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Conferences


THE SUPPORTING DISABLED PEOPLE IN THE WORKPLACE CONFERENCE 2024

Online

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Overview

The Government’s recent Disability Action Plan highlighted that there are
approximately 1.3 million more disabled people in employment today than in 2017.
Despite this growing number, there still remains clear and significant gaps in
educational level, pay, and prejudice against those with disabilities according
research from Scope UK. In response, the Government have  published the
Transforming Support: Health and Disability White Paper, outlining new policies,
guidance, and grants to support employers. Through collaborative approaches with
colleagues, and utilising modern technology and data, HR professionals can build
upon existing good work by sharing exemplary best practice and key insights into
developing an inclusive workplace culture which can enable disabled employees to
achieve their full potential.

 * There remains a more than 25% gap between the employment rate of working age
   disabled people compared to non-disabled people, according to the Office of
   National Statistics (2022)
 * While 1 in 3 disabled people agree that there is significant disability
   prejudice in Britain today, only 1 in 5 non-disabled people agree, as shown
   by research from Scope UK (2022)
 * Analysis published by the TUC showcases that non-disabled workers earn on
   average 14.6% more than disabled workers (2023)
 * The number of disabled workers reporting a mental health condition has
   increased by 97% in the last decade, according to a 2023 report by the
   Department for Work and Pensions

Join us at The Supporting Disabled People in the Workplace Conference 2024 to
hear experts discuss the latest initiatives and approaches to help your
organisation manage and support disabled employees. Engage with best practice
case studies addressing issues such as coproducing policies with disabled staff,
adapting to the rise of hidden disabilities and implementing disability
inclusive recruitment processes. You will also have the opportunity to network
with other professionals from the public, private, and voluntary sectors to
share common challenges and initiate support for disabled people in your
workplace.

Why Attend:
✓  High-level keynotes on the latest initiatives on supporting disabled people
in the workplace from policymakers and leading experts
✓  Case studies showing best practice in strategies that overcome stigma and
create inclusive workplaces for disabled employees
✓  A wide range of topics including implementing reasonable adjustments,
training management staff, flexible working and handling neurodivergent
employees
✓  Network with senior colleagues from across the public, private and voluntary
sectors
✓  Gain 8 hours of CPD points towards your yearly quota


NEW AND EXCLUSIVE TO YOUR
CONFERENCE PACKAGE – GE INSIGHTS:

This year’s conference package includes 12-months FREE access to GE Insights,
our cross-sector learning resource of case study focused videos, articles, lived
experiences and more (RRP £199). Gain unlimited access to our online platform
when you purchase your conference ticket.

Key benefits include:

 ✓100s of Exclusive Case Studies – fingertip access to videos and articles
covering all key sectors including healthcare, and ALL CPD certified

 ✓Key Sessions from All Our Conferences – gain valuable insights from our past,
present, and future events (160+ pa)

 ✓Articles and Interviews – learn from our network of expert speakers and
contributors explore further the key discussions from the conferences

 ✓Additional CPD Hours – automatically earn more for everything you watch, read,
and hear

 ✓Your Own CPD Dashboard – charts your progress, allows you to add notes,
download your activities, and save/print an official CPD certificate

 ✓Personalised Homepage – only see the relevant content you need to save time

 ✓30+ New Uploads Each Month – we’re adding new content every week to ensure you
stay engaged and informed all year round.

For more information or to make a booking please call 0330 058 4285

 

Agenda
 * 09.00
   
   ONLINE REGISTRATION

 * 09.50
   
   CHAIR’S OPENING REMARKS
   
   Dr Maria Berghs, Associate Professor, De Montfort University (CONFIRMED)

 * 10.00
   
   KEYNOTE: BECOMING A PRO-DISABILITY EMPLOYER: UPDATES FROM THE GOVERNMENT
   
    * The Disability Action Plan: latest updates on government programmes and
      policies to support disabled employees
    * Using technology to adjust and tailor workplace environments to the needs
      of disabled employees
    * Adapting traditional work patterns to increase accessibility for disabled
      employees: key tips
    * Outlining support and guidance available for HR professionals and
      companies for supporting staff with disabilities
   
   Senior Representative, Department for Work and Pensions (invited)

 * 10.20
   
   KEYNOTE: TAKING ACTION TO TACKLE THE DISABILITY EMPLOYMENT GAP AND ADDRESS
   WORKPLACE STIGMAS
   
    * Developing employee-centred workplace policies through increased
      engagement with disabled employees
    * Practical steps to support employers in diminishing the disability
      workforce pay gap and career stagnation
    * Strategies for combatting workplace discrimination through workforce
      monitoring of pay gaps and progression
    * Guidance on how to access and maximise Government grants and funding
      available to support disable colleagues
   
