Written evidence from Shaw Trust (AST0027)

1. Introduction

1.1.           Shaw Trust is a national charity with a thirty year history of supporting people to achieve their full potential. Helping 50,000 people a year from over 100 locations across the UK, we support customers to enter work, gain new skills and lead independent, inclusive lives. Shaw Trust delivers a range of Department for Work and Pensions (DWP) funded employment services provision, including Work Choice, Work Programme, and will deliver the new Work and Health Programme from this month.

1.2.           In 2014, Shaw Trust merged with the Disabled Living Foundation (DLF) which provides impartial advice, equipment and training on Assistive Technology (AT) to enable people to live independently. Two million people use the DLF website to access advice on AT each year. DLF also runs youreable.com, supporting 60,000 disabled service users a year with advice on benefits, travel and health.

1.3.           DLF provides the most comprehensive catalogue of AT in Europe, accompanied by expert advice and guidance by practitioners.  Over two million people per annum use DLF services for information on AT, with over 10,000 products listed on the database provided by 950 manufacturers and suppliers. 

1.4.           To inform this response, Shaw Trust ran a survey which was completed by both users of the DLF’s youreable forum and Shaw Trust staff. Shaw Trust also arranged a focus group with staff, and drew on previous AT research and surveys in relation to Personal Independence Payments.

2. Executive Summary

2.1.           Assistive technology covers a wide range of products and services that maximise disabled people’s ability to live independently. AT has a vital role to play in meeting the government’s target, outlined in its ‘Improving Lives’ strategy to get one million disabled people into work, and also supporting them to stay and progress in work.

2.2.           Shaw Trust and DLF’s analysis of the AT sector has highlighted that more research is needed into the economic benefits of AT and its potential contribution to UK productivity. There is currently a paucity of research in this area. However, what research there is shows that the market for AT is rapidly expanding and could offer significant returns on investment to the UK government if the market developed effectively.

2.3.           Some of our survey and focus group respondents reported challenges in the level of knowledge and understanding about AT amongst employers. This made it difficult for employees to explain how AT would assist them at work, and put forward a business case for purchasing equipment. This includes a lack of awareness from employers about the Access to Work scheme.

2.4.           Shaw Trust and DLF welcome the government’s commitment to develop a ‘one stop shop’ information portal for Disability Confident. There is an opportunity to include resources on Access to Work, as well as AT more generally, through the portal, and raise employer and employee awareness of the benefits of AT. The launch of this portal should be supported with a marketing campaign which also promotes Access to Work to employers.

2.5.           Access to Work is an effective way of providing access to AT, but it is not the only one. DWP needs to reform sometimes cumbersome application, renewals and claims processes, to ensure it is quicker and simpler for disabled people and employers to use.

2.6.           A competence framework should be developed for AT practitioners, and other relevant professionals, to quality assure AT advice and assessment delivered through Access to Work, Personalised Independence Payments and other government schemes. It should also support a joined up approach to developing confidence and competence on AT across all relevant settings, from education and training through to employment and career progression.

2.7.           Joined up AT funding and planning is needed to enable disabled people to access the equipment they require, if they do not have the funds themselves to purchase what they need. This should be a key part of a comprehensive cross-government disability strategy. This should focus on disabled people’s lives, and their AT needs, in the round. It must be joined up across departments and levels of government, reforms affecting disabled people (e.g. Universal Credit, PIP) and wider government strategies (e.g. industrial and infrastructure strategies). 

3. The role of Assistive Technology in helping disabled people enter and stay in work

3.1.           Shaw Trust and DLF greatly welcome the government’s commitment to support one million disabled people to move into work over the next decade. This is vital given that the disability employment gap has stayed stubbornly static, at around 30%, for the last decade[1].

3.2     Our research highlights the vital role AT can play in reducing this employment gap. AT is essential in supporting disabled people to enter work, but also to stay and progress in employment; currently, 114 disabled people leave work, for every 100 that enter it.[2]

3.3      Assistive technology is key to enabling disabled people to live independently. It can be defined as “any product or service that is designed to enable independence for disabled (and older people)”. This is the definition of disabled people’s organisations, following a consultation by the King’s Fund, and co-produced by disabled people.[3]

3.4      AT covers a wide range of products and services designed to assist with daily living for disabled people, people with additional needs, older people, as well as carers of disabled people. Assistive technologies range from low-tech items, like kettle tippers, to high-tech solutions such as IT products and services, toilets that wash and dry, communication aids and environmental control systems.

3.5     The DLF’s Living Made Easy website features over 10,000 products to assist with all aspects of daily living.  AT can therefore range from cutting edge computer based solutions to the simplest of products, such as a walking stick, that can make a fundamental difference to the lives of disabled people.

3.6      As well as being fundamental to maximise opportunities for work and independent living for disabled people, AT plays a vital role in enabling wellbeing, reducing hospital admissions and the burden on social care, and supporting a full contribution to economic, family and community life.

