Spotlight on Talent – James

At Evenbreak, we are always amazed at the talent within our candidate pool, and will be showcasing some of our candidates. If you are an employer looking for talent, watch this space!

Today we are putting the spotlight on James. Here are his answers to our questions:

What kind of role would your skill-set and experience make you ideally suited for?

 From 1989 to 2018, I was a teacher of EAP (English for Academic Purposes), ESP (English for Specific Purposes) and General English, mostly at University level in the Middle East and Turkey. During this period (1995 – 2000), I worked in Sales and Marketing in ELT (English Language Teaching) Publishing in Turkey and all Middle East. I have held 2 management positions in University, was IELTS (International English Proficiency exam) Assessor from 2007 – 2013, and presented twice at international ELT conferences in UK and Poland in 2015.

Before I was a teacher, I worked in Customer Relations. In 2016, I made a film and am currently involved in story-telling, preparing teaching materials in book form and am writing a novel.

 I hold a Masters in Education, teaching qualifications and a PG Diploma in Educational Leadership and Management. My skillset, therefore, is varied.  While it focuses mostly on teaching, and all the skills that entails, the kind of role I am seeking is something pedagogic, creative and developmental. 

What qualities do you have that would make an employer really want to employ you?

Primarily, I have teaching and presentation skills, but I am also competent in using computer, mostly Word, Excel, Powerpoint, web-browsing, Podcasting and Film-making software. In addition, I am confident in customer-facing roles.

 I feel I am experience-rich, culturally aware, determined, conscientious, positive and extremely honest and reliable.

In June 2018, I was diagnosed with Hereditary Spastic Paraplegia. This is progressive but only affects my balance and walking and not cognitive skills, nor experience and knowledge.

What would a prospective employer need to do to access your talent?

Since my diagnosis, which came as rather a shock, I have been unemployed but have spent my energies trying to fight against my condition. I am therefore immediately available. 

A prospective employer would need to offer a challenging, interesting and creative role, taking advantage and demanding the skills I have to offer. In return, I would offer all my experience and all the qualities I feel I have. In short, I am open to be inspired.

If any employer would like to access James’s talent, please get in touch with Jane on janeh@evenbreak.co.uk. There is no recruitment fee (we aren’t an agency – we just want to demonstrate the talent that employers are missing out on if they ignore disabled candidates!)

10 Top Tips for Becoming Disability Confident

 

Disability confident logo

The Disability Confident scheme supports employers to make the most of the talents disabled people can bring to your workplace. It has three levels. Evenbreak was one of the first few organisations to achieve level 3 (leader). Essentially, being disability confident means removing barriers that disabled people might face. Here are our top tips:

  1. Know why you are doing this

There are dozens of benefits of employing disabled people. Do it to access the talent you need, not out of some kind of misguided sympathy!

  1. Get buy-in from leaders

Inclusion affects the whole business, and has to be led from the top. Leaders play a vital role in modelling best practice and creating an open and inclusive culture.

  1. Involve disabled people throughout the process

The real experts on inclusion are disabled people themselves. Involve disabled employees, or invite disabled people to give you feedback. Employee networks are great for this.

  1. Review your recruitment processes to ensure they are inclusive

Pro-actively attract disabled candidates. Also, CVs and interviews may not reflect the talents of a disabled candidate. Ensure you use relevant, accessible and inclusive application and assessment methods. How accessible is your recruitment process?

  1. Provide workplace adjustments

Employers should offer and provide necessary adjustments throughout the recruitment process and during employment. These enable disabled employees to work effectively.

  1. Support existing employees who are or who become disabled

2% of people of working age acquire an impairment or long-term health condition every year. Make sure you don’t lose valuable people by being unprepared to be flexible.

  1. Train and equip all staff to be confident and competent around inclusion

It’s important that all staff are trained in unconscious bias and disability awareness, and have access to resources to ensure their confidence and competence in inclusion.

