s computer continually analyses the eye and determines where the user is looking on the screen.

SuperNova Screen Reader

Developed for blind computer users, SuperNova is a software screen reader that works by reading the screen interactively and communicating through a speech synthesiser or a Braille display. The technology supports a variety of popular applications such as Microsoft O$ce and Adobe Reader and is suitable for use at home, in the o$ce and for education.

Braille terminal for SuperNova Screen Reader.

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DEFENDINGRIGHTS FORDISABLEDWORKERS

The NUT is proud to support disabledworkers.

Teaching is a diverse workforce anddisabled teachers provide importantrole models for children and youngpeople.

Many disabled people becomeexcellent teachers and many excellentteachers become disabled.

The NUT negotiates alongside itsdisabled teachers to ensure employersmake adjustments so disabled teacherscan stay in work.www.teachers.org.uk

twitter.com/NUTonline

The largest teachers’ union

8617a/03/13

Sometimes we do treat people with disabilities differently.

What does equality mean to you? That individuals are treated the same? Or treated as individuals? That people receive the same support? Or the tailored support they need? At The University of Manchester, we recognise that everyone’s different. Because we’re different too. With a Disability Support Offi ce that’s highly regarded by staff and students alike, we offer the same opportunities to everyone – as well as the support individuals need to maximise them. We don’t tick boxes. We live and breathe our commitment through research and study programmes, supportive disabled staff and student networks and a dedication from our President to meet people’s needs, not just our legal obligations. This isn’t the same old statement you’ve heard before. Discover a different approach to equality and visit www.manchester.ac.uk/dso

The University of Manchester values a diverse workforce and welcomes applications from all sections of the community.

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A Global Legacy

“London 2012 put the Paralympic movement on the map and left us with an amazing feeling that we can achieve anything we set our minds to,” says Martine Wright, a member of Team GB women’s sitting volleyball team, who seven years ago lost both her legs in the London 7/7 bombings.

Jonnie Peacock (left) and David Weir celebrate their Gold wins for Team GB.*

Martine Wright.

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Martine Wright believes that attitudes have shifted towards disabled people as a result of the media exposure around the London 2012 Paralympic Games. “I’ve had so many people come up to me and say they preferred the Paralympics to the Olympic Games – it was the ‘people’s Games’, with every athlete having their own story of overcoming adversity to reach their goals.”

There is no doubt that the Paralympic Games has left its mark, from a record number of spectators, athletes and countries taking part, to the unprecedented media coverage and even the creation of Paralympian LEGO !gures.

The incredible e"orts of 4,237 athletes from 164 countries amazed and inspired a cumulative TV audience of 3.8 billion people across the world, with the opening ceremony attracting 11 million UK viewers – Channel 4’s biggest audience for ten years.

As a result, the London 2012 Organising Committee (LOCOG) estimates that the number of people in the UK who can spontaneously name a Paralympian athlete has tripled. Research also shows that before the Games, only half a million people could recognise the Paralympic Agitos logo but this has now risen to 20 million.

The Paralympics e!ect

Craig Spence, Communications and Media Director at the International Paralympic Committee (IPC), believes the London 2012 Paralympic Games has brought interest in disabled sports by the public to unprecedented levels: “The event was watched by a greater audience outside of Britain than watched the Beijing Games outside of China and, as a result, knowledge of the athletes and their sports has been signi!cantly boosted.

“Across Europe, Paralympic sport has become much more mainstream and, according to research from LOCOG, there is a hunger for more, with 43 per cent of people saying they would be interested in future disabled sports events, up from 23 per cent previously.”

An example of the global e"ect is in Namibia where Johanna Benson, the !rst Namibian athlete ever to win Gold at either an Olympics or Paralympics after !nishing !rst in the women’s 200m T37 sprint, was welcomed home by the country’s President. She was given a diplomatic passport, a new house and a %15,000 grant. The mayor in her home town of Walvisbaai even named a street after her. She has also been inundated with sponsorship o"ers.

mainstream and, according to research from LOCOG, there is a hunger for more, with 43 per cent of people saying they would be interested in future disabled sports events, up from 23 per cent previously.”

An example of the global e"ect is in Namibia where Johanna Benson, the !rst Namibian athlete ever to win Gold at either an Olympics or Paralympics after !nishing !rst in the women’s 200m T37 sprint, was welcomed home by the country’s President. She was given a diplomatic passport, a new house and a %15,000 grant. The mayor in her home town of Walvisbaai even named a street after her. She has also been inundated with sponsorship o"ers.

athletes and countries taking part, to the unprecedented mainstream and, according to research from LOCOG, there is a hunger for more, with 43 per cent of people saying they would be interested in future disabled sports events, up from 23 per cent previously.”

An example of the global e"ect is in Namibia where Johanna Benson, the !rst Namibian athlete ever to win Gold at either an Olympics or Paralympics after !nishing !rst in the women’s 200m T37 sprint, was welcomed home by the country’s President. She was given a diplomatic passport, a new house and a %15,000 grant. The mayor in her home town of Walvisbaai even named a street after her. She has also been inundated with sponsorship o"ers.

athletes and countries taking part, to the unprecedented media coverage and even the creation of Paralympian

The incredible e"orts of 4,237 athletes from 164 countries amazed and inspired a cumulative TV audience of 3.8 billion people across the world, with the opening ceremony attracting 11 million UK viewers – Channel 4’s

As a result, the London 2012 Organising Committee (LOCOG) estimates that the number of people in the UK who can spontaneously name a Paralympian athlete has tripled. Research also shows that before the Games, only half a million people could recognise the Paralympic Agitos logo but this has now risen to 20 million.

athletes and countries taking part, to the unprecedented media coverage and even the creation of Paralympian LEGO !gures.

The incredible e"orts of 4,237 athletes from 164 countries amazed and inspired a cumulative TV audience of 3.8 billion people across the world, with the opening ceremony attracting 11 million UK viewers – Channel 4’s biggest audience for ten years.

As a result, the London 2012 Organising Committee (LOCOG) estimates that the number of people in the UK who can spontaneously name a Paralympian athlete has tripled. Research also shows that before the Games, only half a million people could recognise the Paralympic Agitos logo but this has now risen to 20 million.

Ellie Simmonds competing at the London 2012 Paralympic Games.*

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Changing attitudes

But has this explosion of enthusiasm for parasport following London 2012 helped to change attitudes towards disabled people on a daily basis?