3.7     More research is needed on the economic and productivity benefits of AT. What research there is shows a significant return on AT investment. An LSE Personal Social Services Research Unit (PSSRU) report found every pound spent on adaptive technologies delivers a net saving of £1.10 back to the public purse.[4]

3.8     The consumer market for AT is also growing rapidly around the world. Localis research suggests that the US assistive technologies market is growing at a compound rate of 6% per annum, and was worth $55 billion in 2016. China estimates its sector will be worth in excess of $100 billion. Since 2016, its government has been orienting science parks, research and development activity and global technology transfer partnerships towards AT with most potential domestically and abroad. Localis sees the recent launch of an All Party Group on AT in this country as evidence of a “meaningful business niche in which the UK could play a leading global role and could potentially form part of a post Brexit export and trade settlement”.[5]

3.9     The benefits of AT are borne out by Shaw Trust and DLF’s survey results and focus group research. Fundamentally, a number of our respondents said they would be unable to work without their AT. They have a range of disabilities and health conditions, ranging from sensory impairments and issues with manual dexterity through to learning disabilities. Typical responses included “without Assistive Technology, I would not have been able to work”. Respondents listed AT like screen readers, Dragon software, wrist supports and ergonomic equipment as essential workplace aids.

3.10   For others, AT enables them to work more effectively. Respondents reported that AT maximised their ability to work more quickly and productively: “If I didn’t have my AT, I would only be able to work for a set period of time or would need lots of breaks to finish my work for the day.” AT also enables respondents to work independently, reducing the need for staff to rely on colleagues or managers to check their work, or to translate instructions for them.

3.11   Our research also highlights clearly the benefits AT can bring to employers in creating more inclusive and productive workforces and workplaces. To quote one Shaw Trust Manager: “some guys here could work without AT but the length of time that they could actually do a piece of work would be significantly reduced. This would be due to the time that the individual could cope with working without AT or due to the speed of work without the use of AT”.

3.12   However, some respondents reported challenges in knowledge and understanding of AT employers demonstrated. This made it difficult for employees to explain to employers how AT would assist them at work, and to put forward a business case for purchasing equipment. Other employers wanted to purchase AT, but were unaware of where they could get information to purchase suitable equipment. Others were reluctant to purchase new equipment as they found the costs of AT prohibitive.

3.13   We are calling for the government to address lack of employer awareness and cost concerns by providing comprehensive and impartial information, guidance and support on what AT is available through Access to Work. Marketing and promotional activities are also needed to raise awareness of the scheme and how to use it effectively.

3.14    The government’s very welcome commitment, through its ‘Improving Lives’ strategy, to bring together and promote information and advice on Disability Confident[6] provides an ideal opportunity to improve employer support and awareness. The ‘one stop shop’ portal for SMEs, due to go live this year[7], should bring together and promote existing high quality AT information, resources and expertise to advise and support employers and employees. For example, the DLF’s “Living Made Easy”[8] and the Business Disability Forum’s[9] online resources provide the information and support to employers and employees need to find appropriate AT.

Recommendations for government

3.15         Shaw Trust and DLF’s analysis has highlighted that more research is needed into the economic benefits of AT and its potential contribution to UK productivity. What research there is shows that the market for AT is rapidly expanding and could offer significant returns on investment to the UK government if the market developed effectively.

3.16        Through the government’s commitment to develop an information portal, provide access to comprehensive, high quality, impartial information to both employees and employers about AT available through Access to Work. 

4.    Is Access to Work the most effective means of providing access to AT?

4.1.    Access to Work is an effective means of providing access to AT, but not the only one. In order to use Access to Work effectively, employers and employees need to access information, resources and expertise on what AT is available on the market, together with guidance on what might suit them best.

4.2.    An absence of expert advice and guidance can lead to ineffective investment in AT with limited benefits for employees and the employers. 2014 research found information was the key barrier to uptake of assisted living technologies (ALTs). At all stages, researchers found a “lack of awareness of ALTs and the need for much more accessible and better information to empower people to make choices…in terms of where to go to buy products and what to buy was evident”.[10]

4.3.    For many people, there is a requirement to see and try AT equipment and services, in order to judge which product or service suits them best. Employers and employees should be enabled to access AT through local equipment demonstration centres to choose the piece of kit that is most suitable to their needs.

4.4.    Our survey and focus group feedback shows that Access to Work’s application, renewal and payments processes can be complex and cumbersome. For example, there can be delays in employees receiving training and equipment. In one instance, a disabled employee at Shaw Trust waited five months for software to support their role and longer for specialist training to use it.

4.5.     Shaw Trust and DLF recommend that DWP investigates how it can make the Access to Work process more efficient and effective for employers and disabled employees through the following measures. Firstly, making information needed from Access to Work easier to access and navigate –   the development of the government’s portal provides an ideal opportunity and mechanism to do this.

