Fitting the pieces together

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It is a fact of life that the majority of  people with disabilities (at least 70%) become disabled during their working life, and we know that the incidence of disability increases steadily from the age of 45 as people get older.  It is an employer’s own interests to consider how best to take the sorts of measures that help an employee who becomes disabled or whose condition changes or deteriorates to continue to do their work.

Keeping those staff if possible, who will be experienced in the role, rather than losing them and having to recruit and train new people will always make sense. Research for an RNIB report found that keeping a newly disabled person in employment has a cost benefit of at least 2.5  times an employer’s investment, and costs much less than recruiting and training somebody else.

Retaining employees who already have the relevant skills and a  working knowledge of the organisation hels ensure that the work force has appropriate experience and expertise.  Research carried out by Business Disability Forum (BDF) finds good workplace adjustment processes and organisational values to be the most important aids to the retention of disabled employees. Indeed, 1 in every 2  disabled employees regard workplace adjustments as the most important  element in their retention.

There are services which support organisations to enable employees who become disabled to succeed in their original role. The following  specialise in providing appropriate strategies and will work with employers in order to ensure any necessary adjustments can be easily accommodated: