Forum Presentations

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Promoting the business case Emily Smith
West Midlands Police
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• West Midlands Police approach

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West Midlands Police approach

• West Midlands Police believes that the Social
  Model of Disability is ethically the right thing
  to do.
• The Social Model describes how disabled people
  face daily barriers and discrimination because of
  the way we organise society.

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West Midlands Police approach

• The Force is committed to eliminating any
  barriers that it may have as an employer and as a
  service provider, in order that disabled people
  are treated fairly and can reach their full
  potential.
• Ultimately this will give us a business benefit
  too - a motivated, diverse workforce, reflecting
  the communities we serve, and providing the best
  possible service to all.

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• Developing the business case

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The link to business strategy

• The West Midlands Police Vision is
• To reduce crime and disorder and make our
  communities feel safer.
• We believe that getting our diversity strategy
  right including disability equality - will help
  us achieve this.

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The business case talent

• WMP is proud of its reputation as an employer of
  choice.
• We are determined to enhance our reputation by
  demonstrating that we are positive about
  disability.
• This will help us to attract the best and most
  talented people to our workforce, and then retain
  them!
• By looking at ability rather than disability,
  we can celebrate and harness the differences and
  skills that all people bring to the Force.
• We work closely with Shaw Trust and Access to
  Work to achieve this.

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Enhancing our reputation

• Employers Forum on Disability - Disability
  Standard Gold Award
• Ranked 5th out of 116 private and public sector
  organisations
• Ranked 1st out of 32 police submissions
• Shaw Trust Star Awards Winner of regional
  Special Recognition Award.
• The Two Ticks symbol awarded by JobcentrePlus
  for the last five years.

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The business case economic

• Economic benefits can be gained by striving to
  reduce the rate of early retirement and
  resignation on the grounds of ill-health and
  disability.
• WMP invests a great deal in all of its officers
  and staff as shown by its accreditation as
  Investors in People employer.
• There is a clear economic benefit to making
  reasonable adjustments in order to retain the
  skills and knowledge of staff and officers who
  become disabled during their careers.

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The business case legal

• WMP wishes to reduce the risk of employment
  tribunals and other legal costs by ensuring that
  it adheres strictly to the codes of the
  Disability Discrimination Act.
• Where possible we endeavour to go further than
  the provisions prescribed in law in order to
  afford ourselves maximum legal protection.
• We also have legal duties under the Disability
  Discrimination Act 2005 to produce an Equality
  Scheme and Action Plan.

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The business case service delivery

• WMP wants to reduce crime and disorder and make
  all our communities feel safer.
• We can only do this by engaging in an appropriate
  way with all our communities.
• This means making our services accessible and
  making sure our workforce is committed to
  disability equality.
• This is about more than paying lip service- it
  means making an effort to go out and proactively
  engage with disabled communities.

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• Things to consider
• Barriers/ obstacles
• Top Tips

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Barriers obstacles to disability equality

• It takes commitment
• Time for training, consulting, developing ideas.
• Funding for initiatives/ reasonable adjustments.
• Effort to understand the requirements of disabled
  colleagues and service users / customers.
• It needs everyone to understand the business
  benefits and the basics of the legislation, in
  order to overcome existing behaviours,
  stereotypes and prejudices.

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Top tips

• Link disability equality strategies to your
  corporate vision, mission statement or
  objectives. Show how disability equality will
  help you to achieve them.
• Make sure you have commitment from the top - this
  should not just me an HR initiative, but viewed
  as a business imperative.
• Understand the demographics, as an employer and
  as a business.

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Final thoughts

• It is important to get disability equality right.
  There are clear business, economic, legal and
  ethical reasons for doing so.
• You are not alone
• Share best practice with other organisations.
• Develop partnerships, e.g. Access to Work Shaw
  Trust.
• Find local disability organisations you can work
  with.
• Ask the Employers Forum on Disability.