Prime Minister David Cameron certainly felt so based on his comments during his closing ceremony speech. “I am so grateful for what all those Paralympians did. When I used to push my son Ivan around in his wheelchair, I always thought that some people saw the wheelchair, not the boy. Today, more people would see the boy and not the wheelchair – and that’s because of what happened here this summer.”

Mr Cameron’s view is backed by recent research from disability charity Scope which found that 72 per cent of disabled people think the Paralympics has had a positive impact on attitudes, with 20 per cent saying it’s changed the way that people talk to them and a further 20 per cent saying the Games has made people more aware of their needs.

However, 54 per cent of respondents said they still experience discrimination on a regular basis, with 84 per cent saying others patronise them and 63.5 per cent saying that they have experienced people refusing to make adjustments or do things di"erently.

Scope Chief Executive Richard Hawkes says that while the Games presented a huge opportunity to develop attitudes, there is a de!nite need to keep up the momentum. “During the Games Ellie Simmonds, David Weir and Jonnie Peacock became national heroes. Disability was consistently, openly and widely talked about like never before.

“But it takes longer than a fortnight to change attitudes. Times are undoubtedly tough for disabled people. But maybe rather than write the Paralympics e"ect o", we should be asking what we can do to build on it and keep it going.”

This sentiment is echoed by Craig Spence of the IPC: “The IPC is on a long journey. With each Games we achieve greater success and our goal is to keep this up. We want to see the pockets of change that have been created across the world become a global shift.”

Martine Wright wants to see actions as well as words. “Talking about the ‘Paralympic legacy’ is one thing, but it’s another thing to actually drive it forward. The way this is going to happen is if we work together at all levels from the IPC and British Paralympic Association down to grassroots, drawing on our strengths – and our di"erences.

“I count myself very lucky to have been part of such a momentous sporting event and to have sport in my life – it’s given me so much and can do the same for others.”

Widening coverage

Channel 4 broadcast almost 500 hours of coverage during London 2012, an increase of 400 per cent on the 2008 Paralympic Games in Beijing. The station has also signed up to broadcast over 45 hours from the Sochi 2014 Winter Paralympics and 500 hours from the Rio 2016 Paralympics to build on the ground-breaking coverage of London 2012. This contract was signed just six months after the London 2012 closing ceremony, the earliest a broadcast agreement has ever been in place.

“I count myself very lucky to have been part of such a momentous sporting event and to have sport in my life – it’s given me so much and can do the same for others.”

Channel 4 broadcast almost 500 hours of coverage during London 2012, an increase of 400 per cent on the 2008 Paralympic Games in Beijing. The station has also signed up to broadcast over 45 hours from the Sochi 2014 Winter Paralympics and 500 hours from the Rio 2016 Paralympics to build on the ground-breaking coverage of London 2012. This contract was signed just six months after the London 2012 closing ceremony, the earliest a broadcast agreement has ever been in place.

“I count myself very lucky to have been part of such a momentous sporting event and to have sport in my life – it’s given me so much and can do the same for others.”

Widening coverage

Channel 4 broadcast almost 500 hours of coverage during London 2012, an increase of 400 per cent on the 2008 Paralympic Games in Beijing. The station has also signed up to broadcast over 45 hours from the Sochi 2014 Winter Paralympics and 500 hours from the Rio 2016 Paralympics to build on the ground-breaking coverage of London 2012. This contract was signed just six months after the London 2012 closing ceremony, the earliest a broadcast agreement has ever been in place.

way that people talk to them and a further 20 per cent saying the Games has made people more aware of their needs.

However, 54 per cent of respondents said they still experience discrimination on a regular basis, with 84 per cent saying others patronise them and 63.5 per cent saying that they have experienced people refusing to make adjustments or do things di"erently.

Scope Chief Executive Richard Hawkes says that while the Games presented a huge opportunity to develop attitudes, there is a de!nite need to keep up the momentum. “During the Games Ellie Simmonds, David Weir and Jonnie Peacock became national heroes. Disability was consistently, openly and widely talked

way that people talk to them and a further 20 per cent saying the Games has made people more aware of their needs.

However, 54 per cent of respondents said they still experience discrimination on a regular basis, with 84 per cent saying others patronise them and 63.5 per cent saying that they have experienced people refusing to make adjustments or do things di"erently.

Scope Chief Executive Richard Hawkes says that while the Games presented a huge opportunity to develop attitudes, there is a de!nite need to keep up the momentum. “During the Games Ellie Simmonds, David Weir and Jonnie Peacock became national heroes. Disability was consistently, openly and widely talked about like never before.

David Weir winning Gold in the 5000m T54.*

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Additionally the European Broadcasting Union has committed to broadcasting pictures from Rio 2016 to di"erent countries across Europe, with 27 already signed up, again underlining the increased appetite for parasport.

Craig Spence believes that journalists who loved writing about the Games now need to get out and cover other parasports events too. “The Paralympic Movement holds a major international or regional sporting event every month – the coverage doesn’t have to be limited to the Paralympics every four years.”

Some inroads towards this goal have already been made with Channel 4 agreeing to cover a number of major international parasport events in the build-up to Rio 2016, including July’s IPC Athletics World Championships in Lyon and August’s IPC Swimming World Championships in Montreal.

Building on the success

Aled Davies MBE, who took home Gold for Team GB in the F42 discus and Bronze in the F42 shot put thinks London 2012 made people sit up and take notice: “Going into London 2012 I was a nobody, another Paralympian. People underestimated us, with many viewing the Paralympics as a ‘charity’ event. But we shook the world and showed that para-athletes are stronger and faster than the average able-bodied person.”

Aled is adamant of the need to build on the success of London 2012. “There is now an unprecedented demand for parasport. It’s not just about looking ahead to Sochi and Rio, it’s about making events like the IPC Athletics World Championships this summer a major part of the sporting calendar.

“I am now competing for an able-bodied club where I won’t be the best but I will be able to beat many of the other athletes. My ultimate goal is to compete in the Commonwealth Games alongside able-bodied athletes, showing para-athletes can train and work hard to achieve the highest standard of competitive sport.”

Glasgow 2014 Commonwealth Games

Looking further ahead, the Glasgow 2014 Commonwealth Games is set to be bigger than ever with 22 medal events for parasport athletes – the most in Commonwealth Games history – and unlike at the Paralympics, disabled athletes will be competing in the same arena on the same days as able-bodied athletes, underlining a growing commitment to place disabled sports centre-stage.

