SDEF
The
Scottish Disability Equality Forum (SDEF) works for social inclusion in
Scotland through the removal of barriers and the promotion of equal access
for people affected by disability.
It is a membership organisation, representing individuals with any type of
impairment, disability organisations and groups who share its values. It
aims to ensure the voices of people affected by disability are heard and
heeded.
SDEF
believes: that people come first and disability comes second; in a
“bottom-up” approach to policymaking; and that people with disabilities
should have control over decisions that affect their lives. It champions
social inclusion and will work with any organisation and individual who can
progress its mission.
The organisation is guided by
the needs of its members and aims to:
SDEF
works to carry forward a proactive agenda to both influence the development
of legislation affecting people with disabilities and to monitor the
implementation of such changes.
It is
the umbrella body for access panels in Scotland and works with all panels to
advance issues of common concern, assist in the development of shared
standards and the development of supportive networks.
SDEF Consultation Response
SDEF welcomes initiatives that provide
help and support for people with disabilities to take up and maintain
employment. However, SDEF has a number of concerns regarding the
implementation of the proposed changes.
Care will have have to be taken to
ensure that:
- People with
disabilities are not persuaded into inappropriate employment.
- Adequate and ongoing
support is provided to disabled employees to continue in employment.
- There is clarity on
the circumstances of people with disabilities who leave employment as a
result of poor health or a worsening medical condition. There must be
transparency on: the ease with which benefits can be resumed; the
potential loss of certain benefits in the interim period; and any
additional procedures required of people with failing health to maintain
entitlement.
- Job centre
interviews are conducted by personnel with an understanding of
disability issues, including mental health issues, to avoid stress and
hardship. The early signs are not encouraging that this will be the
case.
- There is not a
perverse incentive for local authorities or employment services to push
people into work. Any attempt to persuade people with disabilities into
unsuitable employment may create churning, with people forced into a
never ending cycle of training schemes and low paid work experience,
with longer term career aspirations being negated. Employment services
must take into account specialist advice.
- Private sector
recruitment agencies may put short term gains before the interest of the
client, albeit they have much to bring.
- Voluntary sector
involvement is be properly resourced.
- There are concerns
that the process is outcome-focused and set against arbitrary targets,
which may not take into account the specific needs of people with
different disabilities.
- The doctor-patient
relationship is not compromised by incentives to GPs to remove people
from benefit entitlement. Particular care should be taken not to deter
people from seeking help for health problems. There are issues whether
it should be within the remit of primary care personnel, or whether they
have sufficient training to become involved work-related outcomes that
they are rewarded for. There may be tensions between the medical model
used by the NHS and the social model used by the voluntary sector.
- Those responsible
for determining the level of a person’s disability and whether those
disabilities are severe enough for a person not to be obliged to
undertake work-related activities must be properly trained and
accredited. It could be seen that the disabled population is being
partitioned between those who would be supported into work and others
deemed incapable of economic activity.
- Employers are
encouraged to take on and promote disabled people at all levels of the
organisation. They should be encouraged more actively to provide
disability awareness and equality training as a matter of course.
Disabled people face attitudinal barriers and stigma. Employment
policies should embrace flexible working and other disability and carer
friendly working arrangements.
- The policy is not
aimed at reducing the number of Incapacity Benefit claimants rather than
supporting people into work. The tone of the document does not
accurately reflect current thinking on the social model of disability.
Recognition should be given to the fact that disabled people face
barriers to work-related activities that include access to housing,
transport and help with personal care. These issues need to be tackled
alongside the welfare reform program.
- The wider issue of
poverty both for disabled people and carers is considered. The present
levels of benefits do not adequately provide for the hidden costs of
disability. Fuel poverty is a particular concern. Households with at
least one disabled person have a significantly reduced income compared
with households comprised of non-disabled members.
- Finally, it may be
noted that the current benefits system is overly complex and the
proposed changes will not resolve this.
Scottish Disability Equality Forum
12 Enterprise House
Springkerse Business Park
Stirling
FK7 7UF
01786 446456
www.sdef.org.uk
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