Consultations

Scottish Disability Equality Forum Consultation Response to Green Paper on Welfare Reform

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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:

•   Promote action to make Scotland, Scottish institutions and services more accessible to people  with disabilities

• Improve communication between people affected by disability and policymakers

• Develop strong relationships and engage in partnership working

• Operate as a centre of expertise in the fields of access, policy development and communication.

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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