Swimming, athletics, lawn bowls and power-lifting will all be included, with cycling being introduced for the !rst time in the new Sir Chris Hoy Velodrome.

Without question, the shoots of change are in place and thanks to the London 2012 Paralympic Games, the British public, alongside populations across the world, has started to view disabled people di"erently – looking past a disability to see the person and what they are able to do.

Games history – and unlike at the Paralympics, disabled athletes will be competing in the same arena on the same days as able-bodied athletes, underlining a growing commitment to place disabled sports centre-stage.

Swimming, athletics, lawn bowls and power-lifting will all be included, with cycling being introduced for the !rst time in the new Sir Chris Hoy Velodrome.

Without question, the shoots of change are in place and thanks to the London 2012 Paralympic Games, the British public, alongside populations across the world, has started to view disabled people di"erently – looking past a disability to see the person and what they are able to do.

international parasport events in the build-up to Rio 2016,

Games history – and unlike at the Paralympics, disabled athletes will be competing in the same arena on the same days as able-bodied athletes, underlining a growing commitment to place disabled sports centre-stage.

Swimming, athletics, lawn bowls and power-lifting will all be included, with cycling being introduced for the !rst time in the new Sir Chris Hoy Velodrome.

Without question, the shoots of change are in place and thanks to the London 2012 Paralympic Games, the

stronger and faster than the average able-bodied person.”

British public, alongside populations across the world, has started to view disabled people di"erently – looking past a disability to see the person and what they are able to do.

with Channel 4 agreeing to cover a number of major international parasport events in the build-up to Rio 2016, including July’s IPC Athletics World Championships in Lyon and August’s IPC Swimming World Championships

Aled Davies MBE, who took home Gold for Team GB in the F42 discus and Bronze in the F42 shot put thinks London 2012 made people sit up and take notice: “Going into London 2012 I was a nobody, another Paralympian. People underestimated us, with many viewing the Paralympics as a ‘charity’ event. But we shook the world and showed that para-athletes are stronger and faster than the average able-bodied person.”

with Channel 4 agreeing to cover a number of major international parasport events in the build-up to Rio 2016, including July’s IPC Athletics World Championships in Lyon and August’s IPC Swimming World Championships in Montreal.

Building on the success

Aled Davies MBE, who took home Gold for Team GB in the F42 discus and Bronze in the F42 shot put thinks London 2012 made people sit up and take notice: “Going into London 2012 I was a nobody, another Paralympian. People underestimated us, with many viewing the Paralympics as a ‘charity’ event. But we shook the world and showed that para-athletes are stronger and faster than the average able-bodied person.”

Going into London 2012 I was a nobody, another

Paralympian. People underestimated us...

but we shook the world

A victorious Aled Davies MBE after taking Gold in the F42 discus.*

*Images courtesy of the British Paralympic Association.

“

”

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Here at Walsall Adult Social Care we have made a massive commitment to supporting people with disabilities to access the jobs market. We designed and now run a positive action pre-employment programme called “Recruitability Plus” which is open to people with a physical or learning disability, sensory impairment or people experiencing mental health problems.

Individuals on the scheme get paid the “going rate” whilst receiving skills and practical training and support. The programme exposes individuals to the world of work, enables them to mix with non-disabled people and as a result their confi dence is built and skills are developed.

So far, around 100 individuals with a wide variety of disabilities have been through the programme and a number of these have gone on to achieve sustained employment either with the council or external as a result of the knowledge and experience gained on our programme.

One such individual who has gone from strength to strength with the help of Recruitability is Jawed Sharif.

Jawed was born with a visual impairment which has gradually worsened over time.

“It was a tough time” said Jawed “having held down a job for a long period to having nothing to get up for in the morning was really diffi cult. With my age and disability against me, I thought I would never work again.”

To stay positive, Jawed enrolled on a number of college courses to gain additional skills and was pointed in the direction of the Beacon Centre for the Blind, who subsequently referred him onto the “Recruitability Plus” programme.This lead him to be offered a 6 month fi xed term contract position as an Administrator within Walsall Council.

“It was a dream come true” Jawed explained. I had the desire to return to work, and to be employed again was something I never thought possible. I received a great deal of support from staff at Walsall Council’s Day Opportunities & Employment service who made this opportunity possible.

If you would like further information on Walsall’s Recruitability Programme please contact Walsall Council Day Opportunities & Employment Team on 01922 650828.

“Our pre-employment scheme is a stepping stone to gaining work in a variety of areas”

Jawed Sharif

Your Future Starts Here

EMBRACING DIVERSITY

Please visit our website to see details of current vacancies: www.westkent.org.uk

West Kent is a vibrant, community based business providing affordable homes and services to people living in the towns and villages throughout Kent. We have been accredited with the Customer Service Excellence award and are a Gold liP Employer. We aim to promote equality and opportunity for everyone we employ. We will ensure we treat all staff fairly, with dignity and respect, regardless of race, disability, gender, age, sexual orientation and religion and belief.

Equality and diversity is fundamental not only to our employment practices but also to the way in which we deliver services, develop policy and engage with communities. In order to deliver the many varied services we provide, our staff need to be representative of the communities we serve today.

We are committed to developing an organisation in which fairness and equality of opportunity are central to our business.

West Kent Housing Association aims to provide excellent customer service, equality and opportunity for all we house and employ.

E0172_WK_REHAB_Recruit Ad_120x85_AW.indd 1 24/02/2012 12:12

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The College, located in eastLondon, within the heart ofthe Thames Gateway – thelargest regeneration area inEurope offers outstandinglearning and training andentrepreneurial ‘Real Work’opportunities for all. We are first choice locally intechnical and vocational education and our trainingenvironments are industry standard and endorsed bylarge and smaller employers. Our workforce iscommitted to putting learners and customers first.Serving a diverse set of communities, our approachwith people is personalised and motivational,encouraging and inspiring everyone on their route tosuccess.We are looking for loyal, motivated and talentedpeople to help us achieve success. We are positiveabout a diverse workforce and would welcomeapplications from all sections of the community.If you would like to join the BDC team and be part ofour success story, please visit our website at:www.barkingdagenhamcollege.ac.uk

A truly great College – passionate about success.

Squeeze in a rush of adrenaline before lunch. Pile on the thrills in the afternoon. And manage a fantastical time before you go home. At Alton Towers Resort, there’s never a dull moment. !e only thing in question is just how much fun can be packed into one job.With roles in admissions, entertainments, rides and attractions, or in our restaurants, hotels and bars, there really is something for everyone. So, if you’re cheerful, helpful and want to give people a fantastical, fun-filled day out, take a trip to www.altontowersjobs.com

Alton Towers ResortJob opportunities – Sta!ordshire

CAN YOU SQUEEZE INTO ONE JOB?

