Dear all
I wondered if anyone has any experience of recruiting using a genuine occupational requirement? If so, I'd be grateful for a short discussion on how you approached this. Please email off list or let me know if it's ok to call. Many thanks,
Helen
Helen Murdoch
Equality and Diversity Manager
The Registry, Room 3.22
University of East Anglia
Norwich, Norfolk, NR4 7TJ
Tel: 01603 591898
Email: [log in to unmask]
www.uea.ac.uk/equality
Disabled Go at UEA: https://portal.uea.ac.uk/webapps/portal/frameset.jsp?tab_id=_175_1
>-----Original Message-----
>From: HE Administrators equal opportunities list [mailto:ADMIN-
>[log in to unmask]] On Behalf Of Peter Quinn
>Sent: Tuesday, October 19, 2010 6:05 PM
>To: [log in to unmask]
>Subject: Re: FW: Recent Access to Work changes - equipment list
>
>Its not the principle but the practice of how they have done this. By not informing
>employers of this change in practice it creates an atmosphere and an environment
>for discrimination.
>
>If organisations were informed of this change of stance we could have budgeted.
>This way of sneaking out a change in practice means, in my view (as a line manger,
>a budget holder and as a champion of disabled people) that there will be a
>perception for each person who would have been funded by AtW that there is now
>an additional cost associated in terms of employing disabled people. Fine
>strategically but not on the ground where departments are likely to react badly to
>this cost in the face of cut, cut, cut.
>
>Its not helping disabled people, its putting them in a difficult spot.
>
>
>Pete
>
>==============================
>
>Peter Quinn
>Head of Disability Advisory Service and Interim Head of Equality and Diversity
>University of Oxford
>
>How can we improve the experience for students with disabilities? Please tell us by
>completing this short survey:https://www.survey.bris.ac.uk/oxford/disability
>
>View the University's first Disability Equality Scheme( DES), the 2009 revised DES
>and 2007 & 2008 Annual Reports at http://www.admin.ox.ac.uk/eop/disab/des.shtml
>T. +44 01865 289840
>F. +44 01865 289830
>E. [log in to unmask]
>W. www.admin.ox.ac.uk/eop/
>
>Post and Visitors (by appointment only): to 2 Worcester Street, Oxford OX1 2BX
>
>Level / Lift access throughout. Hearing Support System in meeting room/ Automatic
>doors at main entrance and throughout.
>
>==============================
>
>----- Original Message -----
>From: HE Administrators equal opportunities list <[log in to unmask]>
>To: [log in to unmask] <[log in to unmask]>
>Sent: Tue Oct 19 17:24:10 2010
>Subject: Re: FW: Recent Access to Work changes - equipment list
>
>Dear All,
>
>I have mixed views about the removal of central funding for pieces of equipment as
>most of what is on the list is basic entitlement sort of stuff and I believe that it is the
>employer's responsibility to provide this. Everyone needs a chair and if someone
>needs additional features or customisation I don't think it is beyond the resources of
>organisations in our sector to provide this as a straightforward matter of course. I
>guess I see this as basic provision/entitlement and not something special requiring
>external funding support. HOwever, I recognise there are wider issues of principle
>as to how this change came about.
>
>I do strongly agree with Caroline's comment about the face to face workplace
>assessment but for all. Individual needs change in the time in response to changes
>in work routines and the circumstances of each individual. I think it will increase the
>difficulty individuals face if they have to try and communicate this to someone over
>the telephone when that individual has no knowledge of the workplace setting. If
>there has to be a choice over resource allocation then it is this second factor I
>would prioritise.
>
>Best wishes
>
>Julie
>
>
>________________________________
>From: HE Administrators equal opportunities list [[log in to unmask]]
>On Behalf Of Caroline Moughton [[log in to unmask]]
>Sent: 19 October 2010 15:58
>To: [log in to unmask]
>Subject: Re: FW: Recent Access to Work changes - equipment list
>
>Dear All,
>
>Is this an area where HEEON could represent the views of member HEIs to
>JobCentre Plus?
>
>I am also concerned that the quality of the assessment process is being
>undermined. My experience is that in the past once initial contact was made, an
>assessor normally visited the individual to assess the demands of the job and give
>advice about reasonable adjustments. The information on Access to
>Work<http://www.direct.gov.uk/en/DisabledPeople/Employmentsupport/WorkSchem
>esAndProgrammes/DG_4000347> on the revised DirectGov website now suggests
>that in most cases the advisor can decide support over the phone with the individual
>and employer. This is difficult for individuals who have recently become disabled,
>who are moving into a new role or who are not aware of the options available.
