Tom Ryan-Elliott’s Post

I'm so happy that I am now supporting not one, but two amazing clients through the Access to Work programme alongside my other clients. This UK government initiative helps individuals with disabilities overcome work-related obstacles. If you have a disability or health condition that impacts your work, I encourage you to learn more about Access to Work – it could be a game-changer! Through this program, I'm helping my clients thrive by tackling tasks like: ✔️Business organisation and process streamlining ✔️Inbox management to keep communication flowing smoothly ✔️Marketing admin to get the word out ✔️Social media scheduling and engagement ✔️Website updates to keep things fresh Whether you have a visible or non-visible disability, there's support available. Access to Work is part of that support for so many. Don't hesitate to explore how Access to Work could benefit you and your career! Pic: Me and Roscoe - my own support worker! 🐾 #AccessToWork #DisabilitySupport #VirtualAssistant #Inclusion #VirtualAssistant #MarketingVA

Hello LinkedIn community, Welcome to another weekly post of "Wednesday's Synergy: Balancing Acts of Wellbeing and Safety." This week, we explore 'Workplace Adjustments'. In New South Wales Workplace Adjustments are defined under the Disability Inclusion Act 2014 and the Disability Inclusion Regulation 2014. Workplace adjustments refer to changes made to the work environment, or the way work is performed that enable a person with disability to perform their job effectively. These adjustments aim to ensure equal employment opportunities and can benefit employees with various conditions such as physical disabilities, medical conditions, mental health issues, or learning disabilities. Here are some common types of workplace adjustments: Physical adjustments: These include modifications to the physical workspace, such as installing ramps, adjusting desk heights, providing ergonomic furniture, or making restroom facilities accessible. Technological adjustments: These involve providing assistive technologies or software that help employees perform their tasks more effectively. Examples include screen readers for visually impaired individuals, speech recognition software, or specialized keyboards. Flexible work arrangements: These adjustments include options such as flexible working hours, telecommuting, job sharing, or part-time work schedules to accommodate medical treatments or conditions that may require periodic adjustments in work routines. Policy adjustments: These involve modifications to workplace policies or procedures to accommodate specific needs. For example, allowing breaks for medication, adjusting attendance policies for medical appointments, or providing additional training or mentoring support. Communication adjustments: These include providing written information in accessible formats (e.g., large print, braille, electronic formats), offering interpreters or sign language interpreters for meetings, or using communication aids for employees with speech impairments. Training and awareness: Providing disability awareness training for colleagues and supervisors to create an inclusive and supportive work environment. Workplace adjustments are typically determined through an interactive process involving the employer, the employee, and sometimes external specialists such as occupational therapists or disability consultants. Did you know within Australia, there is a national hub called JobAccess https://lnkd.in/gWfctDPx for workplace and employment information for people with disability, employers and service providers. Additionally, we can access the Australian Disability Network https://lnkd.in/gX8k3sg4 which is a national not-for-profit organisation helping engagement with people with disability. Understanding workplace adjustments and having an appropriate workplace adjustment policy provides positive outcomes for both employees and employers. #InclusiveWorkplace #WorkplaceAdjustments #EqualOpportunity #JobAcces #ADN

Are you aware that Access to Work funding can be your hidden advantage for elevating your business strategy? We're here to guide you through the process and help you secure funding to bring on board the support you need. Did you know Access to Work can help you with: - Adaptive Equipment (screen readers, ergonomic chairs, voice recognition software)  - Support Workers (VA, interpreters, job coach, ADHD coach)  - Travel Expenses (accessible transportation or taxi fares)  - Communication Support: (British Sign Language interpreters, note-takers, or communication aids)  - Mental Health Support (counseling, therapy, or workplace adjustments to support mental well-being)  - Workplace Adaptations (installing ramps, modifying desks, or adjusting lighting or acoustics)  - Disability Awareness Training (support for disability awareness training for employers and colleagues to promote a more inclusive work environment)  - Access to Specialist Support (assistance in accessing specialist support services or assessments to address specific needs and challenges in the workplace)  - Workplace Assessments (workplace assessments to identify barriers and recommend reasonable adjustments to support employees with disabilities)  Transition Support (support for individuals transitioning into or out of work, including assistance with job search, training, or support during periods of change) Let's chat today and explore how we can help you! Check out our access to work page for more information: https://lnkd.in/eSjnBu-3 #AccessToWork #NeurodiverseEntrepreneurs #BusinessSupport #Empowerment #VAHiring #ADHDCoach