   Fazilet Hadi, Head of Policy, Disability Rights UK (invited)

 * 10.40
   
   QUESTIONS AND ANSWERS

 * 11.00
   
   COMFORT BREAK

 * 11.15
   
   CASE STUDY: IMPLEMENTING A WHOLE ORGANISATION APPROACH TO CREATE A
   DISABILITY-INCLUSIVE CULTURE
   
    * Strategies for improving disability declaration rates to build a better
      picture of workforce needs
    * Tips on how to facilitate open communication with staff members to
      understand how best to allocate support funding
    * Raising the profile of EDI teams, highlighting them as points of contact
      and support for deaf, disabled and neurodivergent staff
    * Adapting messaging and communication around campaigns and initiatives to a
      maximise audience reach
    * Practical steps on gaining buy-in from senior leadership teams to produce
      effective disability-inclusive schemes
   
   Emma Mendes da Costa, Workforce Equality, Diversity and Inclusion Lead,
   Sussex Partnership NHS Foundation Trust (invited)

 * 11.35
   
   CASE STUDY: ATTRACTING DISABLED TALENT: USING DATA TO CREATE INCLUSIVE
   RECRUITMENT PROCESSES
   
    * Tips for incorporating inclusive language into the job adverts to attract
      diverse candidates
    * Evaluating recruitment data to inform strategies and identify areas for
      improvement in attracting disabled talent
    * Addressing barriers to work to ensure smoother working experiences for
      disabled employees
    * Building awareness of wellbeing schemes for disabled staff as part of
      recruitment schemes to attract top talent
   
   Lynn Stubbs, Executive Director of People and Performance, Longhurst
   Group (invited)

 * 11.55
   
   CASE STUDY: TAILORING WORKING ENVIRONMENTS TO EMPLOYEE NEEDS THROUGH
   IMPLEMENTING REASONABLE ADJUSTMENTS
   
    * Tips for tailoring reasonable adjustments through open dialogue with
      disabled staff members
    * Outlining challenges disabled employees can face during recruitment
      processes and key strategies for overcoming these
    * Streamlining onboarding: embedding a clear process for requesting
      reasonable adjustments
    * Advice on reviewing adjustments regularly to ensure they are continuously
      meeting employee needs
    * Appointing specialised staff members to improve the experience of
      utilising Access to Work schemes
   
   Stuart Smith, Work Inclusion Partnerships Manager, London Borough of
   Hillingdon (invited)

 * 12.15
   
   QUESTIONS AND ANSWERS

 * 12.35
   
   LUNCH BREAK

 * 13.15
   
   KEYNOTE: EVIDENCE-BASED APPROACHES FOR MAKING HYBRID WORKING DISABILITY
   FRIENDLY
   
    * Working with line managers to ensure they can adapt job roles in
      accordance with flexible working requests
    * Introducing workplace adjustments for all staff to help destigmatise the
      adjustment request process
    * Exploring the full spectrum of flexible work including job-sharing,
      flexitime and compressed hours and the impact of there for disabled staff
    * Tips on the best forms of consultation with disabled employees to develop
      remote working policies in accordance with staff preferences
   
   Rebecca Florisson, Principal Analyst, Work Foundation (CONFIRMED)

 * 13.35
   
   CASE STUDY: ADAPTING THE WORKPLACE TO IMPROVE THE EXPERIENCE OF NEURODIVERSE
   STAFF
   
    * Strategies for identifying and tackle barriers to performance faced by
      neurodiverse staff
    * Measures to support the wellbeing of neurodiverse staff and prevent
      work-related stress or
    * Providing additional coaching and training to help mitigate career
      development barriers for neurodiverse employees
    * Promoting neurodiverse champions to raise awareness of key challenges and
      provide a point of contact for staff
   
   John Nelson, Chair, National Police Autism Association (CONFIRMED)

 * 13.55
   
   QUESTIONS AND ANSWERS

 * 14.15
   
   BREAKOUT NETWORKING: BUILDING TOWARDS A DISABILITY-FRIENDLY WORKPLACE CULTURE
   
   This session will provide you with the opportunity to discuss the main
   challenges you face in building an inclusive workplace and overcoming
   barriers disabled employees face. Share your experiences and discuss key
   strategies with senior colleagues from a range of sectors to work towards
   improving support for disabled employees.

