ThisISworkingdl.groovygecko.net/anon.groovy/clients/rnib/This_IS_Working.pdf · 73= The percentage of blind and partially sighted people of working age who are unemployed in Scotland

This IS working

How people with sight loss participate successfullyin the world of work.

Introduction 3

Peter Davey, Standard Life 4

Barbara Hall, ARK Housing Association 6

Caroline Austin, InterContinental Hotels 7

Paul McGhee, Willis Ltd 8

Philip Sime, BBC Radio Scotland 10

Positive information for employers 12

The employers’ experience 13

Michael Young, Aeroflex 14

Gordon Luke, Prudential Insurance 16

Eileen McGowan, Careers Scotland 17

Kerrie Brown, Visibility 18

Michael Tornow, Fair for All 20

Jobcentre Plus 21

Access to work 22

Employment Compacts to tackle unemployment 23

RNIB Contact details 24

Contents

RNIB Scotland This IS working2

73 = The percentage of blind and partially sighted people

of working age who are unemployed in Scotland.

92 = The percentage of UK employers who believe that it

is either “difficult” or “impossible” to employ someone

with impaired vision [1].

92 = The percentage of UK employers RNIB Scotland

believes are wrong!

The unemployment rate among blind and partially sighted people in Scotland is ascandal. At 73 per cent it far exceeds the unemployment rate of 55 per cent [2] forpeople with other disabilities, and is an outrageous 15 times greater than the figure forthe general population.

This IS Working tells the story of 10 men and women who are blind or partially sighted.They are working in a wide range of jobs, supporting themselves and their families,contributing to their employer’s success and using their energies and talents to furtherthe wealth and well-being of our society. They provide a powerful response to the widelyheld belief that they cannot play their part in the workplace. In the words of Philip Sime,a BBC Scotland researcher who is registered blind:

“92 per cent of those same employers would not be able to do my jobwithout the proper training and support. If blind people are given the righttraining and support, they are capable of being equal in the workplace.”

This IS Working shows how the challenges of sight loss can be overcome in theworkplace. It explains how employers can play their part in providing equal opportunitiesin the job market (pages 12 and 13) and describes the resources and support availablefrom RNIB, Jobcentre Plus and elsewhere (page 21 onwards).

Notes

1 Department for Work and Pensions Report, Number 202, shows that in a survey of 2,000employers, 92 per cent said they thought it would be either “difficult” or “impossible” toemploy someone with impaired vision.

2 Measuring progress towards a smart, successful Scotland. Scottish Executive, 2006.

RNIB Scotland This IS working 3


“I’m an IT Project Manager with StandardLife. I manage a 10-strong team of ITprofessionals – programmers and analysts– developing IT systems. A recent projectapplied flexibility to a pension product toallow customers to vary premiums duringtheir career.”

Peter Davey has worked in IT for 25 years andhas been with Standard Life since 1991. He hasa degree in science from Durham University andhis employer sponsored his MBA at EdinburghUniversity. He has macular degeneration andhas experienced deteriorating sight losssince childhood.

Peter can no longer read printed material andrelies increasingly on the speech facility inZoomtext technology. But he believes that themain challenge is the job itself. “Once thetechnology is in place and you are familiar withthe environment, then the sight loss is not anissue,” he says. “You are either good at your jobor you are not. I have had to put in extra effort,and the employer gets that extra effort.”

Peter enjoys the interpersonal aspect of workand has coping strategies. “You ask people tointroduce themselves if they turn up at yourdesk,” he says. “I don’t want to go to someoneat their desk if they’re not there so I will asksimple questions of colleagues, but there areno major issues in dealing with a team. Halfmy team is in another building, but I take mylaptop with me, and my guide dog, Vince.”

Peter Davey, Standard Life

Talking clocks


Kenny Mathieson is a senior systemsdeveloper in Peter’s team. “Wecooperate in a climate of mutualrespect with open and honestdialogue,” he says. “Peter’s sightcondition is clearly a fact but not afactor in the relationship. At apractical level you don’t just thrust apiece of paper on his desk but youcommunicate by word of mouth oremail as you do with othercolleagues. I marvel at what he doesachieve. I have the option of lookingat the whole page of a programmeand scribbling notes in the margin.He pretty much has to keep it in hishead, line by line – wow!

