WEBVTT - This file was automatically generated by VIMEO

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Hello and welcome to Stronger Voices Together, brought

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to you by John Lyons Charity, A podcast dedicated

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to exploring the diverse, vibrant world

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of disability and inclusion.

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The charity's funding strives to support all children

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and young people through education, including those

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with learning and access needs, championing their right

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to access the same opportunities as anyone else.

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I'm your host, Lucy Edwards, blind broadcaster,

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content creator and disability activist,

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and I'm delighted to be on this journey with you.

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For those of you listening to this podcast

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and not watching, I'm joined by my gorgeous guide dog,

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miss Molly, at my feet, my audio description is

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that I've got a Forest Green dress on.

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It's velour in feel and touch,

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and I'm wearing a nude lipstick and coral eyeshadow

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For many young people in the uk.

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Turning 18 marks a significant milestone.

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However, for many young people with disabilities,

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it's a daunting transition into a world

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with limited opportunities for furthering your education,

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gaining necessary skills, or embarking upon a career.

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According to the House of Commons Library, in January

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to March, 2023,

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342,000 working age disabled people were unemployed.

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In the uk, many young people

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with disabilities have a strong drive

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and desire to work with so much untapped potential.

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We want to work with organizations to bridge this gap

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to ensure disabled people looking

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for work are not overlooked.

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Join us as we embark on a journey to advocate

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for systemic change, challenge perceptions,

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and carve out a path towards a future where everyone,

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regardless of ability, has equal access

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to fulfilling career opportunities.

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I'm joined today by Chardonnay Roseman,

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office assistant at John Lyons Charity

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and Jack Taylor, head of fundraising

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and communications at Pursuing Independent Paths,

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or pip, which is a charity that empowers young adults

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with a learning disability

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or autism to achieve their ambitions.

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Hello, both of you. Hi, Liz. I hate you. Doing okay.

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I always love to start the podcast

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with a quick audio description, your pronouns,

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and a bit about what you do.

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So Chardonnay, take it away.

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I have three jobs. I'm a office assistant at John Nines.

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I, the student council committee leader at pip,

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and I'm also also work in hospitality as a waitress at,

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uh, caf.

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Lovely. And and what do you look like Chardonnay for all

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of our visually impaired friends. I

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Have green jeans, I have brown boots with

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material that is shiny and the John Lions t-shirt.

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Lovely. And Jack, what about yourself?

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So I am about six foot tall with, uh,

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brown hair, desperately need of a haircut.

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Um, wearing a maroon red over overshare jeans

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and Scuffed Doc, uh, doc Martins.

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Um, my pronouns are he, him and I'm head of fundraising

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and comms at Pursuing Independent Paths.

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Thank you. And just a bit more about what you do at PIP

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because I know that just

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before we turned on the camera we were

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chat chatting about it.

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So what do you do there and why did it start?

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So PIP was established 40 years ago now. Yes. Um,

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Yeah, it will be 40 years. Oh,

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Wow. Hang on, Charna.

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Um, I was uncertain there. You weren't.

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Um, so PIP was founded by parents of adults

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with learn disabilities through the

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absence of local provision.

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We work to support adults of LD to achieve

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self-defined goals.

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So for someone like Chardonnay, that has always been a job.

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There was no doubt of that. And her next one is moving out.

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Um, but certainly in the context of some of our students,

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it can be confidence making friends.

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Um, and we have our Pathways employment

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where Chardonnay is one of our case studies of course,

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but we have, uh, independent living skills, health

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and wellbeing and creative performing arts.

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But yeah, PIP is fundamentally at its core

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and organization that tries to support adults of LD be

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who they want to be. Yeah. And

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And you see the whole person by the sounds of it. Yeah.

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Yeah. Not just we, we are really lucky there.

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Um, and it's with real hard work as well.

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And Chardonnay, what do you do at work?

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What do you do as a office assistant?

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I'm in charge of ordering stuff

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for the office from coffees to teas.

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And then during summertime I did my first John Lyon visits

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to all different boroughs that John Lyon fund.

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It was very good to see

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all the products they fund.

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And that one school was a disability school, which

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got tears in my eyes 'cause I've never been

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to a disability school.

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Lovely. And Chardonnay, how did you get involved

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with John Lyons charity?

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What is your career path so far? That

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Was done through pip John Lyons charity offered me an

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internship, which I accepted.

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Oh, nice. And how did you first kind of get,

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get started with pip?

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Like what was your first task and role?

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My first role at PIP was being a student rep,

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which was about representing all the students,

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what their needs and what they would like at.

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Lovely. And then we did a bit fruitful.

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Oh yes, I'm fruitful.

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So fruitful is our social enterprise juice in market where I

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was a trainee and now I've graduated from Fruitful.

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Oh, okay. Cool. Amazing.

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And, and what would you say are the career barriers

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that are facing young people at the age of 18 at the minute

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that you face with them?

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I think there's twofold goal, uh, challenges.

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The first is that kind of,

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if we consider mainstream educational schooling, how that is

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designed to really suit the entire spectrum of young people.

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And that can mean that people don't get the support they

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need in school settings.

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If I think back to school, I had an intense amount

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of support and now my partner who is a teacher says

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that would be a pipe dream for so many young people.

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Mm. So leaving, they often leave school with

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not having had the amount of support that's appropriate.

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And then I think the second challenge can be the attitudes

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of employers recognizing that for so many people,

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that first job where you gain your first experience is

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so difficult to get.

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That's why the John Lyons internship

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for Chardonnay is incredible.

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That's why we run Fruitful.

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'cause it gives paid work experience for students.

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And I think it is kind of that thing of if you're not able

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to go into the workplace, perhaps

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with an appropriate skills base on appropriate experience

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base starting careers is impossible. Mm-Hmm.

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Would you say that chardonnay, that mainstream school

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didn't really offer you that much support with your career?

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You're happy to have PIP in your life?

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The school I went to did not have anything at all.

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And obviously being autistic, they didn't have any training

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or any department.

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So once I left Sky, I found pip, which has been the,

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Yeah. Yeah.

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Okay. And,

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and what would you say that schools could do better?

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You know, what, what are the, were the,

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what are the main things about PIP that have helped you kind

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of get on your career journey so far?

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Uh, Pip's had the, the PIP has got the support system

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that schools should have now. Mm-Hmm

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Mm-Hmm. So what

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are the what? Give me a few things

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that you've done at pip.

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Have you written a CV together?

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I've got a cv.

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I pass my food hygiene training,

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which I now do juicing at home.

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Nice. Do lockdown.

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I've also come up with different juicing

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and smoothie recipes as well as that. Nice.

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Fruitful is lovely. 'cause it

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teaches customer service. It teaches a

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Lot customer Cash

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Handling, cash handling, tool training as well.

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Yeah. And what, what about you Jack?

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How, what do you primarily kind of teach at pip?

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So we, we've got four pathways which are similar to kind

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of subject levels at school.

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Um, Chardonnay is one

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of our best graduates from our employment pathway.

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And then we have creative performing arts, health

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and wellbeing and independent living skills designing across

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those four areas that align to student's interest.

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They should get out of that what they want

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for their goals in life.

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Chardonnay, tell us a bit more about

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how you got into your current role

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That I will pass to Jack.

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So, um, Chardonnay, uh, had been at PIP for a few years

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and, um, PIP had very been very grateful

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for the John Lyons employment grants

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that we'd received over the years that allowed us to pay

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for an employment coordinator.

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That meant when John Lyons had launched a specific role

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for young adults of LD to get into the charity sector.

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That PIP had the support structures in place, particularly

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through zoo, our employment coach at the time, to support,

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um, Chardonnay

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and other candidates from PIP to apply for the role.

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And I think it's a real open mindedness from John Lyons.

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And I think what was great was how the team was so open

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to understanding how the process could be structured

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and also how support packages could look like.

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And then ultimately it was charade Chardonnay

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who did the hard work and the runup in the interview.

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So we can't claim any credit for that.

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I think you can claim the credit now. Chardonnay I

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Definitely can claim with them today.

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Yeah, definitely. And

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how did Zoo help you? Chardonnay? She,

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Uh, she helped me by traveling with me to

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the John Lyons office

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and she stayed with me for a while, a very long

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until I got the hang of things like John Lyons.

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'cause I've never done office, uh,

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office work like that before.

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Yeah. If I say John Lyons and Sue

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Does it, does it help if she kind of chats

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to you about interview process or,

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or things that you are kind of need needing to know

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or needing to expect from a role when you first go in?

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When I, when I first got to John Lion,

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there was a doc, which was great, but I was scared of that.

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So in my next meeting with John Lions, I tell that I,

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that if I could be warned about dogs

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and now me and Maple friends.

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Oh, lovely. So is Maple the dog office in the office?

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Dog. Close

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Dog. So from

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what you guys are describing without PIP

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as an organization, you know, you'd be in real trouble

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as a disabled person going into the world of work

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because it'd be quite daunting.

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Do you think That's why I'll open it up to both of you.

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That mainstream schools and,

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and there's a a, there's an unemployment gap for disabled

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people and children going into the world of work

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and teenagers I think, I don't know.

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You know, we heard that stat, didn't we?

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At the top of the podcast. Um, a lot

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of disabled people are unemployed.

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Do we feel like because there isn't this pathway that,

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that there's a gap here?

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Who Both of you?

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My experience and I said if it wasn't for PIP

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and Sue who was the job good at extra time,

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I don't think I would have a job today at

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PIP or in hospital.

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Betty, you are doing this podcast today, so, yeah. Well

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What about you Jack?

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Yeah, I think it is difficult kind of,

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if I think about the employment support that was offered

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to me even as a teenager with my autism,

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it definitely wasn't appropriate.

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And I think, it's not to say I don't think the staff

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or there's not a desire in mainstream education,

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00:12:47.995 --> 00:12:50.415
but there's obviously a funding crisis in schools.