  1. Remove any barriers to career progression

Employing disabled people is just the start. A disability confident company will also help to nurture that talent by offering training, mentoring and opportunities for progression.

  1. Provide opportunities for engaging disabled people

These might include work trials, apprenticeships, internships, job shadowing, work experience, holiday placement or other opportunities.

  1. Encourage your supply chain to be disability confident too

Once you are disability confident, ensure that partners and suppliers follow your good practice. Ensure that inclusion forms part of your procurement process.

 

To advertise jobs on Evenbreak go here – http://www.evenbreak.co.uk/employers/

To find jobs on Evenbreak go here – http://www.evenbreak.co.uk/jobs

Some Irreverent Boxing Day Viewing

The turkey is eaten, the presents unwrapped, and it’s the same old films being shown on TV. So we thought we’d share some fun videos with you (although beware of some inappropriate humour!).

We like Zach Anner’s Top 10 things I wish people knew about Cerebral Palsy (and he has the biceps of a Greek God)

When you think of humour and disability, Evenbreak’s Patron Francesca Martinez comes straight to mind! Here’s a sample of her brilliant humour (caution – some swearing and adult humour involved!)

And of course, disabled people don’t bite (unless we’re really hungry …).

We found some irreverent humour from (the very young- looking) Adam Hills

It would be impossible to leave the Lost Voice Guy out of a list like this

From our best practice portal, Ross Hovey talks about what makes him laugh around disability

And finally, even guide dogs aren’t this clever

I hope these gave you a few chuckles over your left-over turkey, and we’ll be back with some more serious content in 2019!

 

 

How to Get Your Business Ready For Remote Workers that Includes Everyone

In today’s world, there is an opportunity to adopt a business model that includes almost any employee around the world. How? Through remote working.

Remote workers are those who work outside of the office for a company. It can be at home, at a coffee shop, across the country, or even across the world. The employee still performs the same job. The only difference though, he or she just isn’t in the office.

Remote working can prove to be a challenge on both the workers and the business end. However, when done right, remote working can be an inclusive way to add more team members that you couldn’t before.

If you’re ready to allow remote workers into your company, below are a few tips to help with the transition. 

Setup New Lines of Communication

With remote workers, communication will be crucial in their success. Even though they are no longer in the office, they are still an employee that you’ll need to communicate with.

Set up a variety of ways to communicate with everyone. Telephones should have the option to do conference calls if you have multiple workers in one phone call. There are instant chat services through the web that allow you to talk online, whether it be individual or through groups. Also, face-to-face services like Skype will enable you to have a more personal conversation with the worker.

Lay Out Expectations

As a company with remote workers, there is that worry of employees getting distracted and not handing in their work on time. That is why it is essential to lay out all expectations to your employees so that everyone is on the same page.

Keep your expectations realistic though. Remote workers will need some time to balance their work and personal life and learn to keep them separate. Unrealistic expectations and they could be up all night completing tasks. Basically, a remote worker should be treated just like you would if they were in the office.

Encourage Collaboration

The difficulty with remote workers is having them feel isolated. It’s essential that the whole team knows who is working outside of the office, and ensuring they are still includedin all collaborations.

Set up online chat rooms that act as the coffee break room in the office. Then, the remote workers will have an area to chat with coworkers like they would on coffee breaks. The more you can do to set up your remote workers so that they are still a part of the team, the better off they will be.

Adjust the Office

Just as there will be adjustments for the employee working remotely, so too will there be adjustments in the office.

For one, you may notice additional expenses at the start to get set up for remote workers. This may include fees for new communication tools and anything else the worker needs. A small business loan may be helpful to get everything you need set up.

Allowing for remote workers in your company opens up a more fullrange of employment opportunities. It makes your office more inclusive to those who cannot make it into the office. Remote working shows that your company is innovated and moving forward with our world.

