Engaging with employers to ensure they take on a unified approach to embracing equalities for all

Julie says employers need to think outside the (tick) box when it comes to closing the disability employment gap.

Julie McElroy epitomises drive, motivation and passion. This Scotswoman has an impressive CV, recently being awarded her PhD from the University of the West of Scotland. Still, over the last 18 months she has applied for over 300 jobs, attended 80 interviews and is still looking for that illusive breakthrough opportunity.

Recently, I was asked to explore the topic of equalities and widening access for people with disabilities in employment.

My experience confirms that the Further and Higher Education sectors have and continue to play a fundamental role in supporting students with disabilities. Education is fundamental to improving life chances for young people, whether it would be work-based learning, vocational based learning and or academic learning. In 2000, a Scottish Government Review into supporting young people in education and lifelong learning, led to the formation of a specialised organisation called BRITE, (Beattie Resources for Inclusiveness in Technology and Education). Now almost seventeen years later, I can say that services have progressed and are now being mainstreamed into the processes of other organisations who are responsible for delivering students’ learning experiences. This is what I call meaningful, accessible engagement.

The focus should also be on employers to enhance their commitment to widening access and equalities for all, ensuring that those who have the ability can potentially embrace opportunities irrespective of their background. The policy and legislative landscape and the practical guidance available to support people into employment have all improved and continue to evolve as society moves forward. But employment practices still have a long way to go. I remain optimistic that societal attitudes are changing – even if slowly – but more needs done to enable and encourage people with disabilities into paid employment.

Over the years, I have always sought to overcome the daily challenges of my disability, and not let it hold me back. My educational experience has given me huge opportunities to develop my human and interpersonal skills. Building on vocational learning in my early years through to doctoral level research, I was able to simultaneously combine skillsets, talent and engage in different learning styles to keep abreast in an ever increasing global interconnected world.

During my internships years, I have been offered the opportunity to work with outstanding leaders who completely understand the true meaning of diversity, equalities and inclusion of individuals: Nick Pascazio, Tony Carlin, David Grevemberg, Professor Gayle McPherson, Hamish Fraser, Kieran Smyth and David Wilson are unique line managers who have understood me and unleashed the talents, potentials, capabilities that I possess.

Despite declaring the disability through the Guaranteed Interview Scheme, I have my doubts as to whether the two ticked box approach really works in practice. Recently, I have applied to an organisation whom I was familiar with over the last 12 months – five jobs, no guaranteed interviews. Employers need to take a hard look at their recruitment practices. Employers need at a minimum to respect the tick boxes – but they also need to think outside the box too. What is a reasonable method of assessing what an individual with disability can do on the job?

Meanwhile, the Scottish Government has prioritised Employability at the top of the agenda for disabled people. They are committed to halving the disability employment gap as set out in A Fairer Scotland for Disabled People, to:
“…reduce barriers to employment for disabled people and seek to reduce by at least half, the employment gap between disabled people and the rest of the working age population. Together with disabled people, their organisations and other key stakeholders we will develop this action in more detail, including a timetable and plan for achieving the reduction.”

There is a wealth of talent out there amongst people with disabilities. Employers aren’t tapping into this pool of the population, as 20 per cent of those living in Scotland have a form of disability. That is a fifth of the population! Think of the benefits for employers who can release this potential.

Society can no longer accept this loss of human talent and potential. Fortunately, we have seen the beginnings of a long term transformational change in attitudes to disability, and it has to start somewhere to make change happen. So, let’s start demystifying disability. Let’s start normalising disability as part of the workforce and of society.

So ask yourself – what are you doing to support someone in your workplace with disabilities, or a person with disabilities seeking a role in your organisation. Give them some of your time. Let them tell you how they can contribute – and you will be the winner. It really is about creating a fair work society and social justice for all.Interesting facts

• Disabled people make up 13 per cent of the public sector workforce vs 11 per cent of the private sector workforce.
• 42 per cent of disabled young people are not in education, training or employment compared to 18 per cent of non-disabled peers according to Papworth Trust.
• Disabled people are twice as likely to lack qualifications as their non-disabled peers
• Disabled people are x3 more likely to stop working than non-disabled people
• A 5 per cent rise in the employment rate amongst disabled adults would contribute an extra £6bn to the economy by 2030 according to Scope.

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