HOW MUCH

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t

Realise Your PotentialRealise Your Potential is offering work placements, trainingopportunities, one to one coaching and advice to provide you with the skills, experience and confidence you need to go into work.

There are lots of opportunities so let us know what you’reinterested in.

Work Placements

Volunteering

Training

Employment Goals

For more information speak to Cerrys or Nicola on 02920 434470/434425

or realiseyourpotential@cadwyn.co.uk

At Catalyst, we’ll focus on what you can do

Catalyst is one of the leading housing

associations in London and the South

East, providing a wide range of rental

and home ownership opportunities.

We aim to be a catalyst for change

and improvement wherever we work,

pursuing better homes, better service

and a better future for our customers.

Although we already provide more

than 21,000 homes; due to our

solid financial position we are

continuously looking to expand. Our

ambitious plans for growth mean

there are always opportunities

for personable, proactive and

professional candidates to come

and join us. If you strive to provide

excellent customer service and are

interested in a technical, support

or front line customer service role

working directly with our residents,

we’d like to hear from you.

We are committed to attracting and

retaining people with talent and

experience; recognising that disability

should not be a barrier to your success

or ours.

For more information on our current vacancies visit: www.chg.org.uk/careers

A charitable housing association

Jan 2013_press advert.indd 1 25/01/2013 12:28:05

dance,music and theatreperformanceBirdCollegewww.birdcollege.co.uk

Promotingthe rightto dance

���������������� ��� �� ��� ��� �� �������

individuals required...

Birmingham | Exeter | London | Manchester | Nottingham

Visit our website to view the latest opportunities:

www.brownejacobson.com

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The Stars of the Bistro

In a small restaurant located in the heart of the Cotswold Valley in Gloucestershire, great things are happening – and not just the creation of delicious dishes made with fresh, locally-sourced produce. The Star Bistro is home to real social change and is helping to transform the lives of the young people who work there who have physical, sensory or learning disabilities.

The restaurant is a joint venture between Wiggly Worm, a charity working to build con!dence and self-esteem in vulnerable people, using food as a tool, and National Star College (NSC), a specialist education centre near Cheltenham. It o"ers students the chance to work in a real-life restaurant, under the helm of Cotswold chef Rob Rees, gaining the skills that they need for the world of employment.

The young people learn a broad range of customer service skills which can be applied in a variety of settings such as shops, hotels and public services. It’s about encouraging teamwork, maturity and improving self-worth.

For Rob Rees, it’s all about challenging limitations. “Star Bistro o"ers a real learning and working environment where the students can be the very best they can. The attitudes of too many people, including some employers, can hold people with disabilities back, telling them they can’t do things in the real world. We are here to show them they can.”

Accessible to all

Star Bistro also employs a number of sta", some of whom have experience of mental health di$culties, who work alongside up to eight students at a time, Monday to Friday, to produce lunches, freshly-made co"ees and teas, and home-made pastries.

Every e"ort has been made to ensure Star Bistro is accessible to all, sta" and customers alike. All of the equipment in the kitchen is ‘rise and fall’ and iPad

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technology is used to help the students overcome any di$culties that they may have with communication. Pens are also available which can record menu choices instead of having to write them down. These can then be plugged directly into the specialised till.

NSC student Georgina Ivins, 18, who uses a chair and works front of house, believes that Star Bistro has given her a new-found self-belief. “Working here has helped me become far more con!dent. I serve customers, take orders and work the till.”

Tristan Blick, 19, who is in his third year at NSC taking the Foundation Learning Customer Services course, also works front of house and in the kitchen at Star Bistro. “NSC has helped me build my con!dence and self-esteem and is helping me to become independent,” says Tristan. “Thanks to the experience at Star Bistro I would like to go on and work in catering when I !nish.”

The Star Bistro is a social enterprise and can’t a"ord to run at a loss. This means that the dishes produced need to be !rst class – something the students and sta" work hard to achieve.

For Rob Rees, it’s vital that the enterprise is not only bene!cial for the students but that it delivers to customers’ expectations too. “I’m a big believer in the value of social enterprise but the product has to be really good otherwise customers are just paying lip service to the charity.

“We said that if we open a bistro, it’s not just going to serve panini and bowls of soup. It’s going to o"er really good, locally-sourced dishes to get excited about, like pan-fried breast of lamb or Pimms jelly. So that’s what we did. The customers come for the product and don’t necessarily notice the disability.”

Star Bistro has the accolades to prove it. The restaurant hosted the civic reception for Gloucestershire’s Olympic and Paralympic London 2012 athletes last year, has just won a gold Cotswold Tourism Award and the team even made it to our television screens, competing in the !nals of ITV’s Food Glorious Food series.

Transforming livesThe students come to Star Bistro through various courses run at NCS, all with the same aim of providing real-life experience in the workplace.

Pauline Bayliss-Jones, Director of Studies at NSC, sees every day how the students are gaining great bene!t from the bistro. “Star Bistro has been hugely successful since it opened in January 2012. There is something about the students putting on the whites that transforms them.

“They are working with real customers who are paying to be there and the reality of this has a massive impact on their learning. We are constantly surprised by the extent of the progress they make. It’s transformational.”

“We want to use Star Bistro to show other employers what they can do,” continues Rob Rees. “It’s not about installing ramps and electric doors, it’s about respect and understanding the various needs of people with physical or learning disabilities and mental health conditions. If someone has a brain injury, they will get tired. Enabling them to have a break will mean they come back able to work just as well again. ”

The last word goes to Joe Cook, 20, who !nished at NSC in July and is now working part time in a café near his home. “Working in Star Bistro was truly inspirational. I got that feeling there that I don’t get anywhere else. I could be ‘me’. It’s not about what we can’t do. It’s about what we can do that counts.”

The Stars of the Bistro

Pauline Bayliss-Jones, Director of Studies at NSC, sees every day how the students are gaining great bene!t from the bistro. “Star Bistro has been hugely successful since it opened in January 2012. There is something about the students putting on the whites that transforms them.

“They are working with real customers who are paying to be there and the reality of this has a massive impact on their learning. We are constantly surprised by the extent of the progress they make. It’s transformational.”

