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Employability and Disability (National Teaching Fellowship Scheme project) Feb 2009- Jan 2011

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Employability/PDP conference Jan 14 2010 Employability and Disability (National Teaching Fellowship Scheme project) Feb 2009- Jan 2011 Dr Val Chapman [NTF] – PowerPoint PPT presentation

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Title: Employability and Disability (National Teaching Fellowship Scheme project) Feb 2009- Jan 2011


1
Employability and Disability(National Teaching
Fellowship Scheme project) Feb 2009- Jan 2011
  • Employability/PDP conference
  • Jan 14 2010

Dr Val Chapman NTF Director Centre for
Inclusive Learning Support
2
Project Team
  • Dr Val Chapman (NTF), Principal Investigator,
    University of Worcester (UW)
  • Rachel Gallagher, Project Manager (UW)
  • Judith Waterfield, University of Plymouth (UP)
  • Dr Phil Gravestock, University of Gloucestershire
    (UG)

3
Main beneficiaries of project
  • academic staff
  • employers
  • primarily disabled students (but of interest and
    use to ALL students)
  • work-based mentors/link tutors
  • careers staff
  • disabled graduates

4
As a result of this project we envision
  • university staff (academic and careers) feeling
    more confident in their inclusive practice, and
    in enabling disabled students to develop, and
    evidence, their employability skills and
    attributes
  • the enhanced employability of disabled students
  • disabled graduates getting more/better jobs
  • employers drawing on a wider pool of graduate
    talent

5
Aspirational goals
  • The stigma associated with disability in
    employment is reduced
  • Greater equity in employment of disabled
    graduates across the employment sectors
  • Better informed employers about disability in
    general
  • Employers show more awareness about the
    capabilities of those currently at the bottom of
    the league table in terms of perceived
    employability
  • Employers become more confident and proactive in
    encouraging disclosure

6
Aspirational goals
  • Disabled graduates become better able to market
    themselves to employers
  • Disabled students and graduates have a better
    understanding of their legal rights and
    obligations in education and employment
  • Disabled students/graduates recognise their
    strengths and understand how to accommodate and
    further develop those employability skills/
    attributes that are affected by their
    impairment(s)

7
Aspirational goals
  • SMEs feel more confident in employing disabled
    graduates
  • University staff have a better understanding of
    their legal rights and obligations
  • University departments feel more confident and
    capable in arranging and managing work placements
    for disabled students

8
Activities to date Project Management
  • Appointment of project researcher/coordinator,
    Feb 09
  • Appointment of Project Manager Sep 09
  • Project team meetings x 5
  • Steering group meetings x 2
  • UWs Employability Officer co-opted onto
    Steering Group
  • VCs membership of UWs Employability Working
    Group
  • External evaluator for the project appointed
    (attends all SG meetings)

9
Activities to date Establishing the context
  • Review of literature completed will be reviewed
    and updated in year 2
  • Audit of resources - ongoing
  • Audit of institutional contexts (employability)
    conducted
  • Membership of Employability Development Group
    (comprised of mainly careers staff and others
    with a commitment to/interest in employability in
    the sector)

10
Activities to date Website/resource development
  • Appointment of IT consultants
  • Service level agreement negotiated with
    Information and Learning Services
  • All possible urls bought for the usemyability
    website
  • Project website established and populated with
    the information available to date
    http//www.usemyability.org
  • Development of technical infrastructure for web
    resource - ongoing
  • Training for project staff provided on use of CMS
  • Monthly stats reports on Website usage

11
(No Transcript)
12
Activities to date Dissemination
  • Chapman, V. (2009) Employability and
    Disability, Teaching Learning and Assessment,
    34-36,Leeds Metropolitan University, April.
  • Embedded link to usemyability on SCIPS website
  • Article in the UW Newsletter and allstaff
    email
  • Email to relevant jiscmail groups
  • Project posters
  • Project leaflets
  • Promotion at conference presentations
  • Leaflets distributed at conferences attended
  •  