“Peter is the second blind person I’veworked for and they have been twoof the best bosses I’ve had, not justin terms of interpersonalrelationships but perhaps because ofthe challenges they faced. They havehad a very high level of awareness ofall the tasks they were managing andthe people they were working with.”

Sarah Baldry is a systems analyst in the same team: “I’m not really aware of Peter as a blindperson,” she says. “His qualities as a manager are qualities that Peter has as a whole person.I like producing pictorial representations of systems. If I am in a meeting with Peter I talkhim through it. He can retain an amazing amount of detailed information and seems to beable to visualise it and that’s absolutely fine.”

And then there is Vince. “Having a guide dog in the team is a terrific de-stressing asset,”Sarah adds. “If things are stressful, there is a dog to pat and stroke behind the ears!”


“I’m a member of the Human ResourcesTeam at ARK Housing Association. I dealwith recruitment, the monthly pay rolland provide advice on a range of issuesto around 1,000 staff.”

Barbara Hall has retinitis pigmentosa and isregistered blind. She handles all heradministrative work electronically using JobAccess With Speech (JAWS) software. Mailarriving in hard copy is scanned electronically forher to deal with. When giving advice tocolleagues she accesses information electronically.

Barbara joined ARK in 2004 after 20 years’unemployment. She found a lot of help wasavailable to get her back to work. “The Guide Dogsfor the Blind Association gave me my guide dogWanda, which started the ball rolling,” she says. “Igot support and advice from Jobcentre Plus whichmade me aware of the courses available at RNIBScotland’s Employment and Learning Centre whereI trained. Access to Work put in place travelsupport and equipment to allow me to do the job,and ARK Housing Association had the foresight tooffer me employment.”

She remembers her first day at work: “It was quite scary but good as well. I rememberthinking ‘I’ll never take in all that information’, but I did. You keep it in your head.”

Barbara finds that new members of staff take her blindness in their stride and the peopleshe deals with by phone are unaware of her condition. “The support I've received atwork with ARK has meant that I do a real job and contribute well to the team,” she says.“I've developed greatly both personally and within my role, and have just gained aCertificate in Personnel Practice.”

Her response to the 92 per cent of employers:“Employers should take time to find out what disabled people can offer. People only need afair chance to show what they can do. Let's concentrate on the ability part of disability asthis is, in fact, the far greater proportion.”

Barbara Hall, ARK Housing Association


“I’m senior conference and events salescoordinator with the Holiday Inn,Edinburgh North. I deal with phone andemail inquiries, and provide quotations forconferences, weddings, parties and otherevents. I take potential customers on‘show rounds’ of the hotel’s facilities anddraw up contracts with schedules andterms and conditions. I’m not usuallyinvolved in the event itself, but I like to bearound to help with the setting up andrunning of weddings that I’ve organised.”

Caroline Austin’s sight started to deteriorate fromthe age of two when she contracted arthritis. Shenow has secondary glaucoma, is completely blindin her right eye and has little sight in the other.She is registered as blind, but successfullycompleted an HND in conference and eventsmanagement at Telford College, Edinburgh. Fromthere she joined InterContinental Hotels, takingup a post at the 101-bedroom Holiday Inn.

Caroline has all the technology she requires toundertake office work. Showing clients round thehotel is more challenging. “There’s just me!” shesays. “But I’ve been at the hotel for six years and know the conference facilities very well.”

Far from her sight loss interfering with her work, she adds, clients don’t realise howlimited her eyesight actually is.

Louise Murphy is the hotel’s revenue manager and is Caroline’s line manager. “Working withCaroline is not any different from working with someone who is fully sighted,” she says.“We don’t even notice half the time. Any issues Caroline might have with carrying out herwork we have been able to fix very easily with the technology.”

