The British Association For Supported Employment Case Study

Growing up in modern society, we already know that having any kind of handicap, physical or mental, limits an individual’s social, economic, and class mobility throughout their life due to a number of factors, including stereotypes and prejudice held by modern society. In my paper I will be arguing that employment assistance for mentally ill persons does not currently provide enough support for the rapidly increasing number of participants on employment and welfare support programs. I will first address the issues faced my mentally disabled persons every day in the workplace and I will dispel the myths commonly held about the mentally ill and their abilities. I will then discuss the different types of employment support currently offered

One such non-profit agency whch provides opportunities for adults with developmental and intellectual disabilities is located on Stewart street in downtown Peterborough. This agency helps people in developing skills in the area of volunteerism, recreation and community service. They also provide support for people with barriers to employment through an employment service program. Therefore, one can say that this agency deals primarily with social determinants of education, employment and social support networks.

This also means more disabled individuals are receiving work in television, for example, such as jack osboune who has recently been diagnosed with MS. Also the Paralympics was a huge success in Britain bringing attention to people’s abilities rather than disabilities. In the workplace, policies and procedures when applying for a job in care such as CRB checks are mandatory, however CRB’s do not give a well-rounded picture of the potential employee’s opinions, so it is up to fellow staff members to challenge them if they are deemed to be discriminatory against the residents in their care.

Valuing People (Department of Health 2001) it was introduced by the labour government who were keen to promote independent living. This white paper on learning disabilities was for the first in England in 30 years. It made direct payments available to more people with a learning disability and was the first paper where we officially come across the term ‘Person Centred Planning’. It stresses the importance of Personal Centred Planning in helping people with learning difficulties take charge of their own lives. This paper has been ‘refreshed’ in 2009 titling it Value People Now and is a new three year strategy for people with learning disabilities, and will lead to better lives for people.

The day to day experiences of individuals with learning disabilities and their families are affected by the policies and legislations in place because it provides rights and entitlements for the individuals and their families. Furthermore, these rights are upheld and protected from discrimination which is very important as it gives them more opportunities. In addition to this, by offering as person-centred care it gives the individual the choice of their care and how they receive it which gives them the freedom of how they would like to live. Moreover, the policies gives the individuals an equal opportunity to access public services, employment and health care which also relates to them being able to live within their community. This is because

The Federation Employment & Guidance Service (FEGS) filed for bankruptcy in March of 2015. It was New York City’s largest social service agency, employing nearly 3,500 staff along with more than 2,000 volunteers and interns. FEGS had over 350 locations throughout the metropolitan NYC area and—as of 2014—an operating budget of over 250 million dollars. Before FEGS closed they were headquartered at 315 Hudson Street, New York City, NY. The primary board members before the failure were Allen Alter, president, Stuart Oltchick, chairman of the board, and Joseph Stein, Jr., chair of the executive committee. The principal management personnel were Gail A. Magaliff CEO and Ira Machowsky, who was the executive vice president. Both Magaliff and Machowsky were long time upper managers of FEGS and assumed their positions as CEO and EVP in 2007. These five individuals could be considered the chief actors in FEGS governance and, certainly, played essential roles in decisions that led to the demise of the organization. All of them had been working for FEGS as senior board members and management since the 1980s.

While the struggle to find employment in today’s society is difficult for everyone, the chances are nearly impossible for disabled adults. For example, 1 in 3 high functioning young adults

Not to do those jobs considered menial, but jobs that reflect their qualifications and experiences. Policy makers needs to broaden the curriculum for those training courses that are offered to the disabled to include courses that are relevant to the need of the society and can be of benefit to the individual as well. Remove the exemptions from the Rehabilitation Act that gives Private Clubs and Religious organizations areas of exemption to adhering to mandatory alterations to their place of business/worship. For those with a severe disability that does not allow for work in the normal workforce, create entrepreneurial opportunities in various fields that those individuals could be comfortable and happiest in. Offer tax breaks to private sector employees that employ disabled individuals in their workforce. Remove the legal costs associated with accessing disability status, as that works as a hindrance for those persons living with a legitimately diagnosed disability but does not have the resources to pay for a

