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As soon as I stopped ticking the ‘disabled’ box, I got interviews


Scope's Blog

Charlotte Jukes is a qualified teacher based in Wales. After graduating with a first-class honours degree in teaching, she started applying for jobs but wasn’t getting any interviews. She decided to stop disclosing that she was disabled, just to see what happened, and suddenly she was getting interviews.

She’s supporting our Work With Me campaign to ensure that disabled people can get and stay in work.

Charlotte in her graduation gown Charlotte at her graduation

I injured my spine in 2002 and was diagnosed with Fibromyalgia in 2013. I’m in quite a lot of pain every day. I’ve had my conditions for quite some time and they have worsened over the years. I was a teacher up until March this year.

When I first graduated, with first-class honours, I thought it was going to be quite an easy process to get interviews. Especially given that my Local Authority have a policy where disabled people are guaranteed…

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The Westminster Commission on Autism needs YOU!


Westminster Commission on Autism

The Westminster Commission on Autism is a new group made up of parliamentarians, autistic individuals, parent advocates, health professionals, charities and service providers etc.  The group was set up in recognition of the fact that there is always more to be done to make the world a more autism-friendly place.  The commission will hold inquiries, write reports and make recommendations for policy and practice.

On the 1st December 2015, the core group met and discussedareas for inquiry.  A range of topics were considered including diagnosis, employment, familysupport and mental health.  It was felt that a strong first inquiry topic would be access to healthcare. 

It is critically important that the commission is informed, guided and verified by autistic people and while a number of members are either autistic or parents,we want to reach out to many more than this. 

We are looking to achieve this via…

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New Hampshire Bans Lower-Than-Minimum Wages For Workers With Disabilities


Reblogged from Beyond Disability

‘………….

Governor Maggie Hassan has signed into law a measure banning employers, in most cases, from paying workers with disabilities at a rate lower than the minimum wage.
Governor Maggie Hassan has signed into law a measure banning employers, in most cases, from paying workers with disabilities at a rate lower than the minimum wage.

Decades ago sub-minimum wages were considered a way to help individuals with disabilities find work. But advocates say those wages have been used to exploit workers instead.

The governor said it’s fitting New Hampshire should be the first to ban sub-minimum wages, because the state has a long tradition of greater inclusion over time: “This generational progress toward including every single one of us into the heart and soul of our democracy, our communities, our economy, has a great ripple effect, not only for individuals and not only for their families, but for our economy, too.”

The governor says New Hampshire has been getting calls from other states about the law. While no New Hampshire employers had been paying a sub-minimum wage, disabilities rights groups have estimated more than 400,000 workers with disabilities are paid such wages nationwide.

The law includes an exception for some training programs and for family-owned businesses.

Courtesy of New Hampshire Radio…………’

How to use your disability as a strength when applying for jobs


Original post from Disabled Go News

‘………..

Disability_Jobs_strength2

We recently published an article on the blog about how disabled students are scared to let potential employers know about their disability in case it had an impact on the final decision. But a recent article in the Guardian explains how you can use your disability as a strength when applying for jobs.

Career advisers told me to hide my disability on applications, but being open and turning it into a strength helped me get a graduate job.

Recent research conducted by greatwithdisability.com noted 77% of disabled applicants were fearful of disclosing their disability in case of discrimination.

I have cerebral palsy, a physical disability I’ve had since being born 11 weeks premature. Due to my disability, I walk with two walking sticks, can only walk short distances, and have trouble balancing unaided. My life has been a constant adaption to the norm. I went to a specialist primary school before being integrated into mainstream education. I went through my childhood not having the ability to ride a bike or play football; thus I spent my time at adapted youth clubs and playing disability sport. I drive a car with adapted hand controls instead of conventional pedals. These adaptions and adjustments have become common place in society, though the working world is often seen as being steps behind.

On average, recruiters spend just 8.8 seconds reading your CV. So what makes a successful job application?

My biggest fear when applying for graduate roles was that my disability would mean I’d be phased out or not considered to be up to standard. It’s an incredibly difficult position to be in. How do I accurately, yet positively, portray my disability? When, if at all, do I disclose my disability to my potential employer? And, how can I be sure my disability doesn’t affect my ability to do my job, especially once I’ve been hired and I’m in the working environment for real?

I work for EY, a professional services firm I’ve been with for four years, since joining as a graduate in 2011. Looking back, there were three pivotal steps to my success when securing my first job.