Louise’s response to the 92 per cent of employers:“Last year Caroline was voted ‘Employee of the Year’ for our meetings department and hasrecently been promoted. She was the best person for that job. This really shows thatCaroline’s sight does not affect her ability to carry out excellent work.”

Caroline Austin, InterContinental Hotels


“I’m a major accounts developmentdirector with Willis Ltd, a global insurancebroker. I work in their Glasgow office, oneof 14 in the UK. My job is to develop newbusiness, creating new income from newclients. My ‘prospect’ list is the top 100businesses in Scotland. As part of a teamI have to take the initiative and convincethem it’s worth speaking to us, and thenexplain the benefits of using us toprovide the specialised corporateinsurance they need.”

Paul McGhee lost central vision in both eyesthrough retinal damage. His condition wasdiagnosed five years ago though his sight had been deteriorating for some time. Petercan no longer read text and relies on technology. He can see well enough to movearound and his sight loss is not immediately obvious, but he has difficulty recognisingpeople and this is a challenge in a job in which personal relations are important. “I can’tsee people’s faces at 10 paces,” he says, “but to counter this I have developed a skill thatallows me to have a great memory for voices and people’s characteristics.”

Paul was recruited by Willis Ltd two years ago. He made no secret about his sightcondition, but they signed him up for his expertise. A graduate in risk management,Peter is an expert at understanding how companies work and their insurance needs. Hestresses the importance of listening to clients. “We recently won a major account,” hesays. “They said ‘you were the only broker not just to talk about savings. You identifiedissues in the way we worked and provided true business protection’.”

He admits that despite all the equipment – he has a scanner, large-screen VDU, CCTV,special keyboard and speech software, with back-up equipment for working at home– there are frustrations with the time it takes to scan hard copy and the way somewebsites are still inaccessible. He usually works in a team and his immediate colleaguesare practiced at lending support when required while he provides information andintellectual input.

Paul McGhee, Willis Ltd


Drew Hardie is managing director for Willis Ltd,Scotland and North of England.

“Employing Paul is no different from employinganyone else,” says Drew. “Before he joined us weknew there was deterioration in his eyesight, butfrom the start he’s been a star performer in theorganisation. There’s nothing about Paul’sdisability that detracts from his technical skills orintellectual capacity.

“The technology is available to let him do the jobthough perhaps we were a bit slow in respondingto his needs – and he could have been quicker inmaking them known. There’s a mutual need toforce the pace.”

Drew’s response to the 92 per cent of employers:“From our perspective in the financial sector, I don’t really see the difficulty in employingpeople who have sight loss. I would expect Paul to continue to be a very important andvaluable contributor to this business for the rest of his working life – if this is where hewants to be.”


“I’m a researcher for BBC Radio Scotlandin Inverness, currently acting as producerof the Highland Café, a weeklyprogramme covering cultural life. Mywork includes coming up with ideas forthe programme, selecting guests andbriefing them, writing scripts for thepresenter, and running the programme toa tight schedule. If there are livecontributions from outside the studio Ihave to organise that and be responsiblefor everyone’s safety, undertaking a riskassessment if necessary.”

Philip has Still’s disease, which is associated with juvenile rheumatoid arthritis. He istotally blind in one eye and has only a degree of light perception in the other. He hadbeen unemployed for some time when the birth of his son caused him to take stock andhe retrained in new technology including JAWS. “I secured a voluntary position at theradio station VIP on AIR [Now RNIB’s Insight Radio] and stuck in hard there,” he says.

The BBC was a community partner to the station and when they advertised for adiversity trainee researcher Philip was one of 76 applicants. “I persuaded the BBC I hadthe personality, commitment and technical capability to do the job,” he adds.

Modern technology makes it possible for Philip to lead a production team of researchers,sound engineers, studio assistants and presenters. “I have a host of technological aids tohelp me,” he says. “I have JAWS on my laptop and can work from anywhere and read anykind of document. My digital dictaphone is vital. I can use it to take notes and accessinformation very quickly, which is essential in this job when every second counts.