257
00:12:50.635 --> 00:12:52.735
But I think it's also that thing of recognizing

258
00:12:53.675 --> 00:12:55.735
within social care, the kind

259
00:12:55.735 --> 00:12:57.535
of concentrated support PIP can offer

260
00:12:58.045 --> 00:12:59.335
even now is still special.

261
00:12:59.435 --> 00:13:01.335
We have a wait list of over 50 students waiting

262
00:13:01.335 --> 00:13:02.575
to join from 80 places.

263
00:13:03.315 --> 00:13:06.615
Um, Chardonnay come in and thrived

264
00:13:06.615 --> 00:13:07.655
and you've been able to cut your days

265
00:13:07.655 --> 00:13:08.815
at PIP just one day a week.

266
00:13:08.815 --> 00:13:10.135
And, um,

267
00:13:10.595 --> 00:13:12.535
but it's, it is something of kind of,

268
00:13:13.065 --> 00:13:17.305
particularly if we think about, um, how the structure is.

269
00:13:17.625 --> 00:13:19.425
'cause if you are in that 18 to 25 bracket,

270
00:13:19.685 --> 00:13:21.225
you might be able to transition into college,

271
00:13:21.885 --> 00:13:24.905
but even then they can be struggling to be appropriate.

272
00:13:25.045 --> 00:13:28.385
And then you are kind of course barred after that point.

273
00:13:28.485 --> 00:13:30.665
You are left to it, so to speak,

274
00:13:30.665 --> 00:13:32.985
unless you qualify for perhaps some job coaching

275
00:13:32.985 --> 00:13:35.785
for the job center, which flipping a coin

276
00:13:35.785 --> 00:13:36.905
typically has better odds.

277
00:13:37.205 --> 00:13:39.945
Um, so it's an immense challenge. What,

278
00:13:39.945 --> 00:13:42.465
What does being appropriate mean then to both of you?

279
00:13:42.785 --> 00:13:45.465
I mean, I know for my own access needs,

280
00:13:45.465 --> 00:13:46.945
every disabled person is different,

281
00:13:47.285 --> 00:13:51.185
but you know, for my own access needs, I have like a 10 page

282
00:13:52.185 --> 00:13:53.705
document of like everything

283
00:13:53.705 --> 00:13:57.825
that I could possibly want an employer to kind of do for me.

284
00:13:58.215 --> 00:13:59.865
What does that mean for you?

285
00:14:00.005 --> 00:14:02.665
Is it is individuals like do you have that kind of

286
00:14:03.495 --> 00:14:04.745
like 10 page document

287
00:14:04.805 --> 00:14:07.585
or do you have something else that you give to employers?

288
00:14:07.985 --> 00:14:09.225
I give them my cv.

289
00:14:09.385 --> 00:14:11.985
'cause that's the main important thing for employers

290
00:14:11.985 --> 00:14:15.305
to see the experience you've had as well.

291
00:14:15.525 --> 00:14:17.305
And then you go onto the interviews

292
00:14:17.525 --> 00:14:20.625
and from interviews everyone is different.

293
00:14:20.725 --> 00:14:22.185
If you pass off, you fail.

294
00:14:22.655 --> 00:14:23.945
Good to know Chardonnay.

295
00:14:23.945 --> 00:14:27.505
Do you, do you think that it's it's good to, to talk

296
00:14:27.505 --> 00:14:29.945
to employers about your disability in that interview then?

297
00:14:30.745 --> 00:14:33.185
I definitely did with the help of zoo

298
00:14:34.025 --> 00:14:36.905
'cause she came with me to my brilliant interviews.

299
00:14:37.295 --> 00:14:38.665
Yeah. Which helped a lot.

300
00:14:39.025 --> 00:14:42.425
I don thought I would've coped alone. Yeah.

301
00:14:42.685 --> 00:14:44.505
But like is that thing of interviews,

302
00:14:44.735 --> 00:14:48.265
even in a best case scenario, are a skill

303
00:14:48.295 --> 00:14:51.105
that most people perhaps will hopefully do 12,

304
00:14:51.340 --> 00:14:53.500
15 times a like if you think about even if you change a job

305
00:14:53.500 --> 00:14:56.405
every couple years and trying to keep that skill up to date.

306
00:14:56.405 --> 00:14:59.205
And well practice particularly for many of our students

307
00:14:59.205 --> 00:15:01.645
where if you think of the last three to four years of just

308
00:15:02.365 --> 00:15:04.845
societal change with online interviews being much more

309
00:15:04.845 --> 00:15:07.205
common, if you struggle to read body language like I do,

310
00:15:07.595 --> 00:15:11.005
then you are struggling immensely on a digital platform.

311
00:15:11.505 --> 00:15:14.485
And I think one of the things that I think PIP does

312
00:15:14.485 --> 00:15:17.205
that's quite special, and this is why John Lyon's scheme for

313
00:15:17.515 --> 00:15:19.405
that chardonnay was successful, win is special.

314
00:15:19.465 --> 00:15:23.245
And why this podcast is so vital is creating

315
00:15:24.425 --> 00:15:27.155
perhaps not, uh, roles that are kind of

316
00:15:27.745 --> 00:15:29.315
allocated towards it,

317
00:15:29.375 --> 00:15:32.435
but creating processes as part of your recruitment

318
00:15:32.865 --> 00:15:37.795
that are from the get go, designed to be in partnership

319
00:15:37.795 --> 00:15:41.035
with candidates so that you can discuss access needs.

320
00:15:41.595 --> 00:15:44.995
'cause it can be as simple as if you are suffering from

321
00:15:44.995 --> 00:15:47.915
autism and you, you struggle to perhaps advocate

322
00:15:47.915 --> 00:15:50.355
for yourself, which can be a massive issue for everyone.

323
00:15:51.055 --> 00:15:54.835
Um, having the self-confidence to put yourself forward

324
00:15:54.855 --> 00:15:55.875
during an interview process

325
00:15:56.015 --> 00:15:59.195
and say, I need this without having the fear that

326
00:15:59.195 --> 00:16:03.395
that might cost you the role is I don't have it.

327
00:16:03.775 --> 00:16:04.915
And to expect everyone else

328
00:16:04.915 --> 00:16:07.155
to have it is too much as well. Mm-Hmm

329
00:16:07.375 --> 00:16:08.375
Mm-Hmm.

330
00:16:08.395 --> 00:16:09.755
I I hear you.

331
00:16:09.935 --> 00:16:13.155
And I think we're talking about a kind

332
00:16:13.155 --> 00:16:14.395
of in, in that interview process.

333
00:16:14.395 --> 00:16:16.795
Obviously we, we are having to advocate for ourselves.

334
00:16:16.855 --> 00:16:19.995
But whose responsibility do you think it is within the

335
00:16:19.995 --> 00:16:24.035
workplace or, um, you know, outside of work to,

336
00:16:24.255 --> 00:16:26.835
to help people with disabilities in their career?

337
00:16:28.525 --> 00:16:30.205
I think it's down to each company.

338
00:16:30.565 --> 00:16:32.325
'cause each company has their rules

339
00:16:32.465 --> 00:16:35.485
and guidelines of how

340
00:16:36.375 --> 00:16:38.205
disability people should be treated.

341
00:16:38.945 --> 00:16:41.005
For me, it wasn't great, but

342
00:16:41.005 --> 00:16:45.125
that didn't stop me from applying for jobs as well.

343
00:16:45.715 --> 00:16:47.645
What about you Jack? I'm exactly the same.

344
00:16:47.845 --> 00:16:51.125
I think it is, if you are unable as a company

345
00:16:51.185 --> 00:16:54.885
or organization to reflect society at large in your

346
00:16:54.885 --> 00:16:56.245
workforce, you have failed.

347
00:16:56.785 --> 00:17:00.835
And it's something which it shocks me a little bit,

348
00:17:00.835 --> 00:17:01.995
even in the charity world.

349
00:17:02.015 --> 00:17:03.595
So I'm very forefront of candidates.

350
00:17:03.715 --> 00:17:06.435
I say that we have senior managers in the organization like

351
00:17:06.435 --> 00:17:07.875
myself who have accommodations.

352
00:17:08.335 --> 00:17:10.155
That's what we believe in as an organization.

353
00:17:10.815 --> 00:17:13.075
We can't support adults with learn disabil

354
00:17:13.135 --> 00:17:15.755
or neurodiversity without reflecting that in our staff base

355
00:17:15.755 --> 00:17:18.275
as well for that kind of self experience base.

356
00:17:19.015 --> 00:17:22.635
But sadly that's not reflective of organizations.

357
00:17:23.095 --> 00:17:27.115
And I think it is there is for,

358
00:17:27.415 --> 00:17:30.315
for organizations that kind of societal obligation.

359
00:17:30.655 --> 00:17:32.235
But I think the other side of that is

360
00:17:32.235 --> 00:17:33.675
what you are missing if you don't have

361
00:17:33.675 --> 00:17:35.115
that diversity in your organization.

362
00:17:35.775 --> 00:17:38.275
And then part of the challenge as well is I think sometimes

363
00:17:39.565 --> 00:17:40.595
we've had other students

364
00:17:40.775 --> 00:17:43.035
who have struggled once management has changed

365
00:17:43.295 --> 00:17:46.235
or support structures, workplace bullying is common

366
00:17:46.455 --> 00:17:50.645
or people who kind of see individuals as a burden

367
00:17:51.025 --> 00:17:52.125
or extra work.

368
00:17:52.225 --> 00:17:53.725
Oh, I hate that work little bit.

369
00:17:54.145 --> 00:17:55.685
Oh, How I,

370
00:17:56.865 --> 00:17:59.525
the language I would use is not appropriate for podcast settings.

371
00:18:00.145 --> 00:18:01.805
But certainly for me, it's kind

372
00:18:01.805 --> 00:18:02.845
of that thing of, no it's not.

373
00:18:02.955 --> 00:18:05.445
Because that is a limited view of just

374
00:18:05.995 --> 00:18:08.205
what diversity can bring.

375
00:18:08.345 --> 00:18:11.445
And we know more diverse workspaces work better.