1. The application form

The first tip I was given by careers advisers, which should be ignored, is “do not disclose your disability”. This lack of openness appealed to my fears of discrimination and was the obvious, easy choice. Not disclosing, however, really restricted my options when application forms started to ask for examples, such as:

  • Examples of times when I’d worked in a team
  • Examples of times when I’ve overcome a challenge

I had limited myself: my wheelchair tennis or multilevel orthopaedic surgery were clearly great examples that I now couldn’t reference. I ended up hiding the true me.

Suffice to say, my application to EY was one of the few where I was completely open. This decision was made easier by being presented a text box in which I could write about my disability, rather than just a box to tick.

2. The interview

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The second tip I ignored was the ignorant phrase that if the application form was where you “talk the talk”; the interview is where you “walk the walk”. That’s not quite the right advice to give a physically disabled candidate.

I recall part-time job interviews I failed in after hiding my disability on my CV or application form. I ended up feeling incredibly uncomfortable during the interviews since, as the panel had only just realised my disability, conversation inevitably turned to how it may impact my ability to perform the job. It quickly became apparent that the sooner I was open about my disability, the sooner the employer could consider reasonable adjustments and see past my potential disadvantages. I suppose I was better off not gaining that bartender job after all.

I used my interviews instead to show the true me, with shortcomings that I was aware of, and development points I knew I could strengthen. It seems that suffering from a disability can give you a tremendous level of self-awareness which shouldn’t be ignored.

Being open also allowed me to make sure all the necessary adjustments were in place for a fair interview, such as a suitable chair and accessible facilities.

3. The career

The final tip, the one I use every day, is this: make sure the role you’re applying for allows you to be the best you can be. This matches my experiences perfectly.

Being open throughout the recruitment process and now with my colleagues and co-workers, means I can continue to be at my best. I can continue to live an (adapted) working life, and I can be proud of each of my successes.

My disability has started to enable me to make a difference. Working for a multinational firm I’ve been able to promote disability awareness on a larger scale, and, through their support, I’ve been able to raise thousands of pounds for charity and advertise the abilities of disability.

There is still a long way to go. Disability is such a broad definition, and a disability can affect each person in such a variety of ways, but that, in my view, is even more reason to continue to broadcast the best things about disability.

While my four years of working life have not been plain sailing, they have shown me there are no barriers to success which can’t be overcome. I wish I could tell my newly-graduated self that I should have had confidence in my potential employers, and confidence in myself. Recruiters want to hire real people, with real experiences, and having a disability means you have a unique perspective, an inherent ability to overcome adversity.

Next time when someone asks me whether to disclose my disability, I will respond confidently:

Dear Employer. I suffer from a disability. It doesn’t completely define me, it just enhances me in a way which differentiates and strengthens me. My disability should be viewed as ability: to see the world in a different way.”

Read the full article online: http://www.theguardian.com/careers/2015/may/06/how-to-use-your-disability-as-a-strength-when-applying-for-jobs

Roisin Norris

Hi I’m Roisin Norris, Digital Marketing Executive at DisabledGo and I will be uploading blogs and news for you all to read.

More posts from author  ………’

EXCLUSIVE: Is Mental Health Treatment Being Stigmatized In Germanwings Crash Coverage?


Original post from News One

‘………….Mar 30, 2015  By Lynette Holloway

germanwings air crash

Source: (Photo by Patrick Aventurier/Getty Images)

Some mental health experts are beginning to grow concerned that the murderous behavior of Germanwings co-pilot Andreas Lubitz is stigmatizing mental illness.

Lubitz, according to The New York Times, had been treated by psychotherapists “over a long period of time,” but failed to reveal it to his employer, the office of the public prosecutor in Düsseldorf, Germany said Monday.

Voice recordings from the flight reveal that Lubitz was alone in the cockpit and refused to allow the captain to re-enter as the plane crashed, killing all 150 people on board a week ago Tuesday. He was apparently concerned about losing his job over mental health issues. Airline pilots diagnosed with mental health issues reportedly risk losing their jobs, the report notes.

But the focus on Lubitz’s mental health issues may do more harm than good for awareness, experts believe.

One of those concerned experts is Jeff Gardere, a psychologist who frequently appears on CNN. He tellsNewsOne that Lubitz, who allegedly withheld information about his treatment from his employer out of fear of being fired, is an aberration.

Gardere’s message is critical to the Black community, which historically has had attitudinal barriers about seeking treatment. An estimated 63 percent of African-Americans see depression as a personal weakness, which is higher than the overall survey average of 54 percent, according to Mental Health America.