The normalization of ableism is a huge problem for those who are disabled. You don't know who can work and who cannot work and what they are truly capable of. It goes both ways. If we can't work then we have judgmental people insisting that we could if we just tried hard enough. Because if we do this and that and the other then they say we can hold a full time job. But those of us who actually do work full time face bias as well. We are denied the accommodations we need to do certain jobs or even get through the hiring process and actually get a job. Most companies would rather pretend we don't exist than actually work to find ways to accommodate us and hire us. We are considered a burden either way and that's not our fault. It's just the ableist society we live in. If we can't work 50 hours a week or keep up with a "fast paced environment" then we won't fit into the corporate environment. But if someone sees us out riding a bike or on a hike, well weren't we well enough to work? Do y'all see how ridiculous this is? Doing an activity occasionally is completely different than being able to withstand the grueling conditions in most of these work environments. The daily commute alone can be difficult for a lot of us and the push to end remote work and return to the office isn't helping at all. P.S. if you aren't someone's doctor it's really none of your business to try to say what they can or cannot do with their disability. Keep your opinions on that to yourself. #DisabilityAwareness #ChronicPainWarriors #InvisibleDisabilities

Supporting Autistic Individuals in the Workplace💼👨⚕️ The journey to employment can be particularly challenging for autistic individuals due to the social demands of job applications and selection processes. However, with the right support and understanding, autistic people can thrive in the workplace. Key factors for success include finding roles that leverage their unique strengths and skills, having supportive employers who value workplace diversity, and fostering an accepting environment among colleagues. Autistic individuals meet the definition of ‘disabled’ under the Equality Act 2010, meaning they are entitled to additional support both in securing and maintaining employment. Employers have a duty to ensure that autistic employees are not disadvantaged in the workplace. Identifying Suitable Roles: Understanding your strengths and preferences is crucial. Utilise tools like the National Careers Service or Careers Wales quizzes to develop a personal job profile. This will help match your skills to suitable roles. Exploring Career Support: Services like the National Careers Service, Careers Wales, and Skills Development Scotland offer free, impartial advice to help identify suitable career paths. Work Coaches at Jobcentre Plus can assist with job preparation, recruitment, and interview coaching. Navigating Interviews: Job interviews can be daunting, but autistic candidates can request reasonable adjustments under the Equality Act 2010. This might include receiving information in different formats or having questions rephrased. Disclosing a disability beforehand ensures these adjustments are made and helps avoid potential discrimination. Supportive Employers: Look for Disability Confident Employers who are committed to recruiting and supporting disabled individuals. These employers guarantee interviews for disabled candidates meeting the minimum job criteria. Accessible Additional Resources: Health Adjustment Passport: Helps identify necessary workplace adjustments. Access to Work: Provides financial support for communication assistance during job interviews. By embracing the strengths of autistic individuals and providing necessary support, we can create more inclusive and diverse workplaces. Let’s work together to ensure everyone has the opportunity to succeed.🌟🌏 #AutismEmployment #InclusiveWorkplace

Finding a job can be challenging for anyone, but for people with physical disabilities, the recruitment process often presents unique obstacles. Understanding these pitfalls can help you better navigate the path to employment and feel more empowered throughout your job search. Find out how you can navigate the challenges https://loom.ly/-q3E6zY #disabilityemployment #employability #pitfallsforPWD #disabilityrecruitment

Managing a long-term health condition is a full-time job in itself. Not everybody with a condition of this nature can work, but many people who want to find meaningful employment struggle to secure paid opportunities that are sustainable alongside managing their health condition. To a non-disabled person, the many challenges faced by those of us with long-term illnesses may not be immediately visible or obvious. However, survey findings by Astriid's Making Employment Work report revealed some of the most prevalent health-related barriers to work. In order, they are: - Fatigue and limited energy - Fluctuating capacity to work - Cognitive fatigue (also called brain fog) - Payback (symptoms deteriorating following exertion) - Pain - Dizziness - Sensory sensitivity - Nausea - Continence issues - Mental distress These challenges can be life-altering, but truly flexible working can help to accommodate them and make the workplace more accessible. The most inclusive employers are those who are aware and informed about these barriers, and are willing to work with talented individuals to find adjustments that allow that person to thrive and give their best to their job. Your organisation may have had disability equality training in the past, but did it cover the unique challenges of long-term health conditions and Energy Limiting Conditions? As of now, not many of them do… despite the fact that 1 in 3 disabled people in the UK fall into this category. Here at Astriid, we’re here to help. At a time when long-term and post-viral conditions are on the rise and more people than ever are left economically inactive due to their disability, we’re here to help you develop creative and inclusive solutions that everybody can benefit from. Whether you hope to learn more about flexible working practice or inclusive recruitment, or have a unique challenge we can help you with, our training will help you to become an employer of choice for disabled talent. Find out more about what we can offer on our website and sign-up today! Find out more about Astriid Training: https://buff.ly/3zVGVtY Read our Making Employment Work report: https://buff.ly/3Uahwn3 ~ [Hashtags] #Astriid #AstriidCharity #FlexibleWorking #InclusiveEmployment #ChronicIllness #Disability #InvisibleTalentPool #InclusiveRecruitment #AstriidConsulting #DisabilityEquality #BarriersToWork #HealthRelatedBarriers