To advertise jobs on Evenbreak go here – http://www.evenbreak.co.uk/employers/

To find jobs on Evenbreak go here – http://www.evenbreak.co.uk/jobs

Empowering abilities – what you need to know…

Image shows three face symbols. The first is sad, the second has been turned into a smile by a person’s hand and the third is neutral.

I recently read an article that made me grin. Dustin Maynard entitled his article ‘The Secret to Disability Inclusion’. It made a strong impression because everything he said was just so darn true. Disability inclusion isn’t as complicated as people think. Focus on what people can do, rather than what they can’t. Look for strengths first, look at what people can offer. Focus on ability, not the disability. Once this mindset is in place, the rest gets easier. Here are three simple mindset leaps for you and your organisation to soar with:

Mindset leap 1: Why hire disabled people? Won’t it be a load of hassle?

Quit looking at the negatives about disability that you see in the media. There are rather a lot of benefits your organisation can’t afford to miss out on. Are you ready? Here are just a few…

If you include disabled people in your search for talent, you’ve got a wider talent pool to recruit from and a greater chance of finding the best person for the job. Disabled people tend to stay in their jobs longer, increasing retention. We are just as productive as non-disabled people but have fewer workplace accidents. And less sick time. Disabled people and their families are consumers with valuable spending power (£249 billion a year in the UK alone). Can you afford to ignore this? The costs associated with inclusion are far less than you might think, and the benefits far outweigh them.

Mindset leap 2: What if we do/say the wrong thing?

There’s no doubt about it. This is a scary mindset to overcome. It’s easy to say the wrong thing, but equally easy to ask what language is preferred. And it’s easy to learn. One of the best benefits of employing disabled people is that we’ll help your organisational culture shift naturally. We offer a different viewpoint, a fresh perspective as it were. Inclusive cultures attract more customers and the best candidates. Diversity increases both innovation and the bottom line.

To help people jump over this hurdle, Evenbreak developed a best practice portal. It allows everyone in the organisation to have access to a comprehensive and practical set of resources. And it’s for everyone, not just senior leaders. The resources are kept bite-sized, so you can dip in and learn as time allows. And it’s developed by the real experts: disabled people and employers who are already implementing best practice.

Mindset leap 3: How did you say we start again?

Just do it. Have a read of Dustin’s excellent article. Look at ability rather than disability. And if you get in a pickle and want a hand, drop us a line at info@evenbreak.co.uk

Flexible working – the benefits for business

 

Flexible working used to be something that only Mums requested after maternity leave. They were usually turned down. And they were respected less for having the gumption to ask for it: A death knell in the corporate world, as it were. Now, employers are fast cottoning on to the massive benefits for their organisations. At Evenbreak our entire team works flexibly.

Here are just 3 of the reasons why:

Building an inclusive, diverse workforce

The Evenbreak team is very diverse. Our ages range from 16 to 60. We are multicultural and gender diverse.  We come from a wide range of backgrounds, bringing different work (and life) experience to the team. These differences are our strengths. We are all disabled people. But, our health conditions and disabilities don’t prevent us from working. We work flexibly. One of our team can only work in short bursts of 20 minutes. So, they do. Another prefers to work late at night. They can. We work to our strengths. The Evenbreak recruitment process itself was also flexible and candidate led. This meant it attracted a diverse range of applicants for Founder Jane Hatton, to choose from. You can read more about the recruitment process here.  This diversity means the team has an eclectic mix of skills, talent and varied viewpoints. Diversity also brings financial rewards. In 2015, McKinsey consultants studied over 350 companies in the UK, North America and Latin America. They found that:

“Companies in the top quartile for racial and ethnic diversity are 35 percent more likely to have financial returns above their respective national industry medians.”

Gender diversity brings similar rewards: “Companies in the top quartile for gender diversity are 15 percent more likely to have financial returns above their respective national industry medians.” Diversity brings rewards of immense value to any organisation.