“I also have a support worker – an access facilitator – employed by Access To Work. Sheis able to access any written documents and newspapers that are not availableelectronically. She will also help me to navigate my way around new surroundings and actas my eyes in a live studio environment.”

Support workers are funded by Access to Work, not the employer.

Philip believes that a blind person in work has particular responsibilities: “You must letfellow employees know your needs and requirements so that people don’t have to walkon eggshells around you.”

Philip Sime, BBC Radio Scotland


Pennie Latin is a senior producer with BBCScotland and is Philip’s line manager. “When youare working with someone who is blind you haveto think of doing things differently,” she says.“The challenge is to be creative. Phil’s presencehas made us a lot more savvy and aware ofdisability issues across the board. This is part oflife, and of course Phil has a great understandingfor radio – sound’s his medium.”

Head of BBC Radio Scotland Jeff Zycinski’sresponse to the 92 per cent of employers:

“It’s neither difficult nor impossible to employ ablind or partially sighted person, but it doespresent a different set of challenges,” he says.“Phil got the job based on his ideas, imaginationand previous experience, and he continues to bea valued member of our team.”


Positive information for employers

RNIB Scotland’sEmployment andLearning Servicesupports:

� blind and partiallysighted job seekers

� people trying tokeep their jobswhen losing theirsight

� employers

� organisationsinvolved in training,guidance andemploymentservices.

RNIB Scotland helps employers to recruit blind and partially sighted peoplethrough our training and consultancy services. We provide information on:

� the reality of sight loss – facts and myths about blindness

� employers’ responsibilities under the Disability Discrimination Act – many employers areunaware that the Act covers their recruitment and retention practices

� guidelines on recruitment and selection

� using psychometric tests in recruitment

� the Access to Work scheme – this is one of the most effective interventions that canhelp blind and partially sighted people in work. The provision of specialist equipmentand other support is government funded.

� job retention: enabling employers to retain the expertise and experience of an employeewho is losing their sight

� access technology – our technology specialists offer advice and individual or grouptraining on a wide range of technology including video magnifiers, screen magnification,JAWS and other speech generating software, braille technology and web accessibility.

Our transcription service can provide information in alternative formats such as audioor braille.

Many of the barriers to employment that are encounteredby blind and partially sighted people need not be there.For example:

� Jobs should be advertised on accessible websites as well asin newspapers.

� A driving licence is often not essential. Even if travel isinvolved, Access to Work and other options may beavailable.

� Recruitment details can be supplied electronically or inlarge print.

� Clear directions for attending an interview and anexplanation of what will be involved are courtesiesappreciated by all applicants.

� Visual Awareness Training is available for HR and other staffwhich improves relationships within organisations and withcustomers and service users.


Fiona Katz is human resources director with ARKHousing Association, which employs Barbara Hall whois blind (see page 6). “To begin with it’s a challengewhen you list what needs to be done,” says Fiona.“But we got support and guidance from RNIB,Jobcentre Plus, Access to Work and Momentum, andthat made it surprisingly simple. They do the necessaryassessment and identify the software and all the otherrequired equipment, which was purchased with thesupport of the appropriate government agencies. Thesupport we got was amazing.”

At Aeroflex, where Michael Young is a valued memberof staff who has been losing his sight for some years(see page 14), managing director Derek Smith seesadditional gains for management: “It’s extremelypositive for us as a management because people seethat we care,” he says. “And it’s extremely positive forthe individual working alongside someone like Michaelbecause it could happen to them, and they want toknow that they will be looked after and given thesame courtesies.”

Jeff Zycinski is head of BBC Radio Scotland wherePhilip Sime is a researcher (page 10). Jeff says: “Youshould make the recruitment decision based on whatthe person has to offer and then work out whatarrangements have to be made to ensure that personcan work safely and efficiently.”

Mairi McMenamin, Michael Tornow’s manager at Fairfor All Disability (page 20), says: “It’s just a matter ofbeing aware what adjustments are required, but it’svery straightforward once you get your head round it.”