4.6.    Secondly, speeding up and simplifying the application, renewals and claims processes: e.g. the claim process for taxis taking too long was an issue that came up through our surveys and focus group feedback. To quote one of our survey respondents “from an organisational point of view for something like taxis, Access to Work are not quick enough at paying for them. The only way we can do taxi payments is that our organisation pays the taxi company and then we claim back from Access to Work. Otherwise the taxi companies that we use would be out of pocket for thousands of pounds because payment can take 6 or 8 weeks to process”. 

4.7.     Lastly, providing accessible communication and information: e.g. the needs of British Sign Language (BSL) users was one issue that came up in our surveying. One respondent said about accessing government information: “communication is a huge problem with BSL being my preferred language and I have to ask my Manager to help me understand what is going on but if he is busy there is no one to help.  When I try to get in touch with my adviser he is off and then I have contact with someone who doesn’t understand my communication needs”.   

4.8.     The majority of employers we work with are interested in increasing the number of disabled people they employ. However, often they lack the knowledge of how to develop an accessible recruitment process, make workplace adjustments, and offer tailored support to disabled employees. They fear that ‘if something goes wrong’ they will lack the skills to effectively support their employees. These issues need to be tackled if employers are to become truly disability confident. Using Disabled Peoples’ Advisory Networks can be one way for employers to bridge the knowledge gap between Access to Work overall, and how it can be used to support specific employees. Guidance to employers on setting up such networks should be included in the ‘one stop shop’ informational portal.

Recommendations

4.9.           Make information and resources needed from Access to Work easier to access and navigate, and provide access to expert advice and local demonstration centres. The development of the government’s portal provides an ideal opportunity and mechanism to implement these measures.

4.10.      DWP needs to reform the sometimes cumbersome Access to Work application, renewals and claims processes, by speeding it up and simplifying it for employers and disabled service users.

5.      How should the government support the development of this technology? Our Recommendations

5.1.           Shaw Trust and DLF are calling on the government to develop an AT strategy around three key priorities. Firstly, providing access to comprehensive, high quality, impartial information to both employees and employers to raise awareness of the AT that is available through Access to Work.

5.2.           As already stated earlier in this submission, the development of a portal provides an ideal opportunity to do this. As well as bringing together and promoting existing AT resources (such as DLF’s “Living Made Easy” and the Business Disability Forum’s website) it should contain details of local Work and Health Programme and Fit for Work providers, other local specialist disability employment support, Equality Act obligations and tips and case studies on how disabled employees can be effectively supported through AT. The portal also needs to be accompanied by marketing campaign to raise awareness amongst all employers and disabled employees.

5.3.           Secondly, through the development of a competence framework, training organisations will be enabled to create sustainable accredited skills and training programmes. Such a competence framework could be used to quality assure the advice and assessments delivered by AT practitioners, and other relevant professionals. It should also support a joined up approach to developing confidence and competence on AT across all settings and issues, from education through to employment and career progression.

5.4.           In the workplace, a critical factor for the uptake of appropriate AT is that occupational therapists are fully trained in this area, but this is not currently the case. A competence framework could also support professionals advising disabled people within the Personal Independence Payment and Universal Credit systems.

5.5.           Thirdly, joined up funding and planning is needed to enable disabled people to access the equipment they need, if they do not have the funds themselves to purchase what they need. Shaw Trust and DLF are calling for this joined up funding and planning approach to AT to also be a key part of the development of a comprehensive cross-government disability strategy.

5.6.           This should focus on disabled people’s lives, and their AT needs, in the round. As such, any cross government disability strategy needs to cover all UK government departments, devolved administrations and local government. It should be based on measurable objectives for each relevant department and layer of government, and joined up through a common commitment to support disabled people to live inclusive, independent lives.

5.7.           It should also be aligned across all government reforms affecting disabled people, such as welfare and extra costs support changes, such as the roll out of Universal Credit and PIP reform, and health and social care integration initiatives.  One of the key reasons for under-investment and lack of planning in AT is that it currently falls between the health and social care systems. The addition of social care to the Health Secretary’s title and ministerial responsibilities, provides the opportunity to ensure that AT funding no longer falls between these two closely interrelated settings.

5.8.           To address underfunding of AT, the government should also work with private and third sector organisations, as well as further and higher education partners, to explore how financial support and innovation could be provided through AT related public private partnerships and grants.

5.9.           Any specific AT strategy or cross departmental disability strategy produced by government must also be joined up with relevant UK employment and growth initiatives, such as the government’s apprenticeship, industrial and infrastructure strategies. Many of the technologies that are being focused on for support from government through its industrial and infrastructure strategies (e.g. driverless vehicles, improved broadband and digital technologies) could revolutionise the lives of disabled people. Yet, disabled people are often more excluded from technology then the general population. For example, 25% of disabled adults have never used the internet compared to 6% of non-disabled adults.[11]

5.10.      Formulation of any cross government disability strategy, and reforms to AT specifically, should also be driven by nation-wide consultation and co-production which harnesses the AT experiences and expertise of disabled

January 2018