Attracting and retaining talent

A traditional work pattern of turning up at a workplace from 9.00am to 5.00pm five days a week doesn’t suit everyone. In truth, it doesn’t suit most people. Travelling in the rush hour isn’t a particularly joyful activity for most.  And people prefer to work flexibly for a variety of reasons. Employers are familiar with the requirements of parents. The need to accommodate school timings and school holidays is obvious. But what about carers? Or those who study alongside work? Or those who simply want to work smart? And for many disabled people or those with long-term health conditions, the 9 – 5 office job just doesn’t make sense.

Many employers only offer traditional working hours and patterns. They are seriously limiting their recruitment talent pool. In doing this you fail to attract many of the people mentioned above, who may be the perfect fit for your company. And the best person for the job. Our entire team works flexibly. This increases productivity, motivation, retention and wellbeing.  It’s very likely that none of the team would have applied if this flexibility hadn’t been on offer.

Productivity and business costs

From a financial perspective, employees who work remotely save the company money. There’s no need to provide office space with all the consequent costs. Employees that don’t have to struggle through rush hour traffic (before even starting work) are likely to be fresh and more productive.  Remote working, travelling at quieter times of the day and working fewer hours, all help to reduce workplace stress. This, in turn, reduces absenteeism and increases productivity. According to research by Canada Life Group Insurance, 77% of employees felt flexible working aided productivity.

Flexible working not only makes the world of work better for employees but helps improve business too. What’s not to like?

Written by Jane Hatton and Cassandra Leese

To advertise jobs on Evenbreak click here

To find jobs on Evenbreak click here

And to find out more about best practice around disability in the workplace take a peek here

 

 

Employment appeal tribunals and disabled people

The UK employment legislation is quite extensive and those who have been wronged during work hours or have been dismissed without solid grounds have several options they can resort. Of course, these are just two of the most common issues employees face when they consider they have been subject to unfair treatment at work.

There is also a special category of employees, the ones with disabilities, whose hiring, dismissal and treatment at work is governed by the Equality Act together with the Employment Law. When these employees consider they have been subject to unfair treatments, they can file petitions with the Employment Tribunal in the UK which deals specifically with labor matters. If legal mistakes have been made in a case tried by the Employment Tribunal, the case can be further taken to the Employment Appeal Tribunal which will revise it.

Below, we will analyze how the Employment Appeal Tribunal can restore a disabled worker’s rights.

The rights of the employees with disabilities in the UK

For employees with disabilities, the employer is required to take note about the worker’s problem and make the necessary adjustments which enable them to work, under the Equality Law of 2010.

Wrongful termination of employment, lower compensation for the work provided, demotion and unfair treatment are also grounds under which these workers can file petitions with the Employment Tribunal.

In case the solutions for any of the issues do not satisfy the employee who considers the Employment Tribunal has failed  to offer a correct solution, only then he or she also has the right to file a petition with the Employment Appeal Tribunal.

The role of the Employment Appeal Tribunal

As mentioned above, the Employment Appeal Tribunal can intervene only after the Employment Tribunal has made a decision, therefore issued a sentence, which the employee or former employee considers wrong.

The following cases can be taken to the Employment Appeal Tribunal in the UK:

–       whenever the Employment Tribunal did not interpret or applied the law correctly;

–       the procedures related to the case have been applied incorrectly;

–       there was no evidence or sufficient proof which sustains the decision;

–       in case the Employment Tribunal issued a biased or unfair decision.

It is advisable for any employee to ask for a motivation of the decision with the Employment Tribunal before filing the appeal with this court. This will help them understand the evidence they should provide to reach a verdict or a solution which benefits them.

Filing the appeal with the Employment Appeal Tribunal

Employees with disabilities who want to take their cases further to the Employment Appeal Tribunal have a limited time window for filing their petition. This limit is 42 days since the decision or the reasons for the decision were issued by the Employment Tribunal.

The worker must fill in and file Form T444 together with the following supporting documents:

–       the decision of the Employment Tribunal;

–       the form stating the claim of the appellant;

–       the response of the Employment Tribunal;

–       the reasons for the appeal.