13
Research
  • Review of Literature
  • First draft completed June 09 to be reviewed
    and updated in 2010
  • Perceptions of employability
  • Disabled students in UG, UP and UW
  • Careers staff in UG, UP and UW focus group/
    telephone interviews
  • Employers
  • Locally (Worcestershire, Plymouth and
    Gloucestershire) through focus groups and
    telephone interviews
  • Nationally through the Bristol Online Survey (BOS)

14
Key findings so far from the literature
  • Employers want graduates with oomph and nous
    they value personal attributes and general
    employability skills as much as the specific
    skills needed to fulfil their particular roles
  • Many confuse employment getting with
    employability
  • Gaining employment at a level commensurate with
    their qualifications is as important an issue for
    graduates as gaining employment

15
Key findings so far from the literature
  • There is no agreed definition of employability
  • A hierarchy of impairments exists in terms of
    appeal to employers those with mental health
    difficulties are deemed least attractive
  • Subtle discrimination remains an obstacle to
    disabled people gaining/succeeding in employment

16
  • Perceptions of employability

17
Disabled students Appreciative Inquiry completed using Bristol Online Survey (BOS Total number of respondents n 123/2164 (5.7) UG respondents n 26/486 (5.3) BOS survey data report to be completed Feb 2010
Disabled students Appreciative Inquiry completed using Bristol Online Survey (BOS Total number of respondents n 123/2164 (5.7) UP respondents n 52/970 (5.4) BOS survey data report to be completed Feb 2010
Disabled students Appreciative Inquiry completed using Bristol Online Survey (BOS Total number of respondents n 123/2164 (5.7) UW respondents n 45/708 (6.4) BOS survey data report to be completed Feb 2010
Interviews with careers staff report to be completed by Apr/May 2010 UG focus group, January 27th 2010 Pending
Interviews with careers staff report to be completed by Apr/May 2010 UP telephone interviews n6 Detailed notes plus brief commentary
Interviews with careers staff report to be completed by Apr/May 2010 UW focus group n 4 Transcript plus draft report
18
Interviews with local employers report to be completed by Apr/May 2010 UG n7 Detailed notes
Interviews with local employers report to be completed by Apr/May 2010 UP n12 Detailed notes
Interviews with local employers report to be completed by Apr/May 2010 UW focus group n7 Transcripts plus draft report
Interviews with local employers report to be completed by Apr/May 2010 UW interview with disabled employer n1 Transcripts plus draft report
National Employers survey using BOS 11/11/09 - 21/12/09 distributed to 272 employer groups across 22 employment sectors Respondents n42 BOS survey data report to be completed Apr 2010
19
Employers survey
  • Bristol Online Survey
  • distributed to 272 employer groups
  • 22 employment sectors
  • respondents n42

