Other participants said that the statutory employment target helped them to disclose their disability because the Part 5 staff forms that they had to fill out were anonymised. A very small number of respondents in the employer’s survey felt that having an employment target helped create an inclusive work environment. In the employee’s survey, 39.7% of employees with a disability and 30.1% of employees without a disability stated that having an employment target increased employment opportunities for people with disabilities. A number of public bodies stated that having a statutory employment target helped them to focus on increasing recruitment opportunities for people with disabilities. A small minority of respondents (10.5%) to the employer survey stated that having a 3% employment target was an effective means of recruiting people with disabilities. 39.7% of employees with a disability and 30.1% of those without disabilities cited the minimum 3% employment target as a great incentive for employers to recruit people with disabilities. Case Study 1: Developing an Inclusive Work Environment The Senior Management team and the HR Department in one public body developed and implemented policies and processes for employing people with disabilities. The organisation had clear policies on providing employees with reasonable accommodations and policies for retaining employees with disabilities. All employees received disability awareness training. The organisation had a Disability Liaison Officer. As part of its communication strategies, the organisation produced articles on the benefits to employees of disclosing their disability, and the reasonable accommodations and supports they would receive to help them do their job to the best of their ability.
Other participants said that the statutory employment target helped them to disclose their disability because the Part 5 staff forms that they had to fill out were anonymised. A very small number of respondents in the employer’s survey felt that having an employment target helped create an inclusive work environment. In the employee’s survey, 39.7% of employees with a disability and 30.1% of employees without a disability stated that having an employment target increased employment opportunities for people with disabilities. A number of public bodies stated that having a statutory employment target helped them to focus on increasing recruitment opportunities for people with disabilities. A small minority of respondents (10.5%) to the employer survey stated that having a 3% employment target was an effective means of recruiting people with disabilities. 39.7% of employees with a disability and 30.1% of those without disabilities cited the minimum 3% employment target as a great incentive for employers to recruit people with disabilities. Case Study 1: Developing an Inclusive Work Environment The Senior Management team and the HR Department in one public body developed and implemented policies and processes for employing people with disabilities. The organisation had clear policies on providing employees with reasonable accommodations and policies for retaining employees with disabilities. All employees received disability awareness training. The organisation had a Disability Liaison Officer. As part of its communication strategies, the organisation produced articles on the benefits to employees of disclosing their disability, and the reasonable accommodations and supports they would receive to help them do their job to the best of their ability.
Good-practice-in-employment-of-people-with-disabilities-in-the-public-sector.docx