Evidence should also be provided, and in case the evidence cannot support the appeal, the employee must add a statement with the reasons why the evidence could not be attached.

Based on the documents above, the Tribunal will schedule a hearing, which can be presented by the appellants themselves, someone who knows the case or a lawyer. During the procedure, both parties will be heard and the decision can be issued at the end of the session or after the hearing. In the latter case, the parties will be notified in writing.

Employees with disabilities have the same rights as any other worker and this applies not only at work, but also when filing a petition with any of the employment tribunals in UK.

To advertise jobs on Evenbreak go here – http://www.evenbreak.co.uk/employers/

To find jobs on Evenbreak go here – http://www.evenbreak.co.uk/jobs

Share and Celebrate Successful Inclusion!

All employers are at a different stage in their journey to become more inclusive and accessible to disabled candidates. Some are looking at this for the first time, perhaps having previously focused on race, gender or other issues. Others have been working on this agenda for many years and have come up with some great initiatives. Most will be somewhere in between. Wherever you are in the journey, the RIDI Awards make it possible for you to share what you are achieving, and celebrate it publicly.

There are some great reasons to enter the RIDI Awards – you and your team can celebrate good practice that you are implementing (often it’s the smallest changes that can make the biggest impact), you can share your story and inspire other employers, and you can help to drive change.

From a recruitment point of view, being involved with the RIDI Awards very powerfully demonstrates to talented disabled people that you are serious about accessing their talent. You will be enhancing your reputation as an inclusive employer of choice, and will attract the very best candidates to apply for your roles.

The application process is straightforward and allows you to focus on the specific practice that you are proud of. There are a number of different categories to enable a wide range of employers to apply. You can apply for more than one category – see more on each category here.

The important thing is to get on with it quickly! Entries close on 1st February, so get your skates on! Finalists will be announced on 16th February, and the winners announced at an awards ceremony on 15th March.

Get thinking about what best practice you can share and celebrate, and enter these awards right now!

Good luck!

(Please note – I am on the judging panel, but I’m not open to bribes!)

To advertise jobs on Evenbreak go here – http://www.evenbreak.co.uk/employers/

To find jobs on Evenbreak go here – http://www.evenbreak.co.uk/jobs

 

 

Ready, Willing and Able

 

Unlocking the potential of disabled people and giving them a fair chance to work their way out of poverty

 

By David Constantine

 

At Evenbreak we know the challenges often faced by our candidates who are seeking work. In developing countries those challenges are often magnified due to the extreme poverty that millions of disabled people live in and the shocking stigma and discrimination that remains rife. Below we hear from David Constantine, a wheelchair user, who set up the charity Motivation to help tackle these issues and empower disabled people so they can fulfil their potential. 

I became a wheelchair user at the age of 21 after a diving accident in Australia, which left me quadriplegic and paralysed from the shoulders down. My life as I knew it was irrevocably changed but some 30 years later I have no regrets and actually consider myself lucky. I received excellent treatment, and expert rehabilitation, which means today I live a full and very busy life. I work full time, travel extensively and live independently making choices about what I do and how I do it.

Yet it could have been so different. If I had had my accident in Malawi or Kenya for example, I would probably not have survived, let alone been able to hold down a job.

Life expectancy for a person with a spinal cord injury in the developing world is less than two years, and many people die from preventable health complications such as pressure ulcers or urinary tract infections. Poorly fitting wheelchairs can also cause more harm than good; not only can they further damage your posture, but if they are too small or too big they can limit your independence as you are unable to propel yourself effectively and have to constantly rely on others.

Yet aside from these physical and health barriers, in developing countries ignorance about what causes disability leads to people being hidden away, abandoned and routinely shunned from everyday life. I have seen first hand the shocking stigma and discrimination still faced by disabled people living in poorer countries. I have met individuals who have simply been told that they cannot work because of their disability, and have often heard stories about the low self-esteem felt by people who have grown up being made to feel worthless or a burden on their community. This is unacceptable.