376
00:18:11.945 --> 00:18:13.525
You get a better representation of views

377
00:18:14.065 --> 00:18:16.085
and also more importantly, you are able

378
00:18:16.625 --> 00:18:19.005
to use those reference points in the work

379
00:18:19.065 --> 00:18:20.325
as it happens. Mm-Hmm.

380
00:18:20.665 --> 00:18:22.085
And even if you don't have a disability,

381
00:18:22.145 --> 00:18:24.605
we all have needs in the workplace.

382
00:18:25.305 --> 00:18:29.605
You know, we all have, um, you know, specific things to,

383
00:18:29.665 --> 00:18:31.565
to tell our colleagues via email

384
00:18:31.825 --> 00:18:33.445
or different ways of working.

385
00:18:33.945 --> 00:18:35.765
It doesn't necessarily always have

386
00:18:35.765 --> 00:18:37.445
to just be pointed at kind

387
00:18:37.445 --> 00:18:40.165
of the disabled folk within these organizations

388
00:18:40.265 --> 00:18:41.525
to prove that we're resilient.

389
00:18:41.545 --> 00:18:44.925
We can be like, well no, we, we have all

390
00:18:44.925 --> 00:18:46.805
of these amazing qualities and,

391
00:18:46.945 --> 00:18:48.605
and this is how we work best.

392
00:18:48.705 --> 00:18:52.005
But I think in, in a lovely way, I feel like,

393
00:18:52.005 --> 00:18:53.445
I dunno whether you two feel like this,

394
00:18:53.465 --> 00:18:56.365
but my disability has given me the freedom to really know

395
00:18:56.385 --> 00:19:00.125
who I am, um, and understand like what I really need

396
00:19:00.155 --> 00:19:03.005
because it's made me ask myself those questions.

397
00:19:03.035 --> 00:19:05.445
What do you think, Jack, have you got a scenario where

398
00:19:05.875 --> 00:19:07.525
that you've had to advocate for yourself?

399
00:19:08.245 --> 00:19:10.205
I, I think, um, the one that comes

400
00:19:10.205 --> 00:19:12.525
to mind immediately was when I joined a graduate scheme,

401
00:19:13.405 --> 00:19:17.765
I had to sit through 10 individual one day courses of kind

402
00:19:17.765 --> 00:19:20.765
of compulsory training because I'd declared a disability.

403
00:19:21.465 --> 00:19:24.365
It was rude and insulting.

404
00:19:24.475 --> 00:19:26.525
Like one of the courses was how to speak

405
00:19:26.525 --> 00:19:27.605
to others like a human.

406
00:19:27.945 --> 00:19:31.325
And it was like, I'm 22 years old, I've kind

407
00:19:31.325 --> 00:19:33.445
of got two degrees and I've reached this point.

408
00:19:33.465 --> 00:19:36.405
If I wasn't capable of that, I wouldn't be in this room.

409
00:19:37.025 --> 00:19:38.725
Um, unless I'm the token hive

410
00:19:38.725 --> 00:19:41.245
and let's have that more, much more awkward conversation.

411
00:19:41.745 --> 00:19:44.005
But I think for that you have to advocate.

412
00:19:44.025 --> 00:19:47.765
And I think it is that self-advocacy point is so important.

413
00:19:48.305 --> 00:19:50.925
And I'm quite bolshy with it. So Shar, I,

414
00:19:51.785 --> 00:19:54.285
We both know what we like, I I used to do it as a job

415
00:19:54.345 --> 00:19:56.725
and now I wanna go back in and do it. 'cause

416
00:19:57.645 --> 00:19:58.805
I feel like you have to be.

417
00:19:58.985 --> 00:20:02.605
And then Al also on a CV

418
00:20:03.265 --> 00:20:07.325
or on an an application, do you put

419
00:20:07.325 --> 00:20:10.565
that you have a disability or do you not The age old

420
00:20:10.925 --> 00:20:11.925
Question. I think, I think it's

421
00:20:11.925 --> 00:20:13.645
important for the employees to know,

422
00:20:14.755 --> 00:20:16.885
know what the dean apply.

423
00:20:17.005 --> 00:20:20.165
John Lyons, they affected me for whom I am.

424
00:20:21.495 --> 00:20:24.305
What about you Jack? I I do disclose it.

425
00:20:24.505 --> 00:20:29.275
I think because, um, I feel confident expressing

426
00:20:30.245 --> 00:20:32.225
not only what I need, but how also it,

427
00:20:32.225 --> 00:20:33.425
there has assets that come of it.

428
00:20:34.085 --> 00:20:39.025
But I think there is a fundamental challenge with kind

429
00:20:39.025 --> 00:20:44.015
of that level of expected vulnerability

430
00:20:44.395 --> 00:20:45.455
as part of an application.

431
00:20:45.485 --> 00:20:47.925
It's already kind of, can be an intrusive process in order

432
00:20:47.925 --> 00:20:49.805
be quite a time sensitive process as well.

433
00:20:50.505 --> 00:20:54.485
But you are kind of that process of having to disclose

434
00:20:54.625 --> 00:20:57.085
so much of it particularly can often just be an

435
00:20:57.175 --> 00:20:58.645
inbox versus a person.

436
00:20:59.365 --> 00:21:00.965
I can find that particularly really uncomfortable.

437
00:21:01.235 --> 00:21:05.445
Yeah. And Jack, what support is available

438
00:21:05.825 --> 00:21:07.885
for employers to help people with learning

439
00:21:07.905 --> 00:21:10.565
and access needs to fulfill their, uh, their roles?

440
00:21:11.785 --> 00:21:16.725
So, um, it, it is very scenario dependent, but um,

441
00:21:16.905 --> 00:21:18.765
but I think one of the things

442
00:21:18.955 --> 00:21:21.765
that I would always recommend employers to do is

443
00:21:21.765 --> 00:21:22.965
to look at their staff base.

444
00:21:23.965 --> 00:21:26.605
Whenever a PIP student goes to a workplace,

445
00:21:26.605 --> 00:21:29.005
what surprises me is how many staff disclose

446
00:21:29.005 --> 00:21:31.045
that someone in their family or their friendship group

447
00:21:31.045 --> 00:21:34.005
or someone is someone who has a disability.

448
00:21:34.425 --> 00:21:36.885
And fundamentally, if you're looking

449
00:21:36.905 --> 00:21:39.565
to create a supportive network, it can't be one person.

450
00:21:39.705 --> 00:21:42.885
It has to be a dozen plus. It has to be the whole team.

451
00:21:43.665 --> 00:21:47.005
And so looking to that team at the point of trying

452
00:21:47.025 --> 00:21:49.205
to put those support structures in place,

453
00:21:49.525 --> 00:21:51.605
I think is the best place to start.

454
00:21:51.865 --> 00:21:55.245
Mm-Hmm. And to both of you then, what do you think needs

455
00:21:55.265 --> 00:21:59.005
to change to help bridge the disability employability gap?

456
00:21:59.685 --> 00:22:02.085
I think it should be the law for every company

457
00:22:02.225 --> 00:22:05.085
to at least give disability people a chance.

458
00:22:05.645 --> 00:22:07.285
'cause you'll be surprised what we can do.

459
00:22:08.395 --> 00:22:12.805
Like for me at John Lyons doing very well. So I've heard

460
00:22:13.745 --> 00:22:14.745
And what do you think Jack?

461
00:22:14.965 --> 00:22:16.725
I think expanding on Chardonnay's point,

462
00:22:16.725 --> 00:22:19.845
like disability confident employ employment schemes where

463
00:22:20.525 --> 00:22:22.125
disabled candidates are guaranteed interviews

464
00:22:22.225 --> 00:22:24.925
and more detailed feedback is really important.

465
00:22:25.745 --> 00:22:29.125
Um, and I think one of the things I would say

466
00:22:29.125 --> 00:22:33.365
that is particularly vital is creating,

467
00:22:33.915 --> 00:22:36.045
well-funded, well-established support networks.

468
00:22:36.355 --> 00:22:39.725
Fundamentally, students like PI at PIP

469
00:22:39.725 --> 00:22:41.285
or other places do need help.

470
00:22:42.145 --> 00:22:46.765
We think it takes around two to three weeks, kind of 10

471
00:22:46.765 --> 00:22:49.405
to 15 days of job coaching to get someone into a role.

472
00:22:49.985 --> 00:22:54.285
And that doesn't come for free.

473
00:22:54.505 --> 00:22:57.565
And that definitely doesn't come without deliberate effort

474
00:22:57.945 --> 00:23:00.005
by local authorities and regional governments

475
00:23:00.005 --> 00:23:01.005
and national governments.

476
00:23:01.465 --> 00:23:04.285
And one the challenges we face as an organization is kind

477
00:23:04.285 --> 00:23:06.405
of, we are local authority funded

478
00:23:06.625 --> 00:23:07.925
to provide the support we offer.

479
00:23:08.545 --> 00:23:09.725
So. So what kind

480
00:23:09.725 --> 00:23:12.405
of working environment best supports someone

481
00:23:12.405 --> 00:23:13.725
with learning and access needs?

482
00:23:13.825 --> 00:23:18.165
Is it more like a placement or is it a short term placement?

483
00:23:18.235 --> 00:23:20.685
What, what do you think Chardonnay, what, what's

484
00:23:20.685 --> 00:23:21.685
Best for you? For me, for

485
00:23:21.685 --> 00:23:22.525
hospitality.

486
00:23:22.875 --> 00:23:25.485
I've been doing hospitality for many years,

487
00:23:25.545 --> 00:23:27.485
but now I need a change.

488
00:23:27.835 --> 00:23:29.725
Just a senior of change.

489
00:23:31.125 --> 00:23:34.045
I think you've benefited chardonnay from John Lyons?

490
00:23:34.485 --> 00:23:38.605
I have. I really have. I might pursue office work now,

491
00:23:39.465 --> 00:23:42.205
But it's a long-term contract for Chardonnay, isn't it?