20
What is your role in your organisation? What is your role in your organisation?
Academic/lecturer 7
Clinical Psychologist 1
Community learning disabilities nurse 1
Community Outreach Worker 1
Deputy HR Director 1
Director 7
Equality and Diversity 9
Financial Planning Manager 1
Fire and Rescue Service 3
HR Manager 1
ICT Manager 1
Lead Professional 1
Owner 4
Partner 2
Projects Co-ordinator 1
Training 1
21
2. What type of activity is your organisation engaged in? 2. What type of activity is your organisation engaged in? 2. What type of activity is your organisation engaged in?
Banking and Finance - finance, city markets, accounting and professional services 7.1 3
Charities and voluntary work - including international aid and development organisations 2.4 1
Energy and utilities - renewable energy, oil, gas, petroleum, nuclear, coal, waste management and water industries 2.4 1
Engineering and manufacturing 2.4 1
Health and social care - health and social care, including medicine, nursing, and community care 9.5 4
IT and information services - information technology and computers, and information science 2.4 1
Property and construction - civil engineering, architecture, property management and surveying 4.8 2
Public sector - public services management, armed forces, emergency services and civil service careers 26.2 11
Retail and sales 2.4 1
Teaching and education 23.8 10
Other (please specify) 16.7 7
22
3. Are you an SME? 3. Are you an SME? 3. Are you an SME?
yes 40.5 17
no 59.5 25
4. How many disabled students have approached you for work experience in the past year? 4. How many disabled students have approached you for work experience in the past year? 4. How many disabled students have approached you for work experience in the past year?
None 58.5 24
1-5 17.1 7
5-10 0.0 0
10-20 0.0 0
20 2.4 1
Don't know/don't collect this data 22.0 9
23
5. What are the benefits to an organisation of employing disabled graduates? 5. What are the benefits to an organisation of employing disabled graduates?
Business benefit to employer 12
Enhances understanding of disability within the organisation 11
Impairment-related skills 6
No distinction between disabled and non disabled 5
24
6. What are the issues for your organisation in employing disabled graduates? 6. What are the issues for your organisation in employing disabled graduates?
Access 13
No issues 10
Performance related 8
Discrimination 4
No current provision 2
Additional cost/effort 2
Disability specific/access 1
Recession/access 1
Dont know 1
25
7. Is there confidence in your organisation that its recruitment and selection procedures are compliant with disability legislation? 7. Is there confidence in your organisation that its recruitment and selection procedures are compliant with disability legislation? 7. Is there confidence in your organisation that its recruitment and selection procedures are compliant with disability legislation?
yes 88.1 37
no 11.9 5
7.a. What are the areas of concern regarding compliance? Please give examples.
depends on the disability
limited disabled members of the college
as a sole trader it is nearly impossible to keep up with legislation and run a profit able business. The government has put the weight of the rights for the few to the fore, it is impossible to keep up with it all, small businesses are put under too much pressure we employ and give employment but are not recognised for our contribution
We are currently auditing our recutiyment and selciton policy to ensure that it is compliant and relavent professionals going on specific training. Our main concern is that our rigourous application and assessment procedure may disadvantage disabled candidates.
We do not have an effective monitoring process and historically have not specifically considered the employment possibilities of disabled graduates.
26
8. What would enable your organisation to employ more disabled graduates? 8. What would enable your organisation to employ more disabled graduates?
More applications/wider publicity about available jobs 15
Finances 6
Larger workforce needed 4
Enhanced knowledge and understanding of disability 4
Accessible facilities 3
Fitness for work 2
Nothing 2
More support 2
Better ethos 1
Not sure 1
27
9. How could employers work with universities to help disabled graduates further develop their employability skills/personal attributes? 9. How could employers work with universities to help disabled graduates further develop their employability skills/personal attributes?
More work experience should be offered by employers 26.0
Universities should be more proactive 16. 6
Employers should be more proactive 16. 6
Unclear/dont know 11.9
Universities should improve disabled graduates self advocacy 9.5
Universities should broker employment 9.5
Combat prejudice 4.8
Someone elses responsibility 2.4
No response/NA 2.4
28
10. How do disabled employees progress within your company compared to non-disabled employees? Please give examples. 10. How do disabled employees progress within your company compared to non-disabled employees? Please give examples.
No different than non disabled employees 16
Limited experience/information 7
No response 19
29
11. What procedures are available to put 'reasonable adjustments' in place for an employee who becomes disabled during their employment in your organisation? Please give examples. 11. What procedures are available to put 'reasonable adjustments' in place for an employee who becomes disabled during their employment in your organisation? Please give examples.
Occupational Health referral 12
Enabled physical access/provided equipment 9
None 6
Discussions with Equality and Diversity /Personnel Dept. 4
Policy 2
Dont know 2
Depend on financial considerations 2
Individual discussion 1
Offer assessment 1
Whatever is required 1
30
Future activities
  • A project update on the website, Jan 2010
  • Interviews with academic staff, Feb 2010
  • BOS survey of Work-based mentors/link tutors, Jan
    2010
  • Completion of a body of scholarly knowledge
    30/06/10
  • Completion of the web based resource 30/06/10
  • Publish data set of existing resources that
    support students in developing their
    employability skills), Nov 2010
  • Case studies of good practice in text format
    supplemented by video vignettes, Nov 2010
  • Dissemination ongoing

31
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