Before Jane was injured in a road traffic accident she worked as a sales and marketing manager for Kenya Tea Packers Company. Unable to travel as much, Jane lost her job and her independence. She had to move back home and fell into depression. The wheelchair she received from hospital restricted her more than empowered her – she described it as so big that “you would see the wheelchair first and then me” which impacted on her self-esteem. Her health also deteriorated as her wheelchair gave her pressure sores that became infected.

 

Jane sitting in a wheelchair

Motivation came into contact with Jane three years after her accident. We ensured that she received a wheelchair that fitted her correctly and could be used in the environment where she lived. As well as mobility skills, we taught her about the importance of correct posture and trained her in how to manage her bladder and bowel, so that she felt more confident leaving her home. This training is all provided by other wheelchair users who have been through similar experiences and can share their stories and advice. And for Jane it was this peer support that made her realise that she was not alone and that she had rights like everyone else.

“Now I know it is my right to have a relationship, it is my right to access any building and it is my right to work”

Jane’s story is not uncommon, and with 80% of disabled people in developing countries living in poverty, unable to access work there is so much more that we need to do.

Ready Willing and Able logo

That’s why I am delighted that our new appeal – Ready, Willing and Able will help tackle these issues head on. Funds raised will help us to change attitudes and equip disabled people like Jane, with the practical knowledge, skills and, most importantly, the confidence needed to get back into employment or enter the workforce for the first time.

We will also work with communities and businesses to challenge the discrimination that leads to the exclusion of disabled people in society and in the workplace. This will include raising awareness of legislation around the employment of disabled people, highlighting the benefits of an inclusive workforce and making modifications to workplaces.

I firmly believe that disabled people in the developing world are ready for change. Not only are they willing to play a full and active part in society, but with the right support and training they are able to take control and drive the change they want to see in their lives like I have been able to do. And if like me you agree that every one deserves a fair chance to realise their potential, regardless of their disability I hope that you will consider supporting our Ready, Willing and Able appeal.

Matching your donations with UK AidYou can learn more about the appeal and our work on our website and if you do decide to make a donation before the 3rd March the UK government will double it – meaning your gift will go twice as far, with all match-funding going towards our project supporting disabled people in Kenya to access work.

 

To advertise jobs on Evenbreak go here – http://www.evenbreak.co.uk/employers/

To find jobs on Evenbreak go here – http://www.evenbreak.co.uk/jobs

Funding for Further Education and Self-Employment for Disabled People

Please note: this is a guest post, and Evenbreak has not checked the accuracy of the information given.

Often, disabled people suffer from the problem of discrimination. In fact, they can face major hurdles in getting an education and employment. In the UK, a person is disabled if one learns with difficulty, has mental or long term health conditions or is physically challenged.

Disabled people can request for financial support for higher education from the United Kingdom government.

Government Financing for Higher Education for Disabled People

A disabled person who wishes to pursue higher education in college or university may require funding to pay for tuition charges, up keeping expenses, and expenses related to disability. If you need to apply for funding get in touch with the relevant government agency.

  • England: Student Finance England
  • Wales: Student Finance Wales
  • Northern Ireland: Student Finance Northern Ireland
  • Scotland: Student Awards Agency for Scotland

Besides the main funding which the agency provides, one might also get a special support grant. Those who are entitled to disability allowances can qualify for this special grant.

Supported Applicant

In the case of dependent applicants, that means, those who depend on their parents for support, the government agency will consider the parent’s residue income before deciding on the loans and grants they will get.