492
00:23:42.265 --> 00:23:43.325
Is it 12 months?

493
00:23:44.305 --> 00:23:45.765
Yes, I finished in June.

494
00:23:46.825 --> 00:23:49.885
Um, and I think that's something which is so vital, kind

495
00:23:49.885 --> 00:23:53.165
of, particularly if you've had the challenges

496
00:23:53.265 --> 00:23:55.125
or you are scared of your first job

497
00:23:55.145 --> 00:23:56.645
or something, knowing it's somewhere

498
00:23:56.645 --> 00:23:59.485
for a longer term is so beneficial.

499
00:24:00.105 --> 00:24:01.485
But for those first roles,

500
00:24:02.755 --> 00:24:05.765
certainly I think a medium term at least six months

501
00:24:05.765 --> 00:24:07.125
placement is so vital

502
00:24:07.195 --> 00:24:11.855
because it is not only an, it is an experience of kind

503
00:24:11.855 --> 00:24:14.735
of getting into a role and finding what to do

504
00:24:14.795 --> 00:24:16.135
and how to learn how to do it.

505
00:24:16.565 --> 00:24:17.735
There's a certain amount

506
00:24:17.885 --> 00:24:20.615
that individuals can only really express themselves

507
00:24:20.645 --> 00:24:21.655
when they're comfortable.

508
00:24:21.995 --> 00:24:23.055
And that takes time.

509
00:24:23.885 --> 00:24:26.295
Yeah. It, it takes time to talk

510
00:24:26.295 --> 00:24:27.975
to an employer about your access needs

511
00:24:28.115 --> 00:24:30.255
and really kind of bed into the role.

512
00:24:30.415 --> 00:24:33.815
I remember my first day at the BBC, like walking

513
00:24:33.815 --> 00:24:36.615
around the corridors in different, you know, with,

514
00:24:36.685 --> 00:24:38.895
with my old guide dog, my soul.

515
00:24:39.595 --> 00:24:42.375
And I was scared. I was like, oh, how do I get to my desk?

516
00:24:42.475 --> 00:24:45.415
You know, we have those like bedding in kind of queries

517
00:24:45.555 --> 00:24:48.815
as disabled folk that kind of able-bodied people don't,

518
00:24:48.815 --> 00:24:50.175
don't necessarily think about.

519
00:24:50.355 --> 00:24:52.655
So I think if it is shorter term placements,

520
00:24:52.715 --> 00:24:55.255
it is a bit more, you feel like you're moving on

521
00:24:55.255 --> 00:24:56.415
quick, quicker, don't you?

522
00:24:56.875 --> 00:25:00.455
And I think an important part there is often for

523
00:25:01.005 --> 00:25:02.455
many adults with learned abilities

524
00:25:02.515 --> 00:25:04.775
or something, they have the cap on the number

525
00:25:04.775 --> 00:25:06.655
of hours they can work to be continued,

526
00:25:07.175 --> 00:25:08.775
continue their eligibility for benefits.

527
00:25:09.355 --> 00:25:12.135
So when you are capped at 12, 15 hours of work,

528
00:25:12.915 --> 00:25:15.375
if you're talking about a free month placement,

529
00:25:15.655 --> 00:25:17.135
'cause you're part-time, you've actually only been there

530
00:25:17.135 --> 00:25:19.655
five, six weeks as a full-time equivalent.

531
00:25:20.115 --> 00:25:22.935
So that length of placement allows, particularly

532
00:25:22.935 --> 00:25:25.695
for part-time work to tackle all those challenges you've

533
00:25:25.695 --> 00:25:28.015
just discussed and so many others as well. Mm-Hmm.

534
00:25:28.615 --> 00:25:30.055
Chardonnay, what advice have you got

535
00:25:30.055 --> 00:25:31.695
for the young people looking for a job?

536
00:25:32.205 --> 00:25:36.825
That it is doable and don't give up.

537
00:25:37.025 --> 00:25:39.505
'cause many people told me I couldn't do it,

538
00:25:39.525 --> 00:25:42.865
but I'm here today and they're out.

539
00:25:42.865 --> 00:25:47.185
They're doing, I don't know. So yeah, it's doable.

540
00:25:49.125 --> 00:25:51.065
So just have a bit of patience. Yeah.

541
00:25:51.205 --> 00:25:54.625
So when you climb the Mount Everest Mountain, when you get

542
00:25:54.625 --> 00:25:56.425
to the top, you've reached your goal,

543
00:25:57.165 --> 00:25:58.265
But you can trip up on the way.

544
00:25:59.275 --> 00:26:00.765
Yeah. Do we trip up on rocks on

545
00:26:00.765 --> 00:26:01.845
the way? 'cause I definitely do

546
00:26:01.865 --> 00:26:03.765
Do, but that doesn't mean you have

547
00:26:03.765 --> 00:26:06.605
to stop halfway go keep going. Yeah.

548
00:26:07.395 --> 00:26:09.885
Yeah. I always say you're defined on how you get up from

549
00:26:09.885 --> 00:26:11.085
that rock fall.

550
00:26:12.005 --> 00:26:14.205
I love the metaphor. I just do.

551
00:26:14.205 --> 00:26:16.845
It depends on how you like get up it.

552
00:26:16.845 --> 00:26:18.325
You're defined on how you get up. It's

553
00:26:18.325 --> 00:26:20.445
Not the Olympics when you go for the gold,

554
00:26:20.545 --> 00:26:21.605
the gold's the top.

555
00:26:23.405 --> 00:26:25.605
I think there's a, there's a good metaphor, which is one

556
00:26:25.605 --> 00:26:28.085
of the first things they teach in horse riding school is how

557
00:26:28.085 --> 00:26:29.605
to fall safely and how to get back up quickly,

558
00:26:30.225 --> 00:26:32.245
but don't focus on how to ride the horse at the start.

559
00:26:32.345 --> 00:26:35.125
And it's true. 'cause it's kind of learning how to fail

560
00:26:35.185 --> 00:26:37.605
and making sure, or learning how to stumble

561
00:26:37.745 --> 00:26:39.445
and how to carry on is something

562
00:26:39.445 --> 00:26:41.125
which Chardonnay shows an abundance.

563
00:26:41.305 --> 00:26:44.845
And for any young people out there thinking they want this.

564
00:26:45.075 --> 00:26:46.085
Yeah, that's it.

565
00:26:46.945 --> 00:26:48.805
Yep. We fail and we get back up.

566
00:26:49.395 --> 00:26:50.645
That was me. Mm-Hmm.

567
00:26:50.945 --> 00:26:53.405
Do you, can you talk about one of the failures

568
00:26:53.405 --> 00:26:55.245
and how you got back up from it? Chardonnay?

569
00:26:55.835 --> 00:27:00.525
Well, my whole life from I got diagnosed at 18

570
00:27:01.625 --> 00:27:06.365
things, it took the people about to diagnose me.

571
00:27:08.035 --> 00:27:11.805
Yeah. I mean, it should have not taken them 18 years.

572
00:27:13.045 --> 00:27:16.425
So, but since then I said it is been fun. Yeah.

573
00:27:17.335 --> 00:27:19.425
Nine p and fruitful.

574
00:27:19.805 --> 00:27:21.945
So since you had a diagnosis, are you saying

575
00:27:21.945 --> 00:27:23.865
that you feel like you've had wings or, yeah,

576
00:27:23.865 --> 00:27:25.105
Like I got the gold.

577
00:27:25.765 --> 00:27:28.505
You got the gold, you got to the top

578
00:27:28.505 --> 00:27:31.305
of the mountain. Love it.

579
00:27:31.605 --> 00:27:33.385
And I think it's, it is something there, which is kind

580
00:27:33.385 --> 00:27:34.905
of about that mindset

581
00:27:35.045 --> 00:27:36.905
and everything kind of, if you are someone

582
00:27:36.905 --> 00:27:39.225
with a learned disability, you are so much more likely

583
00:27:39.245 --> 00:27:40.705
as well to suffer from poor mental health.

584
00:27:41.505 --> 00:27:43.785
I left university, had been knocked back from graduate

585
00:27:43.785 --> 00:27:44.985
scheme after graduate scheme

586
00:27:45.365 --> 00:27:49.505
and I suffered from really severe depression and everything

587
00:27:49.565 --> 00:27:52.545
and it was absolutely a nightmare.

588
00:27:52.765 --> 00:27:55.105
And we are really lucky at pip.

589
00:27:55.105 --> 00:27:57.625
We've got a brilliant support network for each other. And

590
00:27:57.685 --> 00:28:00.465
Thanks to the staff, if it weren't for pip stuff,

591
00:28:00.885 --> 00:28:04.545
put in the s and getting new pip stuff too.

592
00:28:05.135 --> 00:28:09.385
Amazing. Amazing. And okay, last question.

593
00:28:10.485 --> 00:28:15.065
If you could say one thing, one key thing to all

594
00:28:15.065 --> 00:28:16.865
of the employers out there that are listening

595
00:28:16.865 --> 00:28:20.665
to this podcast about hiring a person with a disability.

596
00:28:21.375 --> 00:28:23.545
What is the one thing you would say the most important

597
00:28:23.545 --> 00:28:25.585
thing, putting you on both on the spot?

598
00:28:25.925 --> 00:28:26.925
Who wants to go first?

599
00:28:27.825 --> 00:28:29.225
I, I, Okay, go on.

600
00:28:29.265 --> 00:28:31.545
I would say that you have to give us a chance,

601
00:28:32.335 --> 00:28:35.825
just like John Lions gave me a chance

602
00:28:36.285 --> 00:28:37.745
and I hope that carries on.

603
00:28:39.285 --> 00:28:40.955
Thank you Chardonnay, Jack,

604
00:28:41.535 --> 00:28:42.535
Uh, frustratingly. I'm

605
00:28:42.535 --> 00:28:43.675
gonna copy Chardonnay's Point.

606
00:28:43.815 --> 00:28:46.275
It, it, it's, um, it is that thing of just kind of

607
00:28:47.345 --> 00:28:49.435
take the leap, you know, it's the right thing to do.