Fiona Katz discovered an additional benefit afteremploying Barbara Hall: “We realised we would haveto switch from a paper-based system to an IT systemand that’s been enormously successful.”

“ARK,” she adds, “is now a greener and moresustainable organisation.”

The employers’ experience


“I’m an IT support engineer working forAeroflex in Fife. We make testequipment to test other electronicequipment on production lines. Withthree colleagues I provide support forthe PCs of Aeroflex’s 800 staff in the UK,Germany, France and Spain. They are my‘customers’ and I am responsible forproviding software and anti-virusprotection for their workstations.”

When Michael started as an electronics engineerwith Aeroflex in 1998 he declared he had retinitispigmentosa, but had no symptoms at that time.“Since then I have been slowly losing my sight,”he says. “I am now registered blind but still havesome useful vision. Although I can’t see faces,I can read a computer screen if I reverse the textto white on a black background.”

A major challenge is keeping up to date on ITdevelopments. “I use JAWS voice software whensearching for information and downloading it offthe internet,” he adds. “I also use Zoomtextmagnification and a CCTV camera to read fromdocument to screen. I am learning braille to writeand read my own notes.”

As Michael’s sight deteriorated his role haschanged, but the company is now using hisexpertise to keep all 800 staff workingeffectively. He connects to any machine with aproblem, wherever it is in the company.Colleagues on distant sites are often oblivious toMichael’s sight problems. “It’s not an issuebecause I am working with them remotely, whichputs me on an equal footing with everyone else”,he says.

Michael Young, Aeroflex


Derek Smith is managing director of Aeroflex. “The extra investment we’ve made to allowMichael to continue with us is minimal compared with the cost of recruiting someone elseand training them,” says Derek. “He’s extremely diligent and capable. Despite the difficultywith his eyesight the other aspects of Michael’s work more than makes up for that. He isalso a nice bloke and we like having him about on site.”

Graham Donald is site manager at Aeroflex. “Michael’s very competent and you tend toforget he is blind,” says Graham. “But we have had made adjustments – we now fit betterquality lighting in the corridors so the level of lighting has improved for everyone, and wemake sure no one leaves anything in the corridors that he might trip over. But then this isgood for everyone’s safety.”

Derek’s response to the 92 per cent of employers:“They are wrong! Come and have a look. We are employing Michael in an IT role wheresomeone with a lack of knowledge might say it was impossible. Other workers in Stevenageare diagnosing faults in printed circuit boards – not a task you would expect a partiallysighted person to be doing, and one is in an admin role. People should realise that there isequipment available, and there is funding.”


“I’m a senior systems analyst withPrudential Insurance. I take businessideas and put them into systems thatmake it happen. Prudential officesthroughout the world – in India, Americaand Europe – are using systemsdeveloped in the UK. We support themand meet their development needs.”

Gordon has been at Prudential’s headquarters inPerth for 16 years. He has been affected byglaucoma since childhood, but his advice hasalways been to “just set your goals and go for it”.This meant taking a degree at Glasgow Universitywhen computers were scarcely on the horizon,and the only study aid was a simple CCTV systemto provide blown-up images of pages.

Now Gordon relies on Zoomtext, JAWS softwarefor speech and braille, and a braille note-taker.CCTV is still useful for reading documents.

James Gilmour is the technical team manger incharge of Gordon and nine others. “Gordon is apro-active member of the team and takes a lot ofownership for the work,” says James. “He iscurrently leading a small team as first point ofcontact on a specific project. It’s easy to forgetthat he can’t see and you treat him like everyoneelse. He carries a lot of information in his head.”

Hamish Petrie is a systems analyst working withGordon. “Gordon’s just the same as everybodyelse, except he’s got some bits of fancy equipmentto help him do his work,” Hamish says. “Unlessyou know someone who is partially sighted youdon’t realise how difficult it is for him.”

James’ response to the 92 per cent of employers:“You’re losing out – we couldn’t last without Gordon”.