>
>Best wishes
>Caroline
>Caroline Moughton
>Staff Disability Adviser
>L 3.12, Library,
>Oxford Brookes University, Headington Campus,
>Gipsy Lane, Headington, Oxford, OX3 0BP
>01865 483148 [log in to unmask]<mailto:[log in to unmask]>
>
>
>
>
>
>On 19 October 2010 15:06, Louise Pepper-Kernot <Louise.Pepper-
>[log in to unmask]<mailto:[log in to unmask]>>
>wrote:
>Dear all
>
>I have now got permission to distribute the list of equipment which Access to Work
>now see as 'standard' equipment to be provided by the employer, and which will no
>longer fall under the Access to Work remit. Under these new rules, of the 5
>equipment reports that I received last week, none would be covered by Access to
>Work under the new rules.
>
>Furthermore, Access to Work seems to have changed its very purpose and aim,
>narrowing the scope of their remit, which is also worrying. This is demonstrated by
>the following:
>
>. Access to Work stated as part of a presentation in March 2009 that one of the
>aims of the programme is:
>
>"To offer grants towards additional costs incurred in the workplace as a direct result
>of a customer's disability".
>
>. However, a recent statement from Access to Work suggests that they have
>changed this policy stating:
>
>"It is the legal responsibility of employers to provide reasonable adjustments to
>allow disabled staff to do their work. The Access to Work programme is to provide
>funding for equipment and support that would be above and beyond what is
>reasonable for an employer to supply".
>
>I am extremely concerned about the impact of this change and cannot understand
>how drastically cutting the funding available to employers to meet the additional
>costs of employing disabled people fits in with the government's policy aim of
>reducing the numbers of people claiming ESA so that they can return to work.
>
>Another major concern held is the air of secrecy around these changes and the
>speed of their introduction. It has been extremely difficult to find out clear
>information about the changes, and respond to these.
>
>This is the second major backwards leap that Access to Work has taken this year.
>The changes in April 2010 to increase the employer contribution for businesses
>such as the University of Manchester from £300 to £1000 were also introduced
>without any notification. It does not appear that Access to Work realise that asking
>for increased funding from department budgets which are already stretched by
>proposed HEI cuts will surely prove disastrous for an already under-represented
>group of people. These policy changes, taken individually, can be seen to have a
>negative enough impact on disabled people; together, they are potentially
>disastrous.
>
>Any thoughts about how to proceed?!
>
>Many thanks
>
>Louise
>
>
>-----Original Message-----
>From: Caruso Enrico JCP NATIONAL ACCESS TO WORK
>[mailto:[log in to unmask]<mailto:ENRICO.CAR
>[log in to unmask]>]
>Sent: 15 October 2010 16:40
>To: Louise Pepper-Kernot
>Subject: RE: Recent Access to Work changes
>
>Louise,
>
>It is the legal responsibility of employers to provide reasonable adjustments to allow
>disabled staff to do their work. The Access to Work programme is to provide
>funding for equipment and support that would be above and beyond what is
>reasonable for an employer to supply. This list (see attached) is to give guidance to
>our staff so that they know what equipment employers are responsible for.
>
>
>Rick Caruso
>Senior National External Engagement Manager National Access to Work Delivery
>Team Jobcentre Plus
>2 Duchess Place
>Hagley Road
>Birmingham
>B16 8NS
>
>Tel: 01214525303
>Mob:07920 783928
>Email:
>[log in to unmask]<mailto:[log in to unmask]
>ov.uk>
>
>
>
>
>
>--
>Caroline Moughton
>Staff Disability Adviser and Equal Opportunity & Diversity Co-ordinator
>L 3.12, Library,
>Oxford Brookes University, Headington Campus,
>Gipsy Lane, Headington, Oxford, OX3 0BP
>01865 483148 [log in to unmask]<mailto:[log in to unmask]>
>
>I work part-time and am normally available all day on Mon, Tue, Wed a.m. and Thur.
>Visit our Equality and Diversity
>webpages<http://www.brookes.ac.uk/services/hr/eod/index.html>
>
>
>________________________________
>
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