According to the data released by Mencap last year, only 4.8% of adults with a learning disability known to adult social care in England are in paid work. This is not a lot considering there are approximately 1.3million people with a learning disability in the UK. The majority of these individuals would like to work but do not have the right support being given to them to be able to access the workplace.
What is a learning disability?
A learning disability occurs due to the way the brain forms before, during or shortly after birth. It is defined by the Department of Health as “significant reduced ability to understand new or complex information, to learn new skills (impaired intelligence), with a reduced ability to cope independently (impaired social functioning), which started before adulthood”.
Having a learning disability can affect an individual's intellectual and social development which is always lifelong. A learning disability can be separated into three different types, mild, moderate and severe. It is not a mental illness and is different to a learning difficulty which includes dyspraxia, dyslexia and attention deficit hyperactivity disorder. Additionally a hidden disability/difficulty caused by being neurodivergent will still amount to a disability under the Equality Act 2010. Some of these neurological disorders include Tourette's, dyspraxia, synesthesia, dyscalculia, Down syndrome, epilepsy. As well as chronic mental health illnesses such as bipolar disorder, obsessive-compulsive disorder, borderline personality disorder, anxiety, and depression. These cross sections of disorders can make it difficult for an employer, who may not realise that these particular groups are classed as a disability. This in hand makes it problematic for these groups not accessing what they need.
What are the challenges faced by individuals with disabilities/difficulties?
Individuals with learning disabilities/difficulties can have different struggles and challenges that they may face in the workplace which are specific and unique to their learning profiles.
Some of these to bare in mind are;
Reading and comprehending written information- Think about how you can make instructions more simplified to support understanding.
Written communication- Being able to write and construct emails and reports could be a difficult task. Some may benefit from a dictaphone in order to transfer spoken word to the computer.
Time keeping- Some individuals struggle with time management and being able to to prioritise tasks. Allow enough time for tasks to be completed, set reminders and use individual checklists which can be ticked off when completed. Giving one task at a time may also help here.
Memory- This can be very difficult for an individual, which can affect the ability to recall information necessary for their work. Information can be given in many different formats to support different learning styles. Checklists and schedules are also very good here as they can be used as a point of reference to come back to.
Social interactions can be a daunting prospect for some individuals who may not understand social cues and norms. Provide a buddy system and open door policy where the individual feels supported and welcomed, which could help with building relationships. Some individuals may also like to work on their own which is also ok and should still be supported.
Sensory Needs- Some individuals may have sensitivities to light, sound and textures which could affect how comfortable they are in certain environments. Giving a safe space where they can take themselves away can be very helpful. Allowing movement breaks, turning down lights can help support individuals in this area.
What does this mean for employers?
Organisations can play a momentous role in supporting individuals with learning disabilities in the workplace by creating an inclusive environment that assists their individual needs. An employee with a learning disability can make a great asset to any organisation bringing in different skill sets and ideas which can enrich a workplace. It is widely recognised that they are dedicated workers, having lower levels of sick absences in comparison to an average employee. Plus, individuals with a learning disability typically stay in entry-level roles for much longer which in hand saves employers money on recruitment costs and training. It has also been shown that staff morale increases as a direct result of working alongside colleagues with a learning disability.
What can an employer do to help?
Individuals with a learning disability can find it more difficult than others to learn and face many challenges around understanding information delivered to them and communicating. They may need more support when it comes to introducing them to new tasks and situations. Many individuals may never have had the opportunity beforehand to obtain work experience so in hand may lack confidence. They may need extra support from their employer when first starting in their new roles.
An organisation has a duty to take active and productive steps to ensure their employees with a disability are on an equal and level footing with their non-disabled staff. It should also be taken on board that making these adjustments may lead to staff with a learning disability to be in a more advantageous position compared to staff with no learning difficulties.
And so these adjustments need to be reasonable for the organisation to bring into effect and not deemed discretionary but mandatory and also legally sutiable.
Some initial adjustments may need to be made to support them in their job roles;
Flexible working arrangements that accommodate the needs of the individual - These could constitute options such as flexible working hours, part-time schedules, remote work, or job-sharing. Being flexible allows employees to work in an environment that suits their abilities and maximises their productivity in the workplace.
Reasonable Adjustments- Adjustments may need to be made in the workplace to support individuals. This may include changing the physical environment, providing assistive technologies or software. Additional support could include providing text-to-speech software for individuals with dyslexia, which can significantly increase their ability to comprehend written information. (Employers have a duty to make reasonable adjustments)
Clear Communication and instructions - Employers should ensure all communication within the workplace is clear, to the point and accessible. Instructions can be presented in many different forms and these options should be provided when possible. These could include written instructions, visual aids and plain simple language. More complex language may be confusing for individuals with learning disabilities and should when possible be avoided. Always provide regular feedback and clarification when needed.
Mentoring and Support Programs- Employers may need to establish mentoring or support programs where individuals can receive guidance from more experienced colleagues. This could provide valuable support and boost their confidence in the workplace.
Employee Assistance Programs (EAPs)- These programs provide support to those who may need assistance to address emotional or psychological challenges they may face, which can positively impact their overall well-being and job performance.
Open door policy- Establish an open-door policy where employees feel comfortable coming to you to discuss their challenges and seek assistance.
An organisation/employer is required to comply with the duty to make reasonable adjustments in certain circumstances. These are:
when they know an individual is disabled, or
where they are reasonably expected to know an individual is disabled.
Approaching an individual and asking whether they are disabled or have a learning difficulty could lead to claims of an organisation being discriminatory. A way to find out without being discriminatory is to ask whether the employee believes they need additional support and reasonable adjustments made. An employer can do this via the application form where it can be asked if the applicant needs adjustments made to the interview process. The question should be separated from the main application that is submitted for the shortlisting to follow best practice. It also prevents claims that the answer to this question has affected the decision-making process and outcome of the interview.
Employing individuals with learning disabilities can be a wonderful way to change misconceptions and employers are more likely to hire individuals with learning disabilities in the future. It's important to remember to provide enough support and to match the individual with a job role which would suit their skill sets.