Gordon Luke, Prudential Insurance


“I’m a team leader with Careers Scotlandand responsible for service delivery onthe south side of Glasgow. I manage ateam of 15 people, which includes careersadvisers, employability advisers and keyworkers who provide careers advice,information and guidance to youngpeople and others.”

Eileen was diagnosed with a detached retina forthe second time shortly after starting work withher present employer (then known as the CareersService) in 1986. Although surgery has partiallyrestored her sight Eileen has serious loss of peripheral vision and is registered as partiallysighted. “My employer has been very supportive,” she says. “If I need specialisedequipment they provide it.”

Eileen uses a large screen on her desktop PC and a modified keyboard. She says she hasno difficulty dealing with information and paperwork, nor with managing 15 people.“You’ll find that some of them may not be aware I’m partially sighted.”

Eileen’s sight loss has certainly not impaired her own career: she has been promoted threetimes within the organisation.

Allan Stevenson used to work in Eileen’s team. “It made no difference having a partiallysighted team leader,” he says. “There is no problem communicating and sharinginformation.”

When Allan advises school leavers with sight loss, he draws on his experience of workingwith Eileen.

Marlene McGlynn is regional manager of Careers Scotland West. “Eileen does her job aswell as anyone else,” she says. “Sight disabilities are not an issue if when preparing papersfor meetings we remember to produce them in large print and ensure PowerPointpresentations are in the correct font. When anyone in the workforce has a disability youhave to make sure they are empowered to do their job. These are purely practical issues thatare easily resolved.”

Eileen’s response to the 92 per cent of employers:“They should think about abilities, not disabilities.”

Eileen McGowan, Careers Scotland


“I’m a community support worker for theWest of Scotland-based sight loss charity,Visibility. I provide emotional support forpeople with sight loss and their families.My job has many strands. A lot of mytime I’m working with older people whoare losing their sight. I also supportfamilies who have children with visualimpairment, bringing parents together togive each other support. Then there’s theyouth group I run, where I offer socialactivities and help to buildself-confidence.”

Kerrie has been blind since she lost her sight tocancer at the age of two years. She has a degreein psychology and a diploma in person-centredcounselling. She was interviewed for her currentjob by telephone conference while in Canada.“Everyone was on an equal basis: neither sidecould see the other,” she says. “But I stilldressed up for the interview!”

Kerrie’s blindness doesn’t hinder her counselling;the reverse appears to be the case. “I was with aclient who was totally blind, and midwaythrough the session it became clear he had noidea that I was blind,” she says. “I had to tellhim. He found it was so helpful and the qualityof the relationship improved.”

People are usually referred to Kerrie becausethey have sight loss, but often talk of otherthings. “We might discuss bereavement, familyrelationships or cultural difficulties,” adds Kerrie.“If they do discuss sight loss they talk aboutthe loss of independence or the way peopletreat them.”

Kerrie Brown, Visibility


Kerrie works in a seven-strong team. “We shareinformation electronically. It’s not an adjustmentfor me: everyone gets it that way. I can readpapers beforehand or I can transfer notes to mybraille note-taker and consult them during themeeting or while delivering a presentation.”

Access to Work provides transport for the visitsKerrie makes to clients all over West Scotlandwhile support workers assist her when organisingevents or running a group.

Mary Riley, community support coordinator, isKerry’s line manager.

“When I’m allocating work, Kerrie is a member ofthe team and has the same responsibilities asothers,” says Mary. “Her blindness is never anissue with clients. People do comment that shehas a wealth of personal experience, which canbe useful.”

Fiona Sandford is chief executive of Visibility,which employs around 50 people. “I never think ofstaff as sighted or non-sighted,” says Fiona.“Visibility always appoints the best person for thejob – that is our prime concern. If the best persondoes have a visual impairment then they cansometimes be seen as a role model, particularly forchildren and young people. Someone like Kerriecan be inspiring to the young people we workwith, particularly when they see that blindness hasnot been a barrier to her. Kerrie is veryindependent, great at her job, a good teammember: she has a degree, is well qualified, andwell thought of – she is a great role model.”