“This is something that is an aberration,” Gardere said Monday. “This is an individual who had an extreme amount of responsibility and if he had not hidden issues from his employers, they may have gotten him even more help with his problems.”

Gardere encourages people of color not to allow the incident to dissuade them from seeking treatment for mental health concerns, including depression, anxiety, and other issues. For people worried about losing their jobs as a result of mental health issues, he said there are protections under the law. Two of thoseprotections include the Rehabilitation Act of 1973 (Section 504) and the Americans with Disabilities Act (ADA), experts say.

“I think the lesson to be learned is to take on your mental health issues straight on and don’t try to hide it and suffer silently,” Gardere said. “There are protections with your employer. Of course, there’s no guarantee that, if you’re a pilot for example, it won’t damage your standing. But for 99 percent of us who are not pilots, certainly you do have protections.”

Beyond that, he expressed issues of access to treatment for African-Americans. The National Institute of Mental Health says one out of three African-Americans who need mental health care receives it. And African-Americans, compared to the general population, are more likely to stop treatment early and are less likely to receive follow-up care.

These findings come despite efforts to improve mental health services for African-Americans. For those with insurance, coverage for mental health services and substance use disorders is substantially lower than coverage for other medical illnesses such as hypertension and diabetes, according to the American Psychiatric Association.

There are also concerns about being stigmatized as crazy.

“In general, people feel that if you’re having some mental health issues that you’re crazy, that you’re weak, that you’re less than, that you’re contaminated,” Gardere said. “In fact, we know that problems of living, including mental health issues, are part and parcel of our lives.”

He says it’s important for people to avoid allowing the actions of a lone man to impact their mental health treatment.

Further, he urged family members and friends to show sensitivity toward those with mental illness.

“We all have brothers, sisters, children, friends or close relatives who at some point in time will deal with a mental health issue,” he said. “So we have to be supportive and understand that this isn’t something that is foreign or that it is abnormal. In fact, problems of living are part of everyday life.”………….’

To place blame at the feet of the person who is ill and disabled when they have absolutely no option and no choice is disheartening and hell.


Benefit tales

Posted today on the facebook page ‘The People Vs The Government, DWP and Atos’

Lets be honest here, the only way that potential employers are going to employ disabled people willingly is if there is an extra incentive.
If you have the option of two people. One who is perfectly healthy, physically fit and capable; and the other who is hypothetically in a wheelchair, joints popping in and out of location, bruises easily, throws up a lot, problems focusing, energy lacking, memory issues, can’t do simple tasks without repetition and support from someone else; who are you really going to choose?


I have a lot of the disabilities that I’ve listed in the second paragraph. I wouldn’t choose me.
The only way that disabled people are going to face equality in the work place in the job market is if the Government/council offer them a financial incentive to…

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Is Access To Work Doing Enough To Secure Disabled People Employment?


Original post from Disabled Go News

‘………..Is Access To Work Doing Enough To Secure Disabled People Employment? – 14 Mar 2015

Iain Duncan Smith is giving a speech in Ottawa …… about compassion #MNC2015 #CDNPoli


Original post from the blog of DPAC

‘…….Yes you read that right. Iain Duncan Smith is giving a speech about compassion to Canadian Conservatives in Ottawa, today. You can read more about it  here .

For any readers in Canada, who don’t know that Iain Duncan Smith is a serial liar  and what Iain Duncan Smith says, and what Iain Duncan Smith does are two very different things, please have a look below for some examples of Iain Duncan Smith’s idea of compassion.

Here are just some of the victims of Iain Duncan Smith’s “compassionate” policies.

No Money-No Food-No Heating - Testimonies of Disabled People who have been Sanctioned - May 2014  
Reports of WCA Related Suicides (Issue-1 May 2014) 

Brian McArdle The whole story Cecilia Burns The whole story Chris Cann The whole story  David Clapson the whole story Capture David Coupe the whole story Capture Edward Jacques the whole story Capture Elenore Hatton Ian Hodge Whole story Capture Karen Sherlock The whole story Leanne Chambers Whole story Capture Linda Woootton the whole story Capture Mark and Helen Mullins the whole story 2 Capture Mark wood 2 the whole picture Capture Robert Barlow the whole story Capture Sheila Holt 2 the whold story Capture Terry McGarvey The whole story Tim Salter the whole story 2 Capture

 

…………..’

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