608
00:28:50.055 --> 00:28:53.715
And also fundamentally you'll just be surpri,

609
00:28:53.715 --> 00:28:55.795
you'll just be annoyed you didn't do it sooner.

610
00:28:56.175 --> 00:28:58.315
And I think it's that thing of, um,

611
00:28:58.625 --> 00:29:00.275
perhaps this panel is a fantastic

612
00:29:00.385 --> 00:29:01.915
example of what can be done.

613
00:29:02.735 --> 00:29:05.875
And, um, if an employer wants to limit themselves

614
00:29:05.895 --> 00:29:07.555
and not jump in Mm-Hmm, you do you,

615
00:29:07.655 --> 00:29:08.995
but we'll carry on doing our thing.

616
00:29:09.055 --> 00:29:10.955
Do you, do you And we'll do us.

617
00:29:11.935 --> 00:29:14.195
That's, but we're resilient. We're amazing.

618
00:29:14.575 --> 00:29:17.275
And we don't need to tell people why we're so brilliant.

619
00:29:17.275 --> 00:29:20.435
We just are, we've got so many different amazing qualities.

620
00:29:20.545 --> 00:29:23.155
It's just people wanting to harness them or not.

621
00:29:23.175 --> 00:29:26.595
And they can or, okay. Next. Thank you. Next.

622
00:29:28.535 --> 00:29:30.235
But thank you so much for coming on.

623
00:29:30.395 --> 00:29:31.995
I really appreciate both of your time.

624
00:29:32.485 --> 00:29:34.115
Thank you Lucy. Thank you Lucy for that.

625
00:29:34.305 --> 00:29:37.275
It's No worries. And stay true for part two.

626
00:29:37.745 --> 00:29:39.195
Back after this testimonial,

627
00:29:41.235 --> 00:29:43.925
John Lyons Charity recently visited the trainees at

628
00:29:43.925 --> 00:29:45.445
Fair Shot Cafe in Covent Garden.

629
00:29:45.995 --> 00:29:47.165
Here is what they had to say.

630
00:29:47.785 --> 00:29:50.485
My name is Elli, but I am 19 years old.

631
00:29:51.165 --> 00:29:52.645
Favorite things working at Fair Shot.

632
00:29:52.865 --> 00:29:56.285
It was just, um, a tool. A Yeah.

633
00:29:56.625 --> 00:29:57.965
Why is That your favorite station?

634
00:29:59.045 --> 00:30:00.285
'cause I like saying, um,

635
00:30:03.235 --> 00:30:05.045
some people gets a bit hard to get a job.

636
00:30:05.785 --> 00:30:07.965
Why? They, they are their best.

637
00:30:09.145 --> 00:30:10.645
Why do you think it's hard for them to get a job

638
00:30:11.705 --> 00:30:14.925
Be Because it's just, um, it's just a bit difficult.

639
00:30:15.465 --> 00:30:17.045
If you could do any job in the world.

640
00:30:17.435 --> 00:30:19.005
Yeah. What job would that be?

641
00:30:19.785 --> 00:30:23.805
Um, just work in the Shiha. In a Shiba?

642
00:30:23.915 --> 00:30:28.665
Yeah. That's cool. Okay. Can you tell me your name?

643
00:30:29.035 --> 00:30:33.385
Katie. And how old are you? 24. I do working here.

644
00:30:33.625 --> 00:30:35.745
I make, when I make five grand

645
00:30:36.285 --> 00:30:40.705
and I do, um, all stuff, help other people.

646
00:30:40.855 --> 00:30:43.865
Help my friend, help her work quality and help me. Teammate,

647
00:30:44.455 --> 00:30:45.705
What is your dream job?

648
00:30:46.105 --> 00:30:50.265
I, it is death because I'm ly cooking.

649
00:30:50.505 --> 00:30:51.505
I helped my mom cook

650
00:30:51.805 --> 00:30:55.065
and me Oh, not really nice food and meals.

651
00:30:56.175 --> 00:30:58.785
What have you learned about Katie while being at Fair

652
00:30:58.785 --> 00:30:59.785
Shop? Um,

653
00:30:59.785 --> 00:31:02.585
I'm just a bit more confident growing up when I now

654
00:31:02.585 --> 00:31:05.345
growing up and now 24 and I'm a bit older

655
00:31:06.125 --> 00:31:08.465
and I just felt really confident in

656
00:31:08.465 --> 00:31:09.745
myself with doing that myself.

657
00:31:13.025 --> 00:31:15.045
My name is mad. And how old are you?

658
00:31:15.365 --> 00:31:18.445
I am 24. I would say my favorite thing

659
00:31:18.445 --> 00:31:19.525
is tomato hot chocolate.

660
00:31:20.105 --> 00:31:22.845
And my favorite thing is, um,

661
00:31:24.595 --> 00:31:29.085
meeting new people you to gain,

662
00:31:29.465 --> 00:31:31.085
um, what's the word?

663
00:31:31.085 --> 00:31:33.685
Yeah. To gain different steels and toilet.

664
00:31:34.785 --> 00:31:38.605
My favorite station is tele station.

665
00:31:40.025 --> 00:31:42.765
Why? Since I did to wet with

666
00:31:43.405 --> 00:31:45.685
customers when I started.

667
00:31:45.835 --> 00:31:47.605
Yeah. I even traveled on my own.

668
00:31:47.665 --> 00:31:51.075
Now I can be confident in yourself.

669
00:31:51.975 --> 00:31:56.275
It helps you out because when you are confident, you

670
00:31:57.225 --> 00:31:58.835
gain more experience sometimes.

671
00:32:01.325 --> 00:32:03.545
My name is Anna. And how old are you?

672
00:32:04.265 --> 00:32:08.385
I am 23. I, I learned

673
00:32:09.855 --> 00:32:14.505
it's to make station floater

674
00:32:14.725 --> 00:32:19.065
and till the job is good. The job is

675
00:32:19.065 --> 00:32:19.945
Good. Agreed

676
00:32:20.795 --> 00:32:25.585
After the shop and missed to do working there.

677
00:32:26.845 --> 00:32:29.705
Coffee shop makes me happy.

678
00:32:31.495 --> 00:32:35.345
What else? And makes feel exciting.

679
00:32:36.355 --> 00:32:37.025
Confidence,

680
00:32:39.395 --> 00:32:41.685
independent skills.

681
00:32:43.755 --> 00:32:46.205
John Lyons charity ran a survey recently,

682
00:32:46.535 --> 00:32:50.725
which revealed 24% of decision makers in the UK

683
00:32:51.305 --> 00:32:53.965
do not offer career opportunities to young people

684
00:32:54.025 --> 00:32:56.045
who are deaf, disabled

685
00:32:56.305 --> 00:32:57.485
or neurodivergent

686
00:32:57.915 --> 00:33:01.165
with 34% unsu if they offer career

687
00:33:01.165 --> 00:33:03.165
opportunities at their company.

688
00:33:04.445 --> 00:33:06.565
I feel so inspired by that testimonial

689
00:33:07.025 --> 00:33:10.165
to just share a bit about my career experience so far.

690
00:33:11.065 --> 00:33:13.125
Oh. And also talking to Chardonnay and Jack.

691
00:33:13.185 --> 00:33:15.245
It was so, so lovely just to be in a room

692
00:33:15.245 --> 00:33:17.645
with just such like-minded humans.

693
00:33:18.585 --> 00:33:22.085
Um, so I actually started, um,

694
00:33:22.985 --> 00:33:25.845
to think about my career quite seriously

695
00:33:26.115 --> 00:33:27.845
because I wanted to go to university

696
00:33:28.665 --> 00:33:30.565
and then I kind of went to law school

697
00:33:30.585 --> 00:33:33.485
and thought, oh, I'm thinking about being blind now.

698
00:33:33.485 --> 00:33:36.445
This is, this is all, you know, overcoming me.

699
00:33:36.665 --> 00:33:39.525
And I think, um, then I kind of realized, oh, maybe

700
00:33:39.525 --> 00:33:41.005
that was a sighted Lucy dream.

701
00:33:41.105 --> 00:33:42.765
So I actually dropped out of law school,

702
00:33:42.765 --> 00:33:45.645
which I'm actually really proud to say that like I'm

703
00:33:45.665 --> 00:33:49.685
so happy that I know myself so well that I was able to kind

704
00:33:49.685 --> 00:33:51.885
of think about my decisions back then.

705
00:33:52.145 --> 00:33:54.685
And then I actually applied for

706
00:33:55.265 --> 00:33:57.245
an apprenticeship scheme at the BBC

707
00:33:57.385 --> 00:33:59.125
and the first one I didn't actually get,

708
00:33:59.465 --> 00:34:01.485
but I stayed in touch with the lady

709
00:34:02.265 --> 00:34:06.525
and then I, um, became a BBC journalist the year after.

710
00:34:07.045 --> 00:34:10.845
'cause I just kept, basically just kept researching

711
00:34:10.845 --> 00:34:12.565
and researching all about the news

712
00:34:12.565 --> 00:34:14.005
and current affairs and different things.

713
00:34:14.345 --> 00:34:16.845
So yeah, there's loads of ups and downs,

714
00:34:16.845 --> 00:34:19.165
but now I'm a presenter freelance

715
00:34:19.185 --> 00:34:20.765
and I have my own limited company.

716
00:34:20.985 --> 00:34:25.005
But, um, I just, I love that I failed in that process.

717
00:34:25.325 --> 00:34:26.445
I love that I've got back up again.

718
00:34:26.505 --> 00:34:29.485
And I really do agree with Jack

719
00:34:29.485 --> 00:34:31.405
and Chardonnay when they say like, it's,

720
00:34:31.405 --> 00:34:33.805
it really is about those failures

721
00:34:33.805 --> 00:34:35.525
and getting back up from those failures

722
00:34:35.555 --> 00:34:37.165
that really define your path.