Applying as an Independent

For those applying as independent students, parents’ income has no bearing on the request for funding. A student will apply as an independent if

  1. 25 years old or over at the commencement of the academic session for which you want funds
  2. Care for child/children when the academic term for which you want funding starts
  3. Married or in a civil relationship prior to the beginning of the academic session in which you want funds
  4. An orphan
  5. Funded yourself for at least 3 years prior to the beginning of the academic term you want funding

Requirements  

Government funding is for United Kingdom residents or those nominally living in the United Kingdom for 3 years prior to the beginning of the academic term for which they are requesting for funds. Besides, almost all full time courses offered by public institutions of higher learning qualify automatically.

Additional Agency Funding Specially for Disabled People

It could be the case that you need to pay for extra expenses because of your unique needs. Then, request the agency for additional financial support. The additional support is determined by the kind of funding you have and who provides it. Also, remember you need to prove you are entitled to receive the additional funds.

Those funded by the agencies can request for the Disability Students Allowance. This is a special support grant and you are not required to repay it. Moreover, the extra funds are provided according to one’s unique demands.

Self-employment for disabled people

There are various programmes established by the government, to deal with the issue of the isolation of disabled people. These initiatives include promoting employment, and especially self-employment. In fact, for some disabled people, this is the only option available. This is because they need flexible working conditions as a result of their impairment.

In fact, in the UK many disabled people favour the option of being self-employed. Yet, many people are ignorant about the rules designed to assist disabled people to become entrepreneurs. Besides, some people find the prospect of being self-employed scary.

Yet, it offers the right working conditions that accommodate one’s unique demands and is the best way to tap one’s skills and talents. Moreover, you control your time and calendar, and it can be very rewarding. Most noteworthy, those who choose to walk this path can be aided in their undertakings. There are organizations and government schemes that assist in starting and growing up a business venture.

UK government schemes and self employment organizations for the disabled

Disability Employment Advisers from Jobcentre Plus, can aid you to analyse self-employment and determine if it’s a viable solution. Besides, they may also assist you to reach the avenues of support and finance.

The New Enterprise Allowance: This is a government scheme and it could assist an enterprising person with sourcing funds and also with valuable advice through a mentor. It provides a weekly allowance. Also, it’s possible to obtain low cost realistic loans to boost you with the initial startup costs. Moreover, you have a mentor to guide you.

There is a criterion to be met before one can receive aid from the New Enterprise Allowance scheme. These include http://www.realisticloans.com/

1. Must be over 18 years of age

2. Have a business plan

3.  Receive any of the benefits mentioned below:

  1. You or your partner receive Jobseekers Allowance
  2. Income support, you are ailing or a single parent
  3. You or spouse receive Employment and Support Allowance

The Prince’s Trust’s Enterprise Programme. This programme deals with disabled people from 18 to 30 years old. Also, one should have a workable business plan. In fact, the programme enables you to obtain start-up loans, business skills training, planning, and working capital. Moreover, it aids in locating a mentor to offer guidance and support in establishment and expansion of the business.

The Access to Work programme offers support in the form of equipment for impairment-related needs. Moreover, it offers worker and travel cost support for the disabled entrepreneur.

MiEnterprise is supported self-employment specialists. They assist disabled people to establish their own businesses.

 Self-employment benefits for disabled people in the United Kingdom

Disabled people are allowed to work and also claim some benefits, for example, Disabled Persons Tax Credit and Employment and Support Allowance. The Employment and Support Allowance permits the disabled to engage in some particular types of work including self-employment. The initiatives seek to empower you to be self reliant and also to encourage social integration.

Parting words

In the United Kingdom, disabled people can obtain funding from government to facilitate their higher education. In addition, those who are receiving funding from the agencies can also get a special grant. One qualifies for this special grant if one is entitled to disability allowances.

Also, there are various programmes established by the United Kingdom government, to deal with the problem of the discrimination against disabled people. The initiatives include promoting employment, and especially self-employment. The government schemes and self-employment organizations can enable disabled people to become entrepreneurs.

To advertise jobs on Evenbreak go here – http://www.evenbreak.co.uk/employers/

To find jobs on Evenbreak go here – http://www.evenbreak.co.uk/jobs