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NIACE Launches Interim Findings Of Commission For Disabled Staff In Lifelong LearningSource: www.niace.org.uk Disabled staff in the lifelong learning sector have to cope not only with inaccessible surroundings but also with poor understanding and support from their employers and managers. Often they don't feel confident enough to disclose their disabilities and/or they don't receive leave for treatment. These are the headline findings of The Commission for Disabled Staff in Lifelong Learning - led by the National Institute of Adult Continuing Education (NIACE) - which launches its Interim Report today - Tuesday 18th September 2007 - at a conference in London. The Commission's report From Compliance to Culture Change details its interim findings since its launch earlier this year. In that period, evidence has been received from hundreds of disabled workers together with human resources and personnel staff and managers from the sector. The information collected suggests that there is a tendency for managers to focus on the 'problems' facing individuals, rather than identifying the major institutional barriers which exist. The report discloses managers' assumptions about individuals' abilities and inclinations towards making both prognoses without discussion and suggesting that if staff are unwell, impaired or have a learning difference - such as dyslexia - then they "should not be in post". Managers can be gatekeepers to support services, sometimes preventing access to real support and funding like the Access to Work programme. In some instances, however, the evidence indicates that disabled staff have been treated appropriately. Key issues from the interim report also include the difference in experiences between staff working in HE* and those working in FE* and factors affecting staff facing mental health issues. Leisha Fullick , Pro Director at the Institute of Education, University of London and Chair of the Commission, said, "The Commission was established because of the under representation of disabled staff in education. Although a serious equal opportunities issue it is one that has received scant policy attention to date. The Commission aims to put this right. In the first phase of this work, we have put together an important body of evidence which shows that there are a number of significant issues to address. We look forward to exploring in more depth the responses to this report and, in the next phase of its work the Commission hopes to make a substantial impact on policy and practice." Alan Tuckett , Director of NIACE* and member of the Commission, said, "The evidence to the Commission so far presents challenges to the lifelong learning sector as noteworthy as those thrown up by the Commission on Black Staff in FE. Institutions not only need to up their game to comply fully with the Disability Discrimination Act but also to create a culture in which people with inherited or acquired disabilities can have the same expectations of fulfilling work and career progression that every other member of staff should enjoy." Welcoming the report Bill Rammell MP, Minister of State for Further and Higher Education, said, "If we are to meet our ambition for world class skills, we must ensure we fully support all those delivering and supporting Further Education. We want an environment of opportunity for everyone, no matter what their circumstances and one where people are treated equally and receive fair treatment. The workforce must represent the customers it serves so it can better meet the challenges presented by this report that will only be achieved with individuals and organisations working together." Sasha Callaghan, Member of the TUC Disability Committee and President Elect of the University and College Union, said, "This report is timely and welcome. All those involved in driving sectoral policy forward should take the time to read it in full and feed comments back to the Commission. If we are to see real change, it is vital that all sides are committed to disability equality. UCU is determined that real improvements for disabled people are achieved throughout education and we will be giving a clear message to the Commission about what must be done to achieve this." Yvette Adams, Executive Director Diversity, Culture and Communications at the Centre for Excellence in Leadership, said, "The report highlights a number of cardinal issues which disadvantage disabled staff. There are institutional blocks to culture change and managers feel ill-equipped to deal with the risks they have identified and disclosed to the Commission. What's needed is the creation of an environment that supports staff to disclose their needs together with safe surroundings in which they can do so. Recruitment and retention and the management of probation and induction are also issues. All of these highlight the need to further develop good and effective management and leadership skills in the area of disability, equality and diversity. This can only be done by empowering and building leadership capacity throughout our businesses at both senior management and front-line levels." A consultation period will now begin, with opinions and answers being sought from disabled staff, managers and policy makers from across the lifelong learning sector. Ends For further information please contact: Ed Melia , NIACE Press Officer, on 0116 204 4248 or 07795 358 870. Notes to Editors
2. By disabled staff, the Commission is using a broad definition to include physical, sensory and cognitive impairments, mental health difficulties, long-term health conditions, learning disabilities and neurodiversity , learning differences or difficulties such as dyslexia or dyspraxia . This will include that defined by the Disability Discrimination Act, but also include wider social interpretations of disability. 3. The Commission has focussed on obtaining more evidence about disabled staff in the lifelong learning sector, including further education, adult and community learning and higher education. Evidence has been sought from disabled staff working in the lifelong learning sector, disabled people who have left employment in the sector because of learning differences/difficulties, impairments or health condition reasons, and from
4. The National Institute of Adult Continuing Education (NIACE) is the leading non-government organisation for lifelong learning in England, and exists to encourage more and different adults to engage in better-quality learning of all kinds and campaigns for, and celebrates the achievements of, all adult learners. Briefing document (1,200 words) issued 18 Sep 2007 |
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