723
00:34:37.345 --> 00:34:41.045
So I'm now joined by Bianca Vela, founder

724
00:34:41.185 --> 00:34:43.045
and CEO of Fair Shark Cafe

725
00:34:43.745 --> 00:34:47.045
and John McCafferty, CEO of Community Focus

726
00:34:47.385 --> 00:34:49.365
to help me understand why this is

727
00:34:49.945 --> 00:34:52.525
and how we can change it. Hello everybody.

728
00:34:53.145 --> 00:34:54.325
Hi. So nice to be here.

729
00:34:54.475 --> 00:34:55.845
Nice to be here with you guys.

730
00:34:56.185 --> 00:34:57.725
Uh, Bianca, can we start with you?

731
00:34:58.345 --> 00:34:59.805
Um, what are your pronouns?

732
00:35:00.115 --> 00:35:01.365
What is your audio description

733
00:35:01.385 --> 00:35:02.765
and tell me a bit more about what you do.

734
00:35:03.035 --> 00:35:05.405
Sure. So my pronouns are, uh, she, her,

735
00:35:06.105 --> 00:35:07.365
uh, audio description.

736
00:35:07.635 --> 00:35:11.365
I've got brown hair, brown eyes, um, I'd say average height.

737
00:35:11.545 --> 00:35:15.285
Um, and I'm wearing a gray turtleneck, a black cardigan,

738
00:35:16.215 --> 00:35:19.445
black, uh, trousers and black boots.

739
00:35:20.105 --> 00:35:22.725
Um, and in terms of what I do, I am the founder

740
00:35:22.745 --> 00:35:23.805
and CEO of Fair Shot.

741
00:35:23.805 --> 00:35:25.045
We are a registered charity

742
00:35:26.085 --> 00:35:28.765
and we are in Basin, common Garden.

743
00:35:28.905 --> 00:35:30.085
We run two programs.

744
00:35:30.145 --> 00:35:32.685
The first one is a supported internship program for people

745
00:35:32.685 --> 00:35:33.765
with learning disabilities.

746
00:35:34.115 --> 00:35:36.445
They're age 16 to 25

747
00:35:37.025 --> 00:35:40.565
and we take 15 every year to as work experience in our cafe.

748
00:35:40.825 --> 00:35:44.525
And then afterwards we, um, help find them a job afterwards.

749
00:35:44.585 --> 00:35:46.925
And we've helped 36 adults so far.

750
00:35:47.145 --> 00:35:49.165
Um, and then in September we're going into our fourth

751
00:35:49.165 --> 00:35:50.405
cohort, which is really exciting.

752
00:35:50.925 --> 00:35:52.805
Brilliant. And John, what about you?

753
00:35:52.945 --> 00:35:55.445
What's your pronouns, your audio description,

754
00:35:55.505 --> 00:35:56.805
and a bit more about what you do?

755
00:35:57.545 --> 00:35:59.205
So my pronouns are he and him.

756
00:36:00.345 --> 00:36:04.245
My audio description, uh, is I have dark brown hair,

757
00:36:04.965 --> 00:36:09.525
a navy blue jumper, red trousers and brown trainers.

758
00:36:10.585 --> 00:36:13.605
I'm the Chief Executive of Community Focus Inclusive Arts.

759
00:36:14.255 --> 00:36:16.725
We're an independent accessible arts center based

760
00:36:16.725 --> 00:36:17.925
in Borough Barnett.

761
00:36:18.465 --> 00:36:20.125
Uh, we have three main programs.

762
00:36:20.465 --> 00:36:23.405
Uh, short breaks is for 10 to 18 year olds with physical

763
00:36:23.405 --> 00:36:24.485
and sensory impairments.

764
00:36:25.065 --> 00:36:27.005
Our articulate program is for 16

765
00:36:27.025 --> 00:36:28.805
to 30 year olds with additional needs.

766
00:36:29.425 --> 00:36:33.205
And our in-house program is predominantly four adults

767
00:36:33.205 --> 00:36:34.245
with learning disabilities.

768
00:36:35.585 --> 00:36:37.845
Uh, and we've been established since 1978.

769
00:36:39.125 --> 00:36:41.605
Brilliant. And and what did you both think about

770
00:36:41.745 --> 00:36:42.925
the testimonial video?

771
00:36:43.025 --> 00:36:44.025
We listened to?

772
00:36:45.545 --> 00:36:47.205
It made me really proud that, so the four of them,

773
00:36:47.265 --> 00:36:51.005
the trainees of the FA Shop program, um, and the cafe

774
00:36:51.425 --> 00:36:53.845
and like we speak on a daily basis obviously,

775
00:36:53.865 --> 00:36:56.245
but I think there's little nuggets of wisdom

776
00:36:56.275 --> 00:36:57.445
that kind of come out of them.

777
00:36:57.585 --> 00:37:00.565
And I was shocked by some of the stuff that they said

778
00:37:00.625 --> 00:37:02.125
and sometimes I think,

779
00:37:02.285 --> 00:37:03.845
'cause it's, I think it's like six

780
00:37:03.845 --> 00:37:05.285
to seven months into the program now.

781
00:37:05.345 --> 00:37:07.405
So I think they're kind of really starting to understand

782
00:37:07.405 --> 00:37:09.245
what they actually wanna do instead of what

783
00:37:09.835 --> 00:37:11.285
they thought they wanted to do before.

784
00:37:13.045 --> 00:37:14.845
I think the, uh, variation in characters,

785
00:37:14.945 --> 00:37:16.725
but also their needs is important as well.

786
00:37:16.725 --> 00:37:19.645
Yeah. That they also had kind of specific ideas as to

787
00:37:19.645 --> 00:37:21.485
what they were aspiring to be and become

788
00:37:21.945 --> 00:37:24.205
and what their, uh, abilities were as well.

789
00:37:24.305 --> 00:37:27.685
So I think having that capacity to know your value

790
00:37:27.785 --> 00:37:29.005
and your worth, but also

791
00:37:29.005 --> 00:37:30.765
what your aspirations are is really important.

792
00:37:31.265 --> 00:37:33.365
Mm-Hmm. Um,

793
00:37:33.545 --> 00:37:38.085
Bianca Fair Shot Cafe opened in December, 2021

794
00:37:38.545 --> 00:37:39.565
and has gone from strength

795
00:37:39.625 --> 00:37:41.965
to strength in a very short amount of time.

796
00:37:41.965 --> 00:37:45.365
Relatively what gap had you identified that

797
00:37:45.515 --> 00:37:48.045
that made you open this charity to support people

798
00:37:48.115 --> 00:37:49.965
with disabilities into employment?

799
00:37:50.565 --> 00:37:52.565
I think there were a lot of various gaps.

800
00:37:52.805 --> 00:37:56.005
I think the, the one that was kind of screaming

801
00:37:57.075 --> 00:37:58.935
the most was the fact that there wasn't a lot

802
00:37:58.935 --> 00:38:01.415
of real life work experience out there for people

803
00:38:01.415 --> 00:38:02.735
with learning disabilities available.

804
00:38:03.435 --> 00:38:05.855
Um, even if it was kind of disguised

805
00:38:05.855 --> 00:38:08.615
as real life work experience, it wasn't exactly in positions

806
00:38:08.615 --> 00:38:09.815
that people

807
00:38:09.815 --> 00:38:11.575
with learning disabilities actually wanted to do.

808
00:38:12.035 --> 00:38:13.455
Um, especially young adults.

809
00:38:13.755 --> 00:38:17.495
Um, so that was kind of the first major one.

810
00:38:17.575 --> 00:38:20.495
I think the next one is, I think there were kind of,

811
00:38:20.495 --> 00:38:22.295
there are supported internship programs out there.

812
00:38:22.295 --> 00:38:23.495
Were not the first one,

813
00:38:23.515 --> 00:38:26.815
but I think the fact that I very much created the program

814
00:38:27.325 --> 00:38:30.615
with the aim that I really wanted it

815
00:38:30.615 --> 00:38:32.815
to be the last stepping stone towards mainstream employment.

816
00:38:32.875 --> 00:38:34.655
And it's not just another program for them

817
00:38:34.655 --> 00:38:36.645
to go into another program and kind of carry on

818
00:38:36.645 --> 00:38:38.205
that quite vicious cycle.

819
00:38:38.385 --> 00:38:40.925
So we have an in-house employment program, um,

820
00:38:41.095 --> 00:38:43.365
where we have found a hundred percent of our, uh,

821
00:38:44.045 --> 00:38:45.165
graduates a job.

822
00:38:45.745 --> 00:38:48.445
Um, and I think that's kind of what sets us apart.

823
00:38:48.705 --> 00:38:51.285
Um, and then the third one is that I think that

824
00:38:51.795 --> 00:38:54.485
even if maybe an employer or a company

825
00:38:54.585 --> 00:38:55.965
or a corporate wants to hire someone

826
00:38:55.965 --> 00:38:57.085
with a learning disability

827
00:38:57.585 --> 00:39:00.245
or any sort of disability, I think even if they want

828
00:39:00.245 --> 00:39:01.525
to do it, they're not necessarily,

829
00:39:02.075 --> 00:39:03.125
they don't really know how.

830
00:39:03.715 --> 00:39:07.365
Yeah. I mean, you really did point out there, you know,

831
00:39:07.365 --> 00:39:09.445
people don't know, employers don't know.

832
00:39:09.945 --> 00:39:13.765
Um, how do you support those graduates

833
00:39:13.765 --> 00:39:17.925
that go on from Fair Shot Cafe into their employment?

834
00:39:18.345 --> 00:39:19.765
You don't know what you don't know. Right?

835
00:39:20.005 --> 00:39:21.965
I always say I know nothing about disability

836
00:39:21.975 --> 00:39:23.925
until I became a disabled person myself.

837
00:39:24.065 --> 00:39:25.805
So what, what are your tips?

838
00:39:26.845 --> 00:39:28.925
I think for us, um, I think the way

839
00:39:28.925 --> 00:39:30.205
that we do things is quite unique.