Persons with intellectual disabilities have also see a significant increase in life expectancy, and are more likely to outlive their caregiver. Workers with long-term disability see a significant decline in employment beginning in the 40-49 age range, while their non-disabled counterparts do not typically see a decline until 10-20 years later (Mitchel, Adkins, & Kemp, 2006). According to Brown and Johnson (2014), the vocational rehabilitation system has served very few of these workers, with poor outcomes. Although this group is a smaller population than those older workers with age acquired disabilities, they appear to be underserved by vocational rehabilitation and deserve

Integration: This is perhaps the most essential component of supported employment. The degree and level of integration of a consumer in supported employment is one of the most valid measures of success for any supported employment program. When thinking in terms of levels of integration, consider the locus of production. Are consumers working along with non-disabled co-workers or are they set up in separate locations? Do they take coffee breaks and lunch breaks with co-workers? Integration means inclusion in all activities in which other employees participate and allows opportunities to make friends with co-workers.

The Rehabilitation Act Amendments of 1986 was a revision and extension of the Rehabilitation Act of 1973 that was then further revised in 1992. The main purpose of this revision was to define and establish supportive employment as a replacement for the previous practice of sheltered workshops. Supportive employment is competitive work in an integrated setting that aligns with the strengths, priorities, abilities, and interests of individuals being employed. This type of employment enacted the service of assisting people with disabilities finding, obtaining, and maintaining employment (King and Olson, 2014). The three main elements of supportive employment are (1) paid work of more than 20 hours per week; (2) placement in employment where no more than eight other employees with disabilities; (3) twice monthly follow-along assessment of the employee in their place of employment (Shafer, Tait, Keen, and Jeisolowski, 1989).

Working tax credits was introduced in 2003 along with disability element to help people stay in work or to return to work (Mitra, 2009). Then the 2005 Disability Discrimination Act came into force (Haralambos & Holborn, 2009). (Burchardt, 2000) cited that according to the European Commission (1998), people with disabilities have low levels of participation in society and the employment rate for people with disabilities is 20-30% lower than people without disabilities (Huang, 2009). From 2013 Disability Living Allowance for disabled people aged 16 to 64 will be replaced by a new Personal Independence Payment programme (Directgov). This is a non-means tested, tax free benefit. The DWP is to run a pilot scheme to help assist and reintroduce claimants back into the job market (Mitra, 2009), this will lead to employers paying short term benefits rather than the state.

(Productivity Commission, 2011) Additionally, The NDS aims to unpick the rigid and programmatic responses that are in place to identify need. The reform aims to address the current imbalance between those with compensable and non-compensable disabilities (Mann & Mitchell, 2013). The scheme intends to fund all of the reasonable and necessary disability supports required to achieve participation. In short, the NDS aims to increase access, support and consumer choice where people with disabilities are enabled to realise their aspirations, maximise their independence and participate in their communities. (Mann & Mitchell,

Hiring, training and retaining persons with disabilities could be one of the answers to labor shortages in the coming years. There are many barriers to employment when it comes to person with disabilities. This paper will review problems of high unemployment with persons of disabilities and propose that training persons with disabilities for hard to fill jobs will increase employment opportunities. Counselors and professional helpers must begin to look at demand side economics to improve employment of persons with disabilities. Access to education and training will help reduce long-term poverty by ensuring long-term employment. Increasing communication, solving access problems, providing education, improving skills, and analyzing demand side employment would increase employment of persons with disabilities and reduce long-term poverty. Vocational counselors must improve communication with employers and educate organizations about employing

Persons with disabilities are believed and seen to be vulnerable people, poor and face exclusion (DFID,2000). Mobility constraints or inaccessible transport can make it difficult especially for the persons with disabilities (PWDs) to find employment, to gain education and access to various services as well as limit their social interactions.