Blog Post – Why Employer Engagement Is Necessary To Move Forwards

Some of my colleagues and I recently completed Supported Employment Techniques training through BASE. 

The most interesting part of this 6-day training was around employer engagement. Knowing how to approach employers can be tricky. Something that is useful to remember is to consider both the participant and employers needs and align them.

Some people on the course had presentations that they delivered to prospective employers. They shared some techniques and important information to draw out while engaging with employers.

It starts with tackling the preconceived judgement and discrimination around what people with learning disabilities are capable of in the workplace. Present the facts and benefits they would have in employing someone with a disability.

Currently, only 5.1% of adults with learning disabilities in the UK are employed. However, it has been estimated that up to 60 -70% of people with a learning disability want to work.

An inclusive workplace is not just a legal and moral obligation – it is also good for business. People with learning disabilities are motivated to work and can help employers address recruitment and turnover issues.

 

Here are some of the benefits for employers:

• If we contact employers directly with a candidate in mind who matches the role’s skillset, it will save the employer money on having to advertise the post
• We are committed to providing in-work support for the employee to ensure a workplace that is accessible and welcoming for everyone
• Employers that are disability friendly will develop a good rapport within the local community, improving image and reputation
• Employers will be able to select candidates from a wider pool of talent
• People with learning disabilities are often hardworking, friendly and honest
• There is a lower turnover rate, thus reducing the cost of recruitment and training
• Increased customer loyalty – people with learning disabilities and their families become part of the employer’s customer base (the purple pound)
• Making a positive contribution to the social climate of the workplace

More than 1 in 5 potential UK consumers have a disability. The ‘purple pound’ is the spending power of disabled people and their households. In the UK, this market is worth an estimated £274 billion per year. If employers recognise this and encourage people with disabilities to work for them, it will financially benefit the business.

 

On average people with learning disabilities stay in their job 3.5 times longer than other employees. And in a study with consumers, 87% specifically agreed that they would prefer to give their business to companies that hire people with disabilities.

 

Reasonable adjustments in the workplace do not have to be excessive. The average cost of making adjustments for a person with a learning disability is £30. However, for many people the changes cost nothing at all and are of benefit to other employees and customers.

After reflecting on the positive benefits of employing someone with a learning disability, it seems absurd to me that more employers aren’t doing this. But I guess it starts with re-educating and beginning the discussion. Once one company has positive outcomes, hopefully, it will ripple outwards until it is ‘normalised’.

Increased employer engagement is something that my team and I are committed to strengthen within the We Work for Everyone programme.

Jo is a WE Work Employment Navigator covering the Bristol area.

Reference to stats quoted in this post come from North Wales Together Employer Engagement
Working Group: Employing People with Learning Disabilities- A TOOLKIT FOR EMPLOYERS IN NORTH WALES Tap into the Talent – a toolkit for employers in North Wales Eng FINAL (1) (2) (1)