 * 14.45
   
   COMFORT BREAK

 * 15.00
   
   CASE STUDY: CO-CREATING WORKPLACE POLICIES WITH STAFF AND IMPLEMENTING
   EMPLOYEE FEEDBACK
   
    * Elevating disables staff visibility: promoting employee networks to
      enhance awareness and recognition
    * Encouraging regular feedback from staff to ensure greater accountability
      of disability initiatives
    * Consulting with staff to effectively implement relevant feedback on
      disability policies
    * Utilising health passports to ensure a smooth and open dialogue between
      staff and line managers about needs and adjustments
   
   Marie-Anne Ferreira-Pursley, Co-Chair of Disability Staff Network, North East
   London NHS Foundation Trust (invited)

 * 15.20
   
   CASE STUDY: A SPOTLIGHT ON INTERSECTIONAL EXPERIENCES: SUPPORTING DISABLED
   EMPLOYEES FROM MINORITY ETHNIC BACKGROUNDS
   
    * Key insights into the unique challenges at the intersection of race and
      disability in the workplace
    * Tips for HR specialists to incorporate the reality of intersectional
      experiences into diversity and inclusion policies
    * Offering learning and development opportunities to enable for clear and
      attainable career progression paths
    * Creating open forums or discussion platforms to amplify the voices of
      disabled employees from minority ethnic backgrounds in the workplace
   
   Sami Dar, Co-Founder, 10,000 Able Interns (invited)

 * 15.40
   
   QUESTIONS AND ANSWERS

 * 16.00
   
   CHAIR’S CLOSING REMARKS
   
   *programme subject to change without notice

Who Should Attend

Who Should Attend?

This Conference is open to HR professionals in the Public, Private and Third
Sectors

For more information or to make a booking please call 0330 058 4285

Pricing
 * Public Sector: £449.00 +VAT
 * Voluntary Sector: £379.00+VAT
 * Private Sector: £649.00+VAT


 * 09.00
   
   ONLINE REGISTRATION

 * 09.50
   
   CHAIR’S OPENING REMARKS
   
   Dr Maria Berghs, Associate Professor, De Montfort University (CONFIRMED)

 * 10.00
   
   KEYNOTE: BECOMING A PRO-DISABILITY EMPLOYER: UPDATES FROM THE GOVERNMENT
   
    * The Disability Action Plan: latest updates on government programmes and
      policies to support disabled employees
    * Using technology to adjust and tailor workplace environments to the needs
      of disabled employees
    * Adapting traditional work patterns to increase accessibility for disabled
      employees: key tips
    * Outlining support and guidance available for HR professionals and
      companies for supporting staff with disabilities
   
   Senior Representative, Department for Work and Pensions (invited)

 * 10.20
   
   KEYNOTE: TAKING ACTION TO TACKLE THE DISABILITY EMPLOYMENT GAP AND ADDRESS
   WORKPLACE STIGMAS
   
    * Developing employee-centred workplace policies through increased
      engagement with disabled employees
    * Practical steps to support employers in diminishing the disability
      workforce pay gap and career stagnation
    * Strategies for combatting workplace discrimination through workforce
      monitoring of pay gaps and progression
    * Guidance on how to access and maximise Government grants and funding
      available to support disable colleagues
   
   Fazilet Hadi, Head of Policy, Disability Rights UK (invited)

 * 10.40
   
   QUESTIONS AND ANSWERS

 * 11.00
   
   COMFORT BREAK

 * 11.15
   
   CASE STUDY: IMPLEMENTING A WHOLE ORGANISATION APPROACH TO CREATE A
   DISABILITY-INCLUSIVE CULTURE
   
    * Strategies for improving disability declaration rates to build a better
      picture of workforce needs
    * Tips on how to facilitate open communication with staff members to
      understand how best to allocate support funding
    * Raising the profile of EDI teams, highlighting them as points of contact
      and support for deaf, disabled and neurodivergent staff
    * Adapting messaging and communication around campaigns and initiatives to a
      maximise audience reach
    * Practical steps on gaining buy-in from senior leadership teams to produce
      effective disability-inclusive schemes
   
   Emma Mendes da Costa, Workforce Equality, Diversity and Inclusion Lead,
   Sussex Partnership NHS Foundation Trust (invited)

 * 11.35
   
   CASE STUDY: ATTRACTING DISABLED TALENT: USING DATA TO CREATE INCLUSIVE
   RECRUITMENT PROCESSES
   
    * Tips for incorporating inclusive language into the job adverts to attract
      diverse candidates
    * Evaluating recruitment data to inform strategies and identify areas for
      improvement in attracting disabled talent
    * Addressing barriers to work to ensure smoother working experiences for
      disabled employees
    * Building awareness of wellbeing schemes for disabled staff as part of
      recruitment schemes to attract top talent
   