840
00:39:30.305 --> 00:39:31.885
We don't do the career fairs.

841
00:39:31.885 --> 00:39:34.045
We don't train our graduates in interview,

842
00:39:34.045 --> 00:39:35.765
interview skills or CV building.

843
00:39:36.145 --> 00:39:38.205
So first of all is getting to know the individual.

844
00:39:38.425 --> 00:39:41.205
And then once we start building the relationship

845
00:39:41.205 --> 00:39:43.725
with the employer, and it's someone that we vet,

846
00:39:43.945 --> 00:39:46.965
so we not only meet all the managers, we meet all the team.

847
00:39:47.185 --> 00:39:50.045
If it's, uh, an employer with various different chains,

848
00:39:50.045 --> 00:39:51.445
then we go and visit every single chain

849
00:39:51.635 --> 00:39:55.285
because every different chain has a, a different vibe,

850
00:39:55.365 --> 00:39:56.645
a different culture, different managers.

851
00:39:57.025 --> 00:39:59.005
Um, and then we start the job carving process.

852
00:39:59.185 --> 00:40:02.245
So that's where it's not the fact that the employer's coming

853
00:40:02.245 --> 00:40:04.645
to us saying, oh look, we're looking for a chef

854
00:40:04.645 --> 00:40:06.965
or a comedy chef or a cafe assistant.

855
00:40:07.475 --> 00:40:09.205
They're saying, okay, we want

856
00:40:09.205 --> 00:40:10.445
to become an inclusive employer.

857
00:40:10.985 --> 00:40:12.765
And then we say, okay, we actually think

858
00:40:12.765 --> 00:40:15.245
that this would be great for Katie or for Ella.

859
00:40:16.065 --> 00:40:17.325
And then we start creating a role

860
00:40:17.325 --> 00:40:19.645
that's specifically created for Katie, so

861
00:40:19.705 --> 00:40:20.965
for her gifts and abilities.

862
00:40:21.625 --> 00:40:25.085
And that also benefits the employer at the same time, um,

863
00:40:25.545 --> 00:40:28.325
before the trainee then starts with the employer.

864
00:40:28.385 --> 00:40:30.485
We also then train the employer. Mm-Hmm.

865
00:40:31.105 --> 00:40:34.005
And John, can you tell us about any barriers

866
00:40:34.035 --> 00:40:36.125
that you may have come across in your career

867
00:40:36.825 --> 00:40:39.645
and how this has impacted your approach as an employer?

868
00:40:40.585 --> 00:40:44.765
So I'm kind of, um, seen it from both sides of the fence.

869
00:40:45.925 --> 00:40:49.965
I started as a student at Community Focus back in 2007,

870
00:40:50.825 --> 00:40:52.925
um, and kind of went through the, the levels

871
00:40:53.145 --> 00:40:55.485
or the chain of command really from a, a volunteer

872
00:40:55.905 --> 00:40:59.365
to a trustee to chairman and then got roped into being CEO.

873
00:40:59.945 --> 00:41:04.925
Um, so I think in, in terms of barriers for myself

874
00:41:04.945 --> 00:41:09.565
as a disabled, uh, person, um, I think a, a lack of, uh,

875
00:41:09.785 --> 00:41:11.245
shared knowledge is one of the things that I,

876
00:41:11.325 --> 00:41:12.365
I noticed early on.

877
00:41:12.505 --> 00:41:15.325
Uh, but this was, uh, over a decade ago.

878
00:41:15.785 --> 00:41:17.005
Um, I think now that a lot

879
00:41:17.005 --> 00:41:19.765
of organizations work in partnership with each other, uh,

880
00:41:19.785 --> 00:41:22.125
our charity, uh, works with a number

881
00:41:22.125 --> 00:41:23.285
of organizations within the borough.

882
00:41:23.945 --> 00:41:27.045
And I think in terms of assisting students to progress

883
00:41:27.045 --> 00:41:30.525
and to learn and to experience, uh, voluntary roles

884
00:41:30.545 --> 00:41:33.765
and job roles, you need at least kind of a year's funding

885
00:41:33.905 --> 00:41:35.125
to do anything consistent.

886
00:41:35.745 --> 00:41:38.885
Um, whether that's in, in a group environment of a number

887
00:41:38.885 --> 00:41:40.605
of students or individual, um,

888
00:41:41.215 --> 00:41:43.085
individual apprenticeships as well.

889
00:41:43.435 --> 00:41:45.565
It's interesting, isn't it, because we can't help it,

890
00:41:45.785 --> 00:41:48.885
but bring our kind of unique ability and

891
00:41:49.305 --> 00:41:51.405
and disability into a role.

892
00:41:51.715 --> 00:41:52.725
Like, would, like

893
00:41:52.725 --> 00:41:55.525
what are the main key pointers that you would say?

894
00:41:55.595 --> 00:41:58.525
Like, 'cause I know that you mentioned that fair shot,

895
00:41:58.705 --> 00:42:01.285
you know, you support them right up to the point

896
00:42:01.285 --> 00:42:03.045
where they're going into their role

897
00:42:03.105 --> 00:42:05.005
and then you continue to Mm-Hmm.

898
00:42:05.145 --> 00:42:08.805
Do, do, do you feel like John, you have had kind of like,

899
00:42:09.235 --> 00:42:11.605
inspiration from the people who have supported you

900
00:42:11.625 --> 00:42:13.805
and then that's why you want to support others or

901
00:42:13.875 --> 00:42:17.285
Massively, I think in terms of, uh, senior staff members,

902
00:42:17.285 --> 00:42:18.605
whether it's trustees or

903
00:42:18.665 --> 00:42:21.965
or outside staff members from another organizations who have

904
00:42:21.965 --> 00:42:23.205
that experience and can pass

905
00:42:23.205 --> 00:42:24.325
on that knowledge is really vital.

906
00:42:24.865 --> 00:42:28.525
Um, I used to work for another inclusive organization

907
00:42:29.545 --> 00:42:33.445
for seven years and that C-E-O-I-I learned a lot from her

908
00:42:33.665 --> 00:42:35.165
and, and still do to this day.

909
00:42:35.185 --> 00:42:38.285
So keep in contact with her and other senior staff members.

910
00:42:38.445 --> 00:42:41.045
I think sharing knowledge is, is, is is a,

911
00:42:41.365 --> 00:42:43.725
a key factor in terms of learning and progressing

912
00:42:43.945 --> 00:42:47.525
and developing ideas and opportunities for individuals

913
00:42:47.905 --> 00:42:49.205
and passing on that knowledge.

914
00:42:49.665 --> 00:42:51.245
Um, I think it never stops.

915
00:42:51.835 --> 00:42:54.605
Yeah. Definitely every day is a learning day.

916
00:42:55.545 --> 00:42:59.085
Ev Okay, so I'm gonna open this up to both of you.

917
00:42:59.995 --> 00:43:02.485
What stops organizations employing people

918
00:43:02.485 --> 00:43:05.355
with disabilities, do you think?

919
00:43:06.905 --> 00:43:10.755
Funding is, is a, a massive, um, issue.

920
00:43:11.095 --> 00:43:16.035
Um, in terms of how they can, um, in terms of

921
00:43:16.035 --> 00:43:18.275
how they can employ someone for long, long,

922
00:43:18.275 --> 00:43:19.315
long-term opportunity.

923
00:43:19.855 --> 00:43:22.805
But also in terms of, um, awareness.

924
00:43:23.205 --> 00:43:25.525
I, I think some employers are scared to bring on

925
00:43:26.045 --> 00:43:29.205
disabled staff members without seeing the positives

926
00:43:29.625 --> 00:43:32.165
and seeing it as a ne negative first as to,

927
00:43:32.425 --> 00:43:35.605
to the potential risks that can occur in terms of health

928
00:43:35.605 --> 00:43:38.445
and safety and in terms of, uh, additional policies

929
00:43:38.445 --> 00:43:40.725
that they might have to bring into, into place. Mm.

930
00:43:41.125 --> 00:43:43.005
I think health and safety's a big one, isn't it?

931
00:43:43.165 --> 00:43:45.645
'cause I remember when I was at school, you know,

932
00:43:45.645 --> 00:43:47.085
they'd be like, oh, watch the hob.

933
00:43:47.085 --> 00:43:49.565
And I'm like, don't worry guys. I cook all the time at home.

934
00:43:50.225 --> 00:43:52.605
You know? So, um, yeah.

935
00:43:52.635 --> 00:43:54.765
What are those kind of challenges, health and safety wise?

936
00:43:55.045 --> 00:43:56.965
'cause there's, I've been given some long

937
00:43:57.055 --> 00:43:58.805
forms over my time.

938
00:43:59.545 --> 00:44:00.925
How do we overcome that though?

939
00:44:01.245 --> 00:44:03.445
I mean, with fair shut, I'm sure there's a lot of kind

940
00:44:03.445 --> 00:44:05.765
of discussion around cafe safety

941
00:44:06.115 --> 00:44:08.245
with employees is the presume.

942
00:44:08.845 --> 00:44:10.125
I think not.

943
00:44:10.965 --> 00:44:14.325
I think what people assume isn't necessarily then the case.

944
00:44:14.565 --> 00:44:16.085
I think at the end of the day, they're just scared.

945
00:44:16.145 --> 00:44:19.045
And I think being scared is based on the fact that

946
00:44:19.555 --> 00:44:21.525
they're uneducated and it's not even,

947
00:44:21.795 --> 00:44:23.245
it's not even their fault to be honest.

948
00:44:23.245 --> 00:44:24.445
Like, it's not what you were saying before.

949
00:44:24.445 --> 00:44:25.845
Like you don't know what you don't know.

950
00:44:26.305 --> 00:44:28.565
And I think that's what's so incredible about the fact

951
00:44:28.565 --> 00:44:31.125
that we are a cafe, like we are, we have have,

952
00:44:31.415 --> 00:44:33.565
we're incentivizing these positive experiences

953
00:44:33.625 --> 00:44:35.325
and exposure to the public, to people

954
00:44:35.325 --> 00:44:36.405
with learning disabilities.