Supported Employment - what does it mean? We work with adults who are Autistic or have a learning disability, to bring their skills into the workplace. We work with and support employers throughout the recruitment process and beyond. Calling all #Leicester #employers who would like to diversify their workforce and provide opportunities to those who really need them. We provide support to employers and employees from recruitment to in-work support. We provide a £1000 incentive (per person) to employers to help them to fund adjustments, once the person has started work. We aim to: 🤝 Advise on the funding available to your organisation 🤝Give advice on reasonable adjustments, disability issues and financial grants. 🤝Match a person to the requirements of the job offer settling-in support to the employer and the employee. Contact our team at supportedemployment@leicester.gov.uk if you would like to know more. https://lnkd.in/dcxax2Dg #supportedemployment #autismsupport #learninganddevelopment #hiddentalent Access Generation CIC Ross Cox Amy Cook Kieran Breen Leicestershire Cares Ltd Jemma Redden Leicester City Council Leicestershire County Council Attenborough Arts Centre Autism Speaks Autism East Midlands University Hospitals of Leicester NHS Trust Leicestershire Autistic Society Peter Colley Fraser Annis Emma Southern MBE

Get Ahead is proud to have successfully partnered with numerous clients who have used the Access to Work scheme to secure and sustain employment despite physical or mental health conditions or disabilities. This invaluable government initiative provides practical and financial support tailored to individual needs, helping to remove barriers and create an inclusive workplace. To qualify for Access to Work, you must have a disability, illness, or health condition that means you need support to do your job. This can include: 🔸A physical disability, such as being hard of hearing or using a wheelchair 🔸A learning disability or related condition, like Down’s syndrome 🔸A developmental condition, such as autism spectrum disorder 🔸Having ADHD or dyslexia 🔸An illness such as diabetes or epilepsy 🔸A temporary condition, like a broken leg 🔸A mental health condition, for example, anxiety or depression Please note you do not need to be diagnosed with a condition to apply. Access to Work can offer: 🔸Grants for special equipment, adaptations, or support worker services 🔸Help with travel costs to and from work if public transport isn’t an option 🔸Communication support at job interviews Discover how Access to Work can assist you or your employees in achieving a more inclusive and supportive work environment. Get Ahead can work with you as part of the application procedure to assist with the admin so do get in touch with us if you are considering an application - we can then support you during the process - and afterwards as your grant becomes available. Learn more about the scheme and how to apply here: https://lnkd.in/gAM_kMSi Please do share this post with anyone in your network who may be interested. #InclusiveWorkplace #AccessToWork #SupportForAll #WorkplaceDiversity #DisabilitySupport

Hi everyone, jobseekers near and far! I'm an Employment Consultant in NZ. It's a tough job market that's for sure. I'd like to share some industry suggestions and strategies to land a role if you have been looking for work for a while and you're now prepared to start in a new industry. The disability sector. The disability support sector needs you! Consider doing an entry-level role if you have to and can afford it. Reskill and take every opportunity to learn all about how awesome working in this sector is. Many providers will give you great training. Here's why I love working in this sector: You can be real because you HAVE to be real. Some people with disabilities you work with may not "get" nuance and lack guile and can be easily taken advantage of. You must pass a police check of course and keep in mind client wellbeing and safety at all times. Unlike in the corporate world a game face is not so necessary. Please see above re being real. It's a breath of fresh air and a relief working in this sector. It's great to work with people less fortunate than ourselves and raise the bar for how you work with others by improving your communication, not by lowering standards because some people live with disabilities. The disability sector is huge and it needs great people bringing their skills in. There are many specific organizations needing skilled people as funding is almost always difficult. Support work is an underrated role but often has a lot of flexibility and get to take your clients out and do fun stuff. Working with their families is rewarding as they're usually very grateful for any help provided. You can bring your high level business skills to this sector and people will love you for it! Your colleagues can be generally awesome and the role can have lots of laughs and challenges. It's good to be humbled in a role by working with others with different abilities. And finally, helping others open their world up can help you open yours. I hope this helps some of you consider an industry where you could find a role you might love or a pathway towards your preferred role whilst helping others on the way. Post a message if you liked this or if you get a job offer in this sector!