Applying for Access to Work, money available to those who are deaf or disabled to support them in the work place, will be easier following pressure from the National Deaf Children’s Society (NDCS).
The charity has been working with the Department for Work and Pensions (DWP) to try ensure the Access to Work scheme is made more accessible to deaf young people.
NDCS asked DWP to clarify guidance that saw employers being asked to contribute towards the cost of communication support for deaf people in job interviews, instead of the Government helping to prevent deaf people being unfairly disadvantaged.
NDCS was concerned the rules would lead to employers being discouraged from recruiting a deaf person, who may need a speech to text reporter or British Sign Language interpreter to access an interview or meeting.
Dean, who is Deaf, was left stressed and upset after contacting DWP ahead of an interview in November:
“Interviewers usually don’t judge people before they meet them, but with Access to Work phoning to ask a direct question on interpreters means the interviewer will have already judged me. I can imagine them thinking ‘If he has done that, imagine if we employ him…do we have to pay extra for him being Deaf’.
“Access to Work has made the thought of looking for another job stressful. I feel like they are trying to tell me not to work anymore and live on social benefits because it would be cheaper and less hassle for them.”
Following the intervention of the National Deaf Children’s Society, the Department for Work and Pensions has updated guidelines and retrained staff to make it clear that employers must not be asked to pay for interpreters.
Stuart Edwards, Disability Employment Strategy Policy Adviser for DWP, said:
“Contributions from employers are not to be sought for communication support at interview. We want to make [getting an interpreter for an interview] as quick and seamless as possible and not add any element of extra risk to a Deaf or disabled person’s recruitment.
“The guidance will therefore be updated and staff trained accordingly as soon as possible.”
Martin McLean, Policy Advisor at the National Deaf Children’s Society, said:
“Government figures show that less than half of deaf adults are employed compared to 77% of adults with no disability. This has to change.
“We know that deaf employees can achieve just as much as hearing people, but the right support must be in place so I am really pleased that DWP has taken on board our feedback and done the right thing.”
sharrison64
December 23, 2015
Congratulations to NDCS on your excellent advocacy!
Cathy
December 23, 2015
This change to the interpreter “rules” is not necessarily going to enhance any Deaf person’s chances gaining employment.
I have achieved jobs at interview stage, without interpreters and then when training is involved and I ask for interpreters, their attitude swiftly changes!
No employer wants to pay out for interpreters whether at interview stage or not. They give plausible or otherwise excuses simply because they neither want the cost nor the burden of being responsible for a Deaf employee.
The cost after all has to be borne by someone and it isn’t any Deaf person’s fault that the cost of interpreting is so high even for basic communication.
In order that jobs are not suddenly whipped from under Deaf people’s feet the cost must not be borne by employers, but Central Government for BOTH interview and training.
This is the only solution to what is a dreadful discriminatory problem that is not only confidence shattering but highly stressful as Deaf people battle through the Equality Act in order to rectify the Direct Discrimination that is also bedevilled by loopholes: depending on what type of job it was they gained.
Natalya D
December 24, 2015
It is easier to prove a case of disability discrimination if the employer gets twitchy about terps after the job has been offered. AtW usually cover full costs of terps and communication support once someone is in the role…
The main issue with employers being asked before interview was prejudicing the interview in different circs to what happens post interview. Although I expect in future employers to start to have to pay towards ongoing support costs in proportion to their size/finances like they do for equipment which could be difficult as I have had employers cause massive delays or simply refuse to pay their share and AtW aren’t very good at helping people fight that.