   Lynn Stubbs, Executive Director of People and Performance, Longhurst
   Group (invited)

 * 11.55
   
   CASE STUDY: TAILORING WORKING ENVIRONMENTS TO EMPLOYEE NEEDS THROUGH
   IMPLEMENTING REASONABLE ADJUSTMENTS
   
    * Tips for tailoring reasonable adjustments through open dialogue with
      disabled staff members
    * Outlining challenges disabled employees can face during recruitment
      processes and key strategies for overcoming these
    * Streamlining onboarding: embedding a clear process for requesting
      reasonable adjustments
    * Advice on reviewing adjustments regularly to ensure they are continuously
      meeting employee needs
    * Appointing specialised staff members to improve the experience of
      utilising Access to Work schemes
   
   Stuart Smith, Work Inclusion Partnerships Manager, London Borough of
   Hillingdon (invited)

 * 12.15
   
   QUESTIONS AND ANSWERS

 * 12.35
   
   LUNCH BREAK

 * 13.15
   
   KEYNOTE: EVIDENCE-BASED APPROACHES FOR MAKING HYBRID WORKING DISABILITY
   FRIENDLY
   
    * Working with line managers to ensure they can adapt job roles in
      accordance with flexible working requests
    * Introducing workplace adjustments for all staff to help destigmatise the
      adjustment request process
    * Exploring the full spectrum of flexible work including job-sharing,
      flexitime and compressed hours and the impact of there for disabled staff
    * Tips on the best forms of consultation with disabled employees to develop
      remote working policies in accordance with staff preferences
   
   Rebecca Florisson, Principal Analyst, Work Foundation (CONFIRMED)

 * 13.35
   
   CASE STUDY: ADAPTING THE WORKPLACE TO IMPROVE THE EXPERIENCE OF NEURODIVERSE
   STAFF
   
    * Strategies for identifying and tackle barriers to performance faced by
      neurodiverse staff
    * Measures to support the wellbeing of neurodiverse staff and prevent
      work-related stress or
    * Providing additional coaching and training to help mitigate career
      development barriers for neurodiverse employees
    * Promoting neurodiverse champions to raise awareness of key challenges and
      provide a point of contact for staff
   
   John Nelson, Chair, National Police Autism Association (CONFIRMED)

 * 13.55
   
   QUESTIONS AND ANSWERS

 * 14.15
   
   BREAKOUT NETWORKING: BUILDING TOWARDS A DISABILITY-FRIENDLY WORKPLACE CULTURE
   
   This session will provide you with the opportunity to discuss the main
   challenges you face in building an inclusive workplace and overcoming
   barriers disabled employees face. Share your experiences and discuss key
   strategies with senior colleagues from a range of sectors to work towards
   improving support for disabled employees.

 * 14.45
   
   COMFORT BREAK

 * 15.00
   
   CASE STUDY: CO-CREATING WORKPLACE POLICIES WITH STAFF AND IMPLEMENTING
   EMPLOYEE FEEDBACK
   
    * Elevating disables staff visibility: promoting employee networks to
      enhance awareness and recognition
    * Encouraging regular feedback from staff to ensure greater accountability
      of disability initiatives
    * Consulting with staff to effectively implement relevant feedback on
      disability policies
    * Utilising health passports to ensure a smooth and open dialogue between
      staff and line managers about needs and adjustments
   
   Marie-Anne Ferreira-Pursley, Co-Chair of Disability Staff Network, North East
   London NHS Foundation Trust (invited)

 * 15.20
   
   CASE STUDY: A SPOTLIGHT ON INTERSECTIONAL EXPERIENCES: SUPPORTING DISABLED
   EMPLOYEES FROM MINORITY ETHNIC BACKGROUNDS
   
    * Key insights into the unique challenges at the intersection of race and
      disability in the workplace
    * Tips for HR specialists to incorporate the reality of intersectional
      experiences into diversity and inclusion policies
    * Offering learning and development opportunities to enable for clear and
      attainable career progression paths
    * Creating open forums or discussion platforms to amplify the voices of
      disabled employees from minority ethnic backgrounds in the workplace
   
   Sami Dar, Co-Founder, 10,000 Able Interns (invited)

 * 15.40
   
   QUESTIONS AND ANSWERS

 * 16.00
   
   CHAIR’S CLOSING REMARKS
   
   *programme subject to change without notice

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