Guaranteed Interview Scheme

tomjonesrules

kurgon wrote: »

Actually they have the worst record in the country. I work for the public sector and would also never use the two tick. Even my own manager has told me how they used to hold two interview dates - one for the two ticks and the 'proper' one for the candidates.

Official research would disagree with you, best not to make sweeping statements when you only have your own experience to go by. If you want to read more there are several studies on the subject.

naf123, it will never be banned because the intention behind it is good. What needs to be banned is stereotyping and stigma attached to disability, and I have no idea how you would do that.

naf123

tomjonesrules wrote: »

Official research would disagree with you, best not to make sweeping statements when you only have your own experience to go by. If you want to read more there are several studies on the subject.

naf123, it will never be banned because the intention behind it is good. What needs to be banned is stereotyping and stigma attached to disability, and I have no idea how you would do that.

It is IMPOSSIBLE to ban stereotyping and stigma.

That's why it is important to remove any avenues that may lead to stereotyping.

No GSI - harder for the prospective employer to know if the candidate is disabled or not?

I wish we were like Italy - companies by LAW have to take on a disabled person!

I was thinking how about giving companies some kind of tax breaks if they employ a disabled person e.g if the company has 10% of its workforce as disabled, they can see a 10% reduction in tax?

tomjonesrules

naf123 wrote: »

It is IMPOSSIBLE to ban stereotyping and stigma.

That's why it is important to remove any avenues that may lead to stereotyping.

No GSI - harder for the prospective employer to know if the candidate is disabled or not?

I wish we were like Italy - companies by LAW have to take on a disabled person!

I was thinking how about giving companies some kind of tax breaks if they employ a disabled person e.g if the company has 10% of its workforce as disabled, they can see a 10% reduction in tax?

To remove any avenues to stereotyping you would need to get rid of all antidiscrimination legislation. Do you really want to do that?

In Italy companies have to have a certain quota of disabled workers, but there is nothing to stop them recruiting those workers in low skilled low paid work. Quota schemes have their place in promoting access to employment, but they do nothing for equality. The UK used to have a quota system, it was an epic failure as it cost to much to monitor.

Italy also has a preferred access scheme for teachers and physiotherapists (and so lower skilled roles). However it runs in near the same way as the GIS, you have to declare your disability upfront if you want to be considered for it.

The tax breaks idea has been mooted before, but it doesn't solve the equality problem, just reinforces the idea of the disabled being at the bottom of the pile.

You might want to look at how the disabled are helped in employment in Denmark. Not perfect, but the best example I am aware of in terms of equal opportunity.

naf123

tomjonesrules wrote: »

You might want to look at how the disabled are helped in employment in Denmark. Not perfect, but the best example I am aware of in terms of equal opportunity.

Can you elaborate on that please?

tomjonesrules

naf123 wrote: »

Can you elaborate on that please?

There is lots of information online if you search for it. The OECD also have some excellent reports on all of their countries, called something like 'Sickness Disability and Work' (one report will cover several countries).

naf123

tomjonesrules wrote: »

There is lots of information online if you search for it. The OECD also have some excellent reports on all of their countries, called something like 'Sickness Disability and Work' (one report will cover several countries).

I tried to search for it - I get information about "flex-work".

We do have access to work.

The issue is applying for jobs and getting jobs. Not being in employment!

tomjonesrules

naf123 wrote: »

I tried to search for it - I get information about "flex-work".

We do have access to work.

The issue is applying for jobs and getting jobs. Not being in employment!

Flex work is a very interesting scheme, it has enabled many people to get into work and remain in work long term.

If you mean Access to Work the DWP scheme, yes we do. If you are referring to access to work as in being able to apply for jobs, we do in theory, but the disabled have endless barriers in finding gainful employment.

I'm not sure what it is you are aiming to achieve. If you think the GIS scheme should be scrapped you need to find an alternative mechanism to assist disabled people. You do not appear to have done this.

Safetyone

Guaranteed Interview Scheme: Is what it say`s it guarantees that someone will sit behind a desk and talk to you ....Nothing else.No promis of a job,no promis of a secont interview .

naf123

tomjonesrules wrote: »

Flex work is a very interesting scheme, it has enabled many people to get into work and remain in work long term.

If you mean Access to Work the DWP scheme, yes we do. If you are referring to access to work as in being able to apply for jobs, we do in theory, but the disabled have endless barriers in finding gainful employment.

I'm not sure what it is you are aiming to achieve. If you think the GIS scheme should be scrapped you need to find an alternative mechanism to assist disabled people. You do not appear to have done this.

There is no alternative. Disabled people must not mention a word of their disability in their CV.

When offered the interview, then the employer probably should be informed...

tomjonesrules

naf123 wrote: »

There is no alternative. Disabled people must not mention a word of their disability in their CV.

When offered the interview, then the employer probably should be informed...

So they don't mention it, and then turn up in a wheelchair? It might be a bit obvious!

There is no obligation to inform an employer of your disability (with limited exceptions), although you cannot expect adjustments to be made if you conceal your condition.

You miss the fact that, whilst there certainly are unwilling employers out there, there are also those that offer the GIS scheme because they genuinely believe in giving the disabled a chance. What would happen to them, opportunity wasted?

There is a simple option - the GIS scheme is voluntary, there is no obligation on the applicant to tick the box. Why not just leave it up to the individual?