“We want to use Star Bistro to show other employers what they can do,” continues Rob Rees. “It’s not about installing ramps and electric doors, it’s about respect and understanding the various needs of people with physical or learning disabilities and mental health conditions. If

Pauline Bayliss-Jones, Director of Studies at NSC, sees every day how the students are gaining great bene!t from the bistro. “Star Bistro has been hugely successful since it opened in January 2012. There is something about the students putting on the whites that transforms them.

“They are working with real customers who are paying to be there and the reality of this has a massive impact on their learning. We are constantly surprised by the extent of the progress they make. It’s transformational.”

“We want to use Star Bistro to show other employers what they can do,” continues Rob Rees. “It’s not about installing ramps and electric doors, it’s about respect and understanding the various needs of people with physical or learning disabilities and mental health conditions. If

For Rob Rees, it’s vital that the enterprise is not only bene!cial for the students but that it delivers to customers’ expectations too. “I’m a big believer in the value of social enterprise but the product has to be really good otherwise customers are just paying lip

“We said that if we open a bistro, it’s not just going to serve panini and bowls of soup. It’s going to o"er really good, locally-sourced dishes to get excited about, like pan-fried breast of lamb or Pimms jelly. So that’s what we did. The customers come for the product and don’t

Star Bistro has the accolades to prove it. The restaurant hosted the civic reception for Gloucestershire’s Olympic and Paralympic London 2012 athletes last year, has just

For Rob Rees, it’s vital that the enterprise is not only bene!cial for the students but that it delivers to customers’ expectations too. “I’m a big believer in the value of social enterprise but the product has to be really good otherwise customers are just paying lip service to the charity.

“We said that if we open a bistro, it’s not just going to serve panini and bowls of soup. It’s going to o"er really good, locally-sourced dishes to get excited about, like pan-fried breast of lamb or Pimms jelly. So that’s what we did. The customers come for the product and don’t necessarily notice the disability.”

Star Bistro has the accolades to prove it. The restaurant hosted the civic reception for Gloucestershire’s Olympic and Paralympic London 2012 athletes last year, has just

Tristan Blick at work in the

Star Bistro kitchen.

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4139266.indd3-1-2012 9:38 AM 3-1-2012 9:54 AM

File: BIR_Studio:Volumes:BIR_Studio:Production:1. Work:12_03_March 2012:Cross Keys Homes:139266.inddFont: Gill Sans

Client: Cross Keys HomesTrim Size: 120 mm x 85 mm Ad Size: -Insertion Date: not setMedia: Able Magazine

A/H: Magenta WintershawMac Op: Catherine WoodColour/Mono: CMYK

Do you have a driving force to make a difference?

Cross Keys Homes is the largest provider of affordable housing in Peterborough. Our organisational objectives are centred on three driving forces of ambition, challenge and spirit which are about improving people’s lives and communities.

Cross Keys Homes embraces equality and diversity and we welcome applications from all sections of the community.

Cross Keys Homes Limited is a registered charity, number 1104746.

We are committed to welcoming and valuing diversity to promote equality of opportunity.Our aim is to achieve a diverse and inclusive workforce that has the skills to achieve the organisation’s driving forces and strategic goals.

We employ a number of disabled people and would like to encourage more.

Cross Keys Homes offers: Flexible working practices for all (not just families) Contributory pension scheme Training opportunities and professional development Generous annual leave entitlement

Occupational health benefits Free on-site gym Free office parking Childcare support

Our aim is to have a happy workforce that is representative of our customers with people from all sections of the community.

Your dream job could just be a click away. Visit: www.crosskeyshomes.co.uk

Derwentside Homes is a not for profit housing association, registered with the Tenant Services Authority and the Charity Commission. The diversity of our workforce and their varied backgrounds, skills and experiences help us to deliver an efficient and effective service to our tenants. We value our employees and ensure they can work in an environment where they are supported and treated with respect and dignity. We also encourage job applicants from all areas of society and select, develop and retain staff on merit, ensuring all our employment practices and processes are free from discrimination. To find out more, please visit our website at www.derwentsidehomes.co.uk

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25

Benefit Changes and YouWhile there are di"ering opinions on the merits of the changes, it is important that disabled people and those experiencing illness !rst understand exactly what is being changed and how these changes !t with existing bene!ts.

By far the most signi!cant changes are the introduction of Universal Credit (UC) and the replacement of the Disability Living Allowance (DLA) with the new Personal Independence Payment (PIP). In addition to this, the Government is introducing reforms to Employment and Support Allowance (ESA) payments which will now be time-limited to 12 months for people in the ‘work-related activity group’.

Understanding Universal Credit

Universal Credit is a system of means-tested support for working-age people in and out of work and will replace most existing bene!ts and tax credits including Working Tax Credit (WTC) and income-based Employment and Support Allowance.

The Work Capability Assessment (WCA) will be used to determine whether claimants have a limited capability for work/work-related activity and therefore what payments they will be entitled to. When calculating how much Universal Credit people will get, the Government will include a basic rate called the ‘standard allowance’ and extra amounts for people in di"erent circumstances, for example, if a person has a disability. Under the previous

system these extra amounts were called ‘premiums’ (e.g. the severe disability premium) but they will now be known as ‘elements’.

Personal Independence Payment

The Personal Independence Payment (PIP) replaced the working-age Disability Living Allowance from 8 April.

Under the new proposals, the care component is now known as the ‘daily living component’ and low-rate care payments are being abolished.

A new assessment will be introduced which will include evidence from an ‘independent medical professional’. All working-age claimants will have to be reassessed under this new process or when they make a new claim, with the majority of Personal Independence Payment awards being for !xed periods, after which people will have to re-apply.

Claimants who score a total of 8 to 11 points for daily living or for mobility will be awarded the standard rate and those scoring 12 points or over will receive the enhanced rate.

2013 marks the implementation of the 2012 Welfare Reform Act – the biggest change to the United Kingdom welfare system for over 60 years.

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Employment Support Allowance

Changes to Employment and Support Allowance will impact claimants di"erently depending on whether they have been recipients of contributory Employment and Support Allowance or income-based Employment and Support Allowance and whether, following the Work Capability Assessment, they have been placed into the ‘support group’ (for those with more severe disabilities who are not expected to look for work) or the ‘work-related activity group’.

Contributory Employment and Support Allowance

This is not means-tested and is designed for people who have built up national insurance contributions through paid work or who are being credited with contributions.

People currently in the ‘support group’ will continue to receive Employment and Support Allowance inde!nitely, even once Universal Credit is introduced.