Fiona’s response to the 92 per cent of employers:“I think they need to challenge that mindset andovercome it. It’s neither accurate nor valid.”


“I’m the policy and research officer forFair for All, an organisation thatpromotes access to the health service forpeople with disabilities and aims toimprove their experience of using it. Myjob involves me informing health policymakers and practitioners on disabilityand equality issues. This includespractical advice on working with peoplewith a disability and contributing tostrategic policy making.”

Michael was born with the condition cone androd dysfunction as well as nystagmus, whichcauses blurring and shaking of images. He wasable to see images at a distance of a metre butnow sees nothing at all. His work involvesorganising consultations through health boardsand disability organisations. Sometimes thisinvolves consultation events, but much of it isundertaken by phone and email interviews with aconsiderable amount of administrative work inprocessing the results.

Michael has a degree in social policy and apostgraduate diploma in housing. Although heworked while studying he found it hard to get employment after graduating despite hisqualifications. “I was invited to interviews so I was obviously completing the applicationforms successfully,” he says. “But one wonders about companies that have a formula ofalways inviting people with disability who meet the basic requirements – and then notappointing them.”

Mairi McMenanim is manager of Fair for All Disability. “Michael is very competent andindependent,” she says. “I’ve learned a lot about how a manager can support somebodywho needs additional support, for example, by establishing what equipment Michael needsto read information from the internet. It’s just a matter of being aware that adjustments arerequired, but it’s very straightforward once you get your head round it. As a blind employeeMichael brings me knowledge of what it is like to work in inaccessible environments andraises our awareness of issues we might not notice.”

Michael Tornow, Fair for All


Jobcentre Plus, part of the Department for Work andPensions, brings together employment and benefit servicesfor people of working age and is a key element in theGovernment’s objectives to help people based on “Work forthose who can, support for those who cannot”. It provides aprofessional and modern service to meet the diverse needsof employers and those seeking work, including:

� personal advisers to provide practical supportand advice, including training provision andbenefits guidance, to help those in need findand keep work

� a dedicated service to support employers infilling their vacancies quickly and successfully,including the ability to place jobs online

� ability to search for jobs both online and overthe phone through Jobpoints in JobcentrePlus offices, the Jobseeker Direct phone lineand through the website

� swift, secure and professional access tobenefits for those entitled to them.

Customers can access Jobcentre Plus servicesthrough 1,000 locations across Britain,including over 800 newly refurbished JobcentrePlus offices. Touch-screen terminals andCustomer Access Phones are also available in afurther 120 sites such as libraries and localauthority premises. Jobcentre Plus works withover 275,000 employers to place 17,000 peopleinto work every week. Over 400,000 vacanciesare listed each week on its website and morethan four million job search requests arereceived, making it the number one UKrecruitment website.

For further information on the services thatJobcentre Plus provides employers and peopleof working age visit www.jobcentreplus.gov.uk

Jobcentre Plus


Access to Work (AtW) is an effective and popular programme that has grown consistentlysince it was first introduced in 1994.The aims of the programme are to:� encourage employers to recruit and retain disabled people by offering practical help� provide advice to disabled people and their employers to help them to overcomework-related obstacles resulting from disability

� enable disabled people to work on a more equal basis with their non-disabled colleagues� offer grants towards additional costs incurred in the workplace as a direct result of acustomer’s disability.

To be eligible for help, a customer must:� have a disability or health condition as defined under the DDA that affects their ability tocarry out their job

� be over 16 years old� be in, or about to start, paid employment (including self-employment)� live and work in Britain� not be claiming Incapacity Benefit once they are in work (with the exception ofPermitted Work).

There are seven elements within AtW:� Special Aids and Equipment, that provides grants towards aids and equipment in theworkplace which are needed as a direct result of disability.

� Travel to Work, which provides a grant towards the extra costs of travel to and from workwhere a person cannot use available public transport as a result of their disability orhealth condition, or helps with adaptations to vehicles.

