Access to Work can help Deaf people to enter and thrive in the workforce with the same support that anyone else would expect.
This Government scheme provides funding to help remove some of the barriers to Deaf colleagues that might not be faced by their hearing counterparts, so that everyone has equal opportunities in the workplace.
It’s an invaluable resource which is often underutilised, simply because people don’t know it exists or the extent to which it can provide support.
This guide will help break down the kinds of support available and how to maximise its effectiveness for employers and employees.
What is Access to Work?
Access to Work is available across England, Scotland and Wales, with a slightly different version of the scheme available in Northern Ireland.
Run by the Department for Work and Pensions, it’s open to anyone with a disability or condition that could form a barrier to accessing employment in the same way as anyone else.
Both employed and self-employed people are eligible to benefit from the scheme, which can help employers to meet the expectations of the Equality Act and create a workplace where all feel valued.
Who can apply?
In order to apply, you must be a UK resident, aged 16 or over, in paid work, or about to start in the next 12 weeks.
Paid work could include standard employment, but also covers self-employment, apprenticeships, work-experience and internships. It may be full-time or part-time and can also help in parts of the hiring process such as interviews.
The scheme is open to anyone with a physical or mental health condition or disability that means you need support to do your job or get to and from work, including Deaf employees.
What support can Access to Work provide?
Access to Work is designed to remove barriers and ensure Deaf employees can do their jobs on an equal footing to their hearing colleagues. The scheme can fund a range of practical support, including:
BSL interpreters and communication professionals
You could use Access to Work funding to ensure communications are inclusive for all your staff.
This might include the provision of BSL interpreters, speech-to-text reporters, lipspeakers and note takers, ensuring your Deaf employees can fully participate in meetings, training and day-to-day interactions.
Specialist equipment and technology
The funding could be used to pay for specialist equipment to ensure efficient working and staff safety. Amplified phones, visual alert systems, captioning software and video relay services all come under this category. Technologies like these can make a huge difference in giving independence and confidence to Deaf colleagues.
Travel support
For some employees, travelling to work may be a barrier. Access to Work can also help to support this, for example, funding taxis or adapting vehicles if public transport isn’t accessible.
This doesn’t only apply to attending an office either. Funding can also be allocated to cover occasional travel to work or meetings.
Maximising your support
The current annual limit for Access to Work funding is £69,260 per grant. This cap is regularly assessed and is usually more than enough to cover the kinds of adjustments required by most employees, including provision of BSL interpreters if necessary.
The funding has the most impact when employers and employees work collaboratively to ensure that it is being focused on providing the right adjustments and resources. The employer may not be aware of the barriers faced by their Deaf employees, but will have an awareness of what’s possible within the scope of the organisation, whereas the employee can advocate for their own needs.
It’s important to continually reassess how the funding is spent, as the needs and job role of the individual evolve. What worked a year ago may be less relevant today.
If you’re unsure of the kinds of support that are available, Sign Solutions can provide guidance and advice throughout the process.
Creating a supportive workplace
Many of the adjustments put in place to help disabled colleagues often end up benefiting other workers, too. Things like visual alarms and captioned meetings could be of use to everyone.
The funding can also be used to help create a more inclusive workplace by investing in Deaf Awareness Training, so that hearing colleagues can understand what their Deaf counterparts are experiencing. This can help improve both skills and empathy, and allow everyone to feel like a part of a team.
Where to get help
You can find lots more information about how to apply on the Access to Work website. However, if you’re looking for more personalised support and expertise with one to one guidance, Sign Solutions can advise and support you through the application process, assist you in accessing BSL interpreters and provide workplace assessments with suggestions for improvement.
Get in touch today to discuss your needs and see how we can help ensure that your workplace welcomes everyone.