However, those who are in the ‘work-related activity group’ will now have their bene!ts time-limited to 12 months, after which time they will cease to be eligible and may need to make a claim for income-related Employment and Support Allowance in the future.

Income-based Employment and Support Allowance

This is means-tested and is for people on a very low household income. A national insurance record is not required to get this.

Everybody currently claiming income-based Employment and Support Allowance will be moved onto Universal Credit whether they are in the ‘support group’ or the ‘work-related activity group’.

Under Universal Credit, those who are in the ‘support group’ will now fall under the new ‘limited capability for work and work-related activity’ element.

Disabled people who have been assessed as capable of working will also be a"ected by the Department for Work and Pension’s (DWP) new Universal Jobmatch online service. This is set to radically change the way in which people look for and apply for jobs and works by automatically matching jobseekers to vacancies based on their skills and CV.

This mandatory service is central to the new conditions in place for claiming bene!ts, with job advisors now able to impose sanctions on those they do not believe are searching su$ciently for a job.

Disability Living Allowance (old system)

Personal Independence Payment (from April 2013)

Disability Living Allowance (old system)

Personal Independence Payment (from April 2013)

Care Component Daily Living Component Mobility Component Mobility Component

LowerMiddleHigher

-StandardEnhanced

LowerHigher

Standard Enhanced

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Individuals who are concerned about their ability to access the online system from home or who are worried about potential sanctions are advised to contact their nearest Jobcentre Plus.

Bene"t caps

From 15 April, the Government is introducing a cap on the total amount of bene!t that working-age people can receive. Applicable to recipients in England, Scotland and Wales, the bene!t cap will mean that working age people can’t receive more than a set amount in bene!ts, with any ‘household’ receiving over £350 per week (for a single adult with no children) or £500 per week (for a couple or lone parent) seeing their bene!ts reduced to those levels.

However, the cap will not apply if someone in that household (an individual, their partner or a child under 18 years) receives Working Tax Credit, the

‘support group’ component of Employment and Support Allowance, Disability Living Allowance, Personal Independence Payment, Attendance Allowance or Industrial Injuries Bene!t.

Further advice

While many of the changes to welfare will undoubtedly take some getting used to, there is lots of information available to help disabled people understand exactly what’s involved. A number of these can be found at:

The United Kingdom Government – www.gov.uk

Department for Work and Pensions – www.dwp.gov.uk

Disability Rights UK – www.disabilityrightsuk.org

Scope – www.scope.org.uk/help-and-information

Turn2us – www.turn2us.org.uk

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28

East Riding CollegeEast Riding College is a great place to work and study. We have main campuses in the beautiful market town of Beverley and the popular coastal resort of Bridlington, with a smaller site in the thriving city of Hull.Having opened a stunning £17m new campus in Bridlington in September 2009, we are now in the advanced planning stages of opening another in Beverley town centre. We were awarded the coveted Beacon College status in June 2011, following an excellent Ofsted report earlier in the year.

We believe that every employee has an important role in the success of the College and we are !rmly committed to training and development. We o"er an excellent range of bene!ts and we have a really friendly and supportive culture. East Riding College is a happy place to work. To !nd out more about working at East Riding College, call 0845 120 0037 or visit www.eastridingcollege.ac.uk/vacancies

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29

This can cause problems in both their personal and professional lives and, if left untreated, could potentially lead to related issues such as low self-esteem, lack of con!dence or depression. However, with the right help and support, strategies to overcome di$culties can be learnt and it needn’t be a barrier to achievement – personal or professional.

Whilst many people are diagnosed with dyslexia during their school years, it can often go unnoticed through to adulthood, with people sometimes being labelled as ‘lazy’, a bit ‘slow’ or simply ‘forgetful’.

These descriptions are, of course, completely unfounded. In fact, it’s widely acknowledged that people with dyslexia often have the ability to grasp the ‘bigger picture’ better than others, that they can be very driven, ambitious, creative and adapt to change easily.

Due to their reliance on teachers, parents, co-workers or support workers for assistance, people with dyslexia often have the ability to trust other individuals – an essential skill for any entrepreneur or business person. High-#iers such as Richard Branson, Tom Cruise, Stephen Spielberg or IKEA founder Ingvar Kamprad – all of whom have achieved more success than many people dare to imagine – are all testament to this, despite being heavily dyslexic for most of their lives.

Dyslexia is a recognised disability under the Equality Act 2010, which means that employers cannot treat sta" unfavourably and should ensure that reasonable adjustments are o"ered to aid them in their work. The Government’s Access to Work programme can also provide practical support and help to meet the costs associated with overcoming work-related obstacles resulting from dyslexia. Further information can be found at www.gov.uk/access-to-work

Living with Dyslexia

Often referred to as a ‘hidden disability’, dyslexia a!ects around 10 per cent of the population. Many people, in addition to the literacy problems that are usually associated with the condition, may "nd it di#cult to concentrate, can struggle with co-ordination or multi-tasking and may experience weak memory.

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Charley Boorman, TV Adventurer

Actor-turned-adventurer Charley Boorman is President of Dyslexia Action UK, a charity set up to help change the lives of people with dyslexia and literacy di$culties. Despite having dyslexia, Charley has not let it hold him

back – not only is he the envy of most people, having travelled the world several times by motorcycle, but he has also written !ve books inspired by his travels.

“I’ve struggled with dyslexia all my life. When I was younger I found it hard to express myself, people didn’t really have a clue what dyslexia was when I was a kid so I spent a long time trying to explain to teachers what it meant. I found I was being earmarked as thick, which is such a damaging thing to be told as a young kid.

“My teachers only saw my weakness, they didn’t look at my strengths or try to !nd out what I was good at so I ended up playing the clown in an attempt to get the attention I needed from them.

“As an actor, scripts were a nightmare, so I would go through them in phases – I could always do it, it just took me a little longer than others. I suppose I made some pretty bad judgements on scripts though, I always chose them for their location and not how good the script was!

“A dyslexic person doesn’t !t inside the box either at school or work so I seem to !nd that dyslexic people have to think outside of the box, more creatively and di"erently from other people. There are a number of older people who slip through the net and Dyslexia Action gives these people the opportunity to learn to read or improve their reading skills. It’s an amazing organisation, and one that I wish had been around in Ireland when I was a kid!”

Charley Boorman (right) with actor Ewan McGregor during their travels which were !lmed for two television series.

Cour

tesy

Jarle

Nau

stvi

k, IM

NA.Dyslexia in the workplace

As founder and Chairman of the Virgin Group, Richard Branson is perhaps the United Kingdom’s most famous person with dyslexia. In his 2009 autobiography Losing my Virginity, Richard wrote that whilst his dyslexia was a problem at school, he believed it had actually become a positive factor in his success.

At the age of eight, Richard still couldn’t read and was also short-sighted but as dyslexia wasn’t a recognised problem, teachers and class-mates thought he was either lazy or stupid.

However, despite tough early years, Richard has overcome the worst of his di$culties by training himself to concentrate. His early problems with dyslexia made him more intuitive so instead of dwelling on detailed facts and !gures in written proposals, he used his imagination to grasp and expand on what he read.

When it comes to living with dyslexia, it is often in the workplace where the challenges become most apparent. In many cases, individuals are reluctant to disclose their dyslexia to prospective employers, or even to inform current employers that they are experiencing di$culties. However, concealing this can often be as mentally or emotionally stressful as the dyslexia itself.

Finding the right career path is often the !rst step in overcoming the challenges of dyslexia. Some jobs requiring quick and frequent reading may not always be the best choice but for every job that may not be appropriate, there are plenty of other !elds that o"er rewarding careers. The process of recognising and listing one’s strengths and talents when preparing for work can also help people with dyslexia highlight the traits that make them unique and valuable – something that employers love to hear.

Richard Branson.

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Gloucestershire County Council

We want to be the employer of choice, treating our employees and people who use our services with fairness, dignity and respect.

www.gloucestershire.gov.uk

The England & Wales Cricket Board (ECB) is the national governing body for cricket in England and Wales. Integral to our Cricket Equity Policy is our intent to ensure that there will be open access to all those who wish to participate in all aspects of cricket and that all participants are treated fairly.

The ECB website (www.ecb.co.uk) provides details of opportunities to be involved in the game as a player, coach, official, volunteer or spectator. We are proud of the diversity in the game and also within our organisation.

ECB is an equal opportunities employer and welcomes applications from all sectors of the community.

Please be aware that ECB advertises all of its job vacancies on the website www.ecb.co.uk.

ECB_Ethnic Britain Ad_09.indd 1 16/2/09 14:23:00

Celebrating diversity in work and homes

Genesis Housing Association

Creative and inclusive services for residents delivered by a talented, diverse workforce

www.genesisha.org.uk

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Niki had been unemployed and receiving Employment Support Allowance when she decided to sign up to the Government’s #agship Work Programme to receive support in getting a job.

“I had been out of work for more than two years when I !rst came to TBG Learning. I had previously been signed o" work su"ering from reactive depression which made it really di$cult for me to function properly and commit to the daily tasks of my job. To make matters worse, while o" sick I found myself facing redundancy which added further to my anxiety and feelings of being depressed.”

People can be a"ected by depression at any age, but women are more likely to experience depression than men. In the United Kingdom alone, one in ten adults will su"er from depression at some point in their lives.

“With the added pressure of being made redundant, it took me to a bad place,” continues Niki. “It was hard to get my head around losing the job that I loved for ten years.

“Having spent nearly a year wallowing and being consumed by my anxieties, I needed to, and was ready to, get back to being ‘me’ – the Niki I was before experiencing depression. The support of my family and a wonderful year of being at home just enjoying my life and spending time with my two children, really made the di"erence.”

New Future New Future New Future New FutureMy Bright,Niki Webb’s journey in becoming a sta! member at TBG Learning was "rst as a customer who wanted support in getting back to work.

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A fresh start

Eager to get back into work, Niki was referred to TBG Learning in Swindon, which was considered the best team to help her.

“Within a matter of weeks the team had helped me to secure a number of interviews, one of which was for the post of administrator at TBG Learning. Out of all the interviews I attended, I wanted this job the most.

“I can’t describe how anxious I felt when I came to TBG Learning as a customer. I was four hours early for my !rst appointment because I mis-read my letter.

“At most places you would be turned away and told to come back at the appointed time, but not at TBG Learning. They welcomed me, o"ered me a cup of tea and found someone to see me even though I

was so early. The atmosphere at the centre was di"erent from anything I had experienced before.

“From that initial act of kindness, I knew that if I ever needed support and fell back into depression there would be someone there for me.

“It’s bizarre to think that I came to TBG Learning as a Work Programme customer who was working out personal issues on how to manage and deal with my anxiety and now I’m a permanent member of the team as a recruitment resourcer.”

The government’s #agship Work Programme supports long-term unemployed people into work through a range of supports, guidance and employability training. TBG Learning in Swindon delivers the programme on behalf of prime contractor Rehab JobFit.

The centre works with people to help them !nd sustainable employment, supporting them through the job search and application process, and providing any specialist support, information, advice and guidance that they may need to tackle any problems or barriers to work that they may have. Once in employment, TBG Learning provides up to two years in-work support to help people remain in work, long-term.

For more information on the Work Programme, local providers and eligibility criteria, contact the nearest Jobcentre Plus centre.

New Future

Niki Webb.

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Personalised Employment Support Learning from best practice

Motivation to work is not something you are born with or not. It stems from the practical experience of trying work, often through work experience, internships, apprenticeships, from seeing opportunities and a living income ahead, understanding what others in similar positions have found possible and believing that if you need support or adjustments to work, they will be available. Backing these opportunities by rights o"ers crucial con!dence.

A recent Zero Project report identi!ed 40 good practices and 11 successful policies internationally that met criteria derived from the UN Convention on the Rights of Persons with Disabilities. They included:

Getting into employment – in Austria, disabled people have a right to an inclusive apprenticeship. They can choose between a prolonged or a partial apprenticeship, with vocational support where needed. Seventy per cent are still in employment after four years.

Retaining employment – Sweden has the highest disability employment rate in the Organisation for Economic Co-operation and Development, partly due to employment protection legislation that requires employers to take all reasonable steps to retain a worker with reduced capacity due to acquired impairment, ill-health or ageing.

“As countries around the world endeavour to improve the employment rates of disabled people – and to reduce the disability bene"ts bill – we need to learn from those practices that work from the point of view of the people directly a!ected,” writes Liz Sayce, Chief Executive of Disability Rights UK (DR UK).

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Evidence-based support – in Australia the One-Stop-Shop for employment services supports employees and employers to overcome disability-related barriers at all stages of the employment journey, from job search to workplace adjustments and more.

In the United Kingdom, individual placement and support for people with mental health conditions starts with people’s job preferences and moves to rapid job search with #exible – and, where necessary, continuing – personalised support, resulting in signi!cantly raised rates of sustainable employment compared with more traditional vocational approaches.

Career development – DR UK undertook the !rst national survey of disabled people succeeding in their careers and identi!ed the factors that enabled successful career progression – mentoring and career-long senior support. A pool of people in senior jobs with signi!cant and often long-lasting impairments, identi!ed the strengths that disabled people often bring to the workplace – resilience, empathy, problem-solving, creativity – attributes in high demand by employers. DR UK drew on the survey to establish the Radiate network, through which disabled people support each other’s careers, and develop a guide – Doing Careers Di!erently – that shares tips and experiences.

A number of themes run through these practices:

Agency and choice. Disabled people must not be clients of pre-determined service models but agents in their own lives, making choices about the work they want to do and the skills they develop as they go through life.

The opportunity for ‘good work’ – work in which they can develop. Skills and career development are important for all employees. Yet disabled people earn less than non-disabled people and are often passed over for development opportunities out of misguided ‘protection from stress’ or fears about capability.

Independent information on the impact of employment on bene!ts and overall income.

Personalised support. Evidence shows that highly personalised, #exible support is what works, because people have such a range of di"ering support and adjustment needs, from work experience to employment or self-employment, and from job to job, contract to contract.

Peer support and role models. DR UK’s Doing Careers Di!erently guide shares inspiration from others – ‘Never give up on your dreams’ and ‘Most people with disabilities have extra coping skills – sell those’.

Building on good practice for the future

In social care and health there is increasing evidence of the value of personalisation. Evaluation of personal health budgets in England found that they resulted in a signi!cant improvement in quality of life and well-being.

Personalisation need not – and should not – mean a purely individualistic model. DR UK’s work on user-led commissioning shows that people using services can operate together – pooling budgets, o"ering peer support, and acting together as commissioners.

There is huge potential to extend this model to employment support. In the United Kingdom a start has been made with the Right to Control trailblazer areas, through which disabled people can control social care, Access to Work and other budgets and integrate them at the individual level – but much more development work is needed. Recent research has found that commissioners of employment support lack information on the types of supports to commission, but they should take into account the following:

Moving away from models that restrict choice and agency (like block contracts, separate workplaces) and instead investing in personalised support services that enable individuals to choose their work and careers.

Investing in peer support via disability-led organisations, to provide an infrastructure to explore user-led commissioning and pooled budgets, where disabled people support each other in learning what works to get and keep good work.

Developing a market of evidence-based support that disabled people can access.

Ensuring that support can be continuous – supporting job entry, e.g. through work experience, progression and retention.

Linking commissioning strategies across employment, education, health and social care.

This ‘personalisation plus’ approach – incorporating peer support and user-led commissioning – has the potential to build the motivation that traditional employment services sometimes !nd elusive. And, as the Zero Project shows, backing ‘the right to work’ with speci!c rights at national level can set a framework for success.

For more information on DR UK, and information and training on bene!ts, employment, skills and independent living, visit www.disabilityrightsuk.org

important for all employees. Yet disabled people earn less than non-disabled people and are often passed over for development opportunities out of misguided ‘protection from stress’ or fears about capability.

Independent information on the impact of employment

employment or self-employment, and from job to job,

Doing Careers guide shares inspiration from others –

‘Never give up on your dreams’ and ‘Most people with disabilities have extra coping skills – sell those’.

important for all employees. Yet disabled people earn less than non-disabled people and are often passed over for development opportunities out of misguided ‘protection from stress’ or fears about capability.

Independent information on the impact of employment on bene!ts and overall income.

Personalised support. Evidence shows that highly personalised, #exible support is what works, because people have such a range of di"ering support and adjustment needs, from work experience to employment or self-employment, and from job to job, contract to contract.

Peer support and role models. DR UK’s Di!erently guide shares inspiration from others –Di!erently guide shares inspiration from others –Di!erently‘Never give up on your dreams’ and ‘Most people with disabilities have extra coping skills – sell those’.

search with #exible – and, where necessary, continuing – personalised support, resulting in signi!cantly raised rates of sustainable employment compared with more traditional vocational approaches.

Career development – DR UK undertook the !rst national survey of disabled people succeeding in their careers and identi!ed the factors that enabled successful career progression – mentoring and career-long senior support. A pool of people in senior jobs with signi!cant and often long-lasting impairments, identi!ed the strengths that disabled people often bring to the workplace – resilience, empathy, problem-solving, creativity – attributes in high demand by employers. DR UK drew on the survey to establish the Radiate network, through which disabled people support each other’s careers, and develop a guide – Doing Careers Di!erentlythat shares tips and experiences.

search with #exible – and, where necessary, continuing – personalised support, resulting in signi!cantly raised rates of sustainable employment compared with more traditional vocational approaches.

Career development – DR UK undertook the !rst national survey of disabled people succeeding in their careers and identi!ed the factors that enabled successful career progression – mentoring and career-long senior support. A pool of people in senior jobs with signi!cant and often long-lasting impairments, identi!ed the strengths that disabled people often bring to the workplace – resilience, empathy, problem-solving, creativity – attributes in high demand by employers. DR UK drew on the survey to establish the Radiate network, through which disabled people support each other’s careers, and develop a guide – that shares tips and experiences.

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Right2Work 2013 ANNUAL MAGAZINE

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Imperial College London is fully committed to equality and values the individual contributions of all our sta! and students.

We recognise our reputation relies on the people who make up our diverse and high achieving community. We have a flagship leadership programme entitled Calibre for disabled leaders to enable them to realise their potential.

We are positive about disabled people and make every e!ort to ensure that our disabled sta! are supported long-term in their working environment.

We welcome disabled people to apply for positions at Imperial: www.imperial.ac.uk/employment

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Right2Work

Start your most exciting journey yet.

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Who we areNacro’s mission is to change lives and reduce crime. As the UK’s largest crime reduction charity, we are determined to reduce the devastating effects crime has on individuals and communities. So we work with people before, while and after they are in trouble, helping them to change their behaviour and using evidence based practice to do what works to reduce crime and offending. Work for usNacro recruits in a wide range of areas – from crime prevention, offender management and resettlement to learning and skills, housing, and policy and communications. We value the diverse nature of our staff and those using our services, and are committed to ensuring that this is reflected in all our practices, policies and services. We also offer generous leave entitlement and other staff benefits. Visit www.nacro.org.uk to view our vacancies.

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