� Travel in Work, which provides a grant towards the extra cost of travel incurred whilst atwork where a person cannot use available public transport as a result of their disability orhealth condition, or helps with adaptations to vehicles.

� Support Worker, which provides human support in the workplace to allow the person toaccess their work environment.

� Adaptations to Premises and Equipment, which helps modify premises and adaptequipment to make it accessible for a disabled employee.

� Communication Support at Interview, a grant for an interpreter or other human support atjob interviews for someone who has difficulties in communicating with others.

�Miscellaneous – other support that cannot be provided under any of the other elements.

AtW is delivered through a network of 11 AtW business centres located throughoutEngland, Scotland and Wales.

Information about AtW and contact details for all business centres is available fromjobcentreplus.gov.uk and direct.gov.uk. Local Jobcentre Plus offices or DEAs can also putyou in touch with your local business centre.

Access to Work


RNIB Scotland is creating Employment Compacts or associations around the country topool resources, ideas and energies towards providing employment for blind and partiallysighted people.

The Compacts bring together public and private sector employers, voluntary organisations,local authorities, universities and colleges who share their needs for support and their offersof assistance in employing blind and partially sighted people. Compacts are not aboutraising money, but about sharing creative and innovative support. This can take many formsincluding offering placements for work experience, organising or undertaking awarenesstraining, supplying expertise through job secondments or reviewing recruitment policies.

The first four Compacts were set up in Aberdeen, Edinburgh, Fife and Glasgow, and thereare more planned. RNIB Scotland has set itself the target of reducing unemployment amongpeople with sight loss by 6 per cent over a three year period. Each area sets itself localtargets to help meet this goal; the target for Fife, for example, is to help 38 more blind andpartially sighted people into work.

RNIB Scotland’s Employment and Learning Centre

RNIB Scotland’s Employment and LearningCentre is committed to helping adults withsight problems to:

� secure the best possible employment opportunities� enhance their independence.

The Centre serves the needs of blind and partiallysighted people throughout Scotland and NorthEngland. This Centre is located in Edinburgh in thegrounds of Jewel and Esk Valley College, one ofScotland’s largest further education colleges.

The Centre has been purpose-built to provide:

� assessment

� training for work

� retraining for those who have recently lost their sight.

The Centre has specialist staff and modern facilities to provide the best possible learningenvironment. It gives people with sight loss access to individually tailored training. There isa wide range of courses available including preparation for work and computer skills. TheCentre works in partnership with Jewel and Esk Valley College, and offers access to thecollege resources. Specially designed recreational and residential facilities are available.

Employment Compacts to tackle unemployment

RNIB Helpline provides information, support and advice for anyone with a sight problem.The Helpline can:

� provide you with free information and advice, online or through leaflets

� put you in touch with specialist advice services

� give you details of support groups and services in your area

� offer a listening ear.

We can also talk to you about RNIB services in your own language.

Telephone 0845 766 9999

Email [email protected]

Call us Monday to Friday 9.00am to 5.00pm. Calls charged at local rates.Mobile rates may vary. All enquiries treated in confidence.

RNIB Scotland

RNIB Scotland promotes the interests of the estimated 180,000 people in Scotland withsight problems. If you or someone you know has a sight problem, we can help.

We deliver a wide range of services for people who are blind and partially sighted in thefields of employment, education, family support, social work, social care, accessibleinformation and the built environment.

We campaign for the civil rights and inclusion of people with sight problems within thecommunity. Through campaigns, we raise awareness on eye health issues and the availabilityof adequate treatments.

RNIB Scotland Employment and Learning CentreMoulsdale House, 24d Milton Road East, Edinburgh EH15 2NJ

Telephone 0131 657 8200Fax 0131 657 6888Email [email protected]

Visit: rnib.org.uk/scotland© RNIB December 2007Registered charity number 226227

Documents

ThisISworkingdl.groovygecko.net/anon.groovy/clients/rnib/This_IS_Working.pdf · 73= The percentage of blind and partially sighted people of working age who are unemployed in Scotland