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									Supporting People with Disabilities
into Employment – the G4S Work
Programme
16th September 2012

John Newland, Customer Services and
Employer Liaison Manager
The Work Programme
   Flagship government programme to support people on benefits into
    employment
   For the first time people on Job Seekers Allowance (main UK
    unemployment benefit) and Employment Support Allowance (main
    benefit for people unable to work due to a health condition) are
    supported on the same programme
   ‘Black box’ approach which allows providers to innovate in their
    delivery
   Long term payment by results programme which rewards providers
    for supporting people into employment for 2 years
   Differential payments according to benefit type
   Launched in June 2011
   Delivered by ‘Prime Contractors’ in 18 areas
Financial structure
The G4S Work Programme

    G4S deliver the Work Programme in 3 areas – the South East,
     Manchester and Cheshire and North Yorkshire and the Humber
    G4S adopt a pure ‘Prime Contractor’ model where we act as a
     managing agent and manage local supply chains of Job
     Brokers
    We contract to 25 Job Brokers who deliver the end to end
     service across the UK
    Services are supported by a local Knowledge Bank of specialist
     providers who deliver ad hoc services as required
Employment Support Allowance /
Incapacity Benefit
    Around 5 million people are on benefits in the UK, around half of
     these are on the main health benefits – Employment Support
     Allowance (ESA) and Incapacity Benefit (IB)
    ESA replaced IB in 2008 – IB customers are being migrated to
     ESA but there are still residual ‘stock’ IB customers
    A small but significant % of IB and ESA customers are claiming
     benefits due to a visual impairment
    All new claimants of ESA are required to undertake a medical
     test to examine their capability for work
Work Capability Assessment (WCA)

    Visually impaired claimants are tested on their ability to get
     around out of doors independently and communicate with other
     people e.g. being able to understand a simple message
     regarding the location of a fire escape
    The WCA assesses both hearing and sight, so points are
     awarded if you can hear but not see the message
    Claimants are either placed in the ‘Work Related Activity Group’
     (WRAG) and assessed as fit to work or the ‘Support Group’ with
     no requirement to work
    If claimants are visually impaired but have no other disabilities
     they are usually placed into the WRAG
Differential payments
Support for people who are visually
impaired
     JCP would notify Job Broker if a customer had a visual impairment. The
      customer would not be precluded from anything.
     Job Brokers have in-house ‘Condition Management’ services delivered by
      Occupational Therapists who offer advice on what work clients can do with their
      disability
     Appointments are delivered flexibly – sometimes by phone or in person, at times
      to suit the client and in private rooms (according to client preference), can also
      go out to meet them in a convenient location.
     Materials available in Braille and in a range of larger print sizes and forms
      completed on the customer’s behalf
     Specialist external support from Knowledge Bank providers such as Foresight,
      RNIB and Action for Blind
     Typical interventions include supported work placements (3-6 months) leading
      to paid employment
     Extra funding for work e.g. computer adaptations or a paid Support Worker is
      available through Access to Work
Visually impaired people and the
Work Programme
     Less than 4% of G4S Work Programme clients have a visual
      impairment (average 1.5 people out of a caseload of 50)
     10% of these have entered employment or become self
      employed
     Not many customers with visual impairments have been
      referred – largely due to issues with low levels of ESA referrals
      from JCP
     Self employment is not a common outcome due to lack of
      Advisor knowledge (30% of advisors feel confident providing VI
      support)
     Visual impairment specialists tend to focus on paid employment
      with supportive employers
     If the customer has a severe visual impairment where they need
      a guide dog or specialist equipment in day to day life for
      example they would be referred to Work Choice
    Low Referrals of customers
     with a visual impairment


•   Almost 90% of advisors said that
    less than 10% of customers, often
    only 1 or 2 people, had a visual
    impairment
•   Some VI customers may be slipping
    through the net
•   A lot of work still to do to get more
    customers onto the Work
    programme
Client case study

     One of our Work Programme customers at Remploy in
      Manchester has a visual impairment whereby he is unable to
      read unless the text is in a large font. His advisor used specialist
      software called “Dolphin” in a well lit room. This meant he
      received the same quality of service as any other customer
      would. His advisor supported him with updating his CV, job
      searching and interview techniques. A job arose at supportive
      employer in the North west and the customer was put forward
      for it. With the help of his advisor he prepared for the interview.
      The employer was impressed and willing to make the
      reasonable necessary adjustments to take the customer on.
      The customer is now thoroughly enjoying his new job. He felt
      that Remploy were very supportive about his disability and he
      wouldn’t be where he is now without them.(Anonymous)
Self-employment for the visually
impaired: challenges & opportunities
     Self-employment is not a common outcome for the visually impaired on
      the Work Programme
     Neither core Work Programme Advisors or visual impairment specialist
      Advisors are skilled in supporting customers in this area
     However, there is an increasing focus on self-employment for the
      visually impaired – e.g. specialist awareness and support training for
      advisors
     Employer’s attitude and support is key as discrimination is still
      prevalent
     Our research has shown that employers believe that if a person has a
      visual impairment they won’t be able to do the job and this will impact
      on other skills which is not the case
     G4S W2W are developing a guide for advisors to increase employer’s
      understanding of visual impairments and the reasonable adjustments
      that can be made
Any questions?
John.newland@uk.g4s.com

								
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