955
00:44:36.465 --> 00:44:41.005
And I think in terms of how do we kind of,

956
00:44:42.035 --> 00:44:44.365
yeah, how do we make employers excited about hiring

957
00:44:44.365 --> 00:44:46.285
someone, becoming an inclusive employer?

958
00:44:46.305 --> 00:44:48.725
And I think at the end of the day, they're an expert in

959
00:44:48.725 --> 00:44:49.725
that specific field

960
00:44:49.745 --> 00:44:51.925
and you can't expect them to, to know everything.

961
00:44:52.065 --> 00:44:56.685
So I think let let us be experts on what we're experts in

962
00:44:56.825 --> 00:44:58.125
and let us support you.

963
00:44:58.265 --> 00:44:59.965
And I think that is the best way to,

964
00:45:00.065 --> 00:45:01.965
to bring about sustainable change as well.

965
00:45:01.965 --> 00:45:03.925
And not just ticking that box. I think.

966
00:45:04.505 --> 00:45:09.045
Can we expect employers to do the kind of work

967
00:45:09.045 --> 00:45:10.565
that you guys do in house?

968
00:45:11.525 --> 00:45:13.725
I think, I think both. I think there's,

969
00:45:13.725 --> 00:45:15.485
there's two different conversations to have.

970
00:45:15.765 --> 00:45:17.525
I think we need to talk about the present

971
00:45:17.665 --> 00:45:19.005
and then we need to talk about the future

972
00:45:19.075 --> 00:45:20.565
that we would like to get to.

973
00:45:20.745 --> 00:45:23.045
And I think people sometimes jump a step ahead

974
00:45:23.045 --> 00:45:24.285
and think we're, we're already there.

975
00:45:24.285 --> 00:45:28.245
Let's already expect this. But I think it's too soon.

976
00:45:28.245 --> 00:45:30.405
Like, we're only just about talking about awareness

977
00:45:30.505 --> 00:45:32.485
and people are just about realizing that they need

978
00:45:32.485 --> 00:45:34.285
to do this and they're just waking up to it.

979
00:45:34.625 --> 00:45:38.045
So I think to, in the interim, I think the partnerships

980
00:45:38.065 --> 00:45:40.605
and kind of teaching them and showing them how to do it,

981
00:45:40.605 --> 00:45:43.805
because I think that comes from experience. Yeah.

982
00:45:44.025 --> 00:45:45.165
Do you feel like that John

983
00:45:46.305 --> 00:45:47.445
Specialization's important?

984
00:45:47.565 --> 00:45:48.845
I think you have to work on your strengths.

985
00:45:48.865 --> 00:45:52.685
And I think if you, if you haven't got the skills in-house,

986
00:45:52.685 --> 00:45:54.205
then you have to bring someone in if it's

987
00:45:54.205 --> 00:45:55.285
te on a temporary contract.

988
00:45:55.665 --> 00:45:57.885
Um, by myself, we've just hired, um,

989
00:45:58.385 --> 00:46:00.525
HR specialists starting tomorrow actually.

990
00:46:01.105 --> 00:46:03.045
Um, and that's through funding,

991
00:46:03.045 --> 00:46:04.405
through department work and pension.

992
00:46:04.585 --> 00:46:05.925
So I get access to work funding.

993
00:46:06.505 --> 00:46:08.925
So if it wasn't for me being disabled, we wouldn't be able

994
00:46:08.925 --> 00:46:13.205
to employ this person to, to work as part of my role, um,

995
00:46:13.705 --> 00:46:15.885
to assist me in, in developing our, our,

996
00:46:16.105 --> 00:46:17.805
our 42 policies I think we have at the moment,

997
00:46:17.805 --> 00:46:19.365
which is quite excessive,

998
00:46:19.365 --> 00:46:23.045
but it's, they're all kind of have their, their their place.

999
00:46:23.745 --> 00:46:27.445
So I think that that's one plus in, in, in terms of a,

1000
00:46:27.565 --> 00:46:29.205
a being a disabled employee

1001
00:46:29.755 --> 00:46:32.605
that there is funding from central government out there if

1002
00:46:32.605 --> 00:46:34.925
you know how to find it and how to use it effectively.

1003
00:46:35.905 --> 00:46:37.285
Mm, definitely.

1004
00:46:37.465 --> 00:46:39.565
And how would you feel that you

1005
00:46:40.705 --> 00:46:43.205
on a day-to-day basis use access to work then

1006
00:46:43.225 --> 00:46:44.325
as an employee and

1007
00:46:44.645 --> 00:46:45.645
Employer? So I've only

1008
00:46:45.645 --> 00:46:47.165
recently up to five days a week,

1009
00:46:47.265 --> 00:46:49.925
and only more recently I've found out that if I went up

1010
00:46:49.925 --> 00:46:53.805
to five days a week, I could then have a job aid to do up

1011
00:46:53.805 --> 00:46:54.805
to 20% of my role.

1012
00:46:55.385 --> 00:47:00.045
So it's, for me, it's kind of doing four days a week,

1013
00:47:00.155 --> 00:47:03.445
employing someone, uh, getting paid five days a week.

1014
00:47:03.445 --> 00:47:04.445
So it's a win-win for me.

1015
00:47:04.475 --> 00:47:06.245
It's a win-win for the organization, uh,

1016
00:47:06.275 --> 00:47:10.645
getting specialist staff in to support me as chief exec, um,

1017
00:47:10.865 --> 00:47:12.365
and a win-win all around.

1018
00:47:12.595 --> 00:47:15.605
Yeah, definitely. Okay. This is for both of you.

1019
00:47:16.385 --> 00:47:18.645
How do you ensure that your recruitment

1020
00:47:18.755 --> 00:47:20.605
processes are inclusive?

1021
00:47:21.605 --> 00:47:23.885
I think we're actually struggling with that, to be honest.

1022
00:47:24.205 --> 00:47:25.965
I think when our beneficiaries are,

1023
00:47:26.315 --> 00:47:29.365
have learning disabilities, I think it's,

1024
00:47:29.545 --> 00:47:31.085
we very much hire pe it's,

1025
00:47:31.085 --> 00:47:33.085
we base it on experience more than anything,

1026
00:47:33.425 --> 00:47:35.725
but I think it's just about putting it in the right kind of

1027
00:47:36.415 --> 00:47:37.765
pools and going to, if it's,

1028
00:47:37.765 --> 00:47:38.925
if you're not getting the applicants

1029
00:47:38.925 --> 00:47:41.685
that you think are inclusive enough, then reaching out to,

1030
00:47:42.025 --> 00:47:43.365
to different groups to, to make sure

1031
00:47:43.365 --> 00:47:46.885
that you have a representative pool of, um, of candidates.

1032
00:47:47.025 --> 00:47:48.245
But yeah, I'd love to hear what

1033
00:47:48.695 --> 00:47:51.485
Close to half of our trustees have an impairment or, or,

1034
00:47:51.505 --> 00:47:53.885
or a disability in some shape or form.

1035
00:47:54.425 --> 00:47:57.125
Um, so they're effectively my bosses, uh, uh,

1036
00:47:57.145 --> 00:47:58.645
as I'm chief Chief Exec.

1037
00:47:59.105 --> 00:48:03.765
Um, so we've always had, um, kind

1038
00:48:03.765 --> 00:48:07.645
of disability, disability in mind, kind of

1039
00:48:07.645 --> 00:48:08.765
that trickle down effect.

1040
00:48:09.385 --> 00:48:14.245
Um, and I think that that is required in order to, um,

1041
00:48:14.995 --> 00:48:18.285
advance with, with what is needed, uh, beyond that.

1042
00:48:18.385 --> 00:48:20.565
So the, the wider realm of disabilities and

1043
00:48:21.145 --> 00:48:24.845
and support that's needed throughout society, uh, has

1044
00:48:24.925 --> 00:48:28.765
to come from that mixture of different levels, uh, of,

1045
00:48:28.865 --> 00:48:29.925
of, of authority.

1046
00:48:31.785 --> 00:48:35.085
Um, so I think having those conversations no matter

1047
00:48:36.175 --> 00:48:39.285
where you are in the pecking order, I suppose,

1048
00:48:39.585 --> 00:48:42.405
and having honest conversations about what is required

1049
00:48:42.405 --> 00:48:46.005
and what is needed and not being scared to, to confront, um,

1050
00:48:46.355 --> 00:48:48.805
authority figures, I think is important.

1051
00:48:49.715 --> 00:48:52.285
Yeah. From your experiences, is it better

1052
00:48:52.465 --> 00:48:54.565
to offer a fixed term contract

1053
00:48:55.385 --> 00:48:59.925
or just offer, you know, a more shorter term contract

1054
00:48:59.925 --> 00:49:01.885
to people with disabilities?

1055
00:49:02.815 --> 00:49:05.545
I definitely think permanent kind of,

1056
00:49:06.265 --> 00:49:08.785
I think it's fixed term, just permanent contract is,

1057
00:49:08.785 --> 00:49:11.465
is the best for all of our graduates that we found a job,

1058
00:49:11.465 --> 00:49:12.905
it's just been a normal contract

1059
00:49:12.905 --> 00:49:14.545
and they have a three month probation period.

1060
00:49:15.205 --> 00:49:17.585
Um, and I don't think there is such a thing

1061
00:49:17.585 --> 00:49:19.705
as if you offer everyone a permanent one,

1062
00:49:19.705 --> 00:49:21.345
then there's not gonna be any jobs left.

1063
00:49:21.805 --> 00:49:25.385
Um, I think it's just a case of the amount of companies

1064
00:49:25.385 --> 00:49:28.625
that are out there and they can do that and, and why not?

1065
00:49:28.745 --> 00:49:31.865
I think they need the, the security

1066
00:49:31.925 --> 00:49:35.385
and the safety to know that, you know, this is long term

1067
00:49:35.485 --> 00:49:37.065
and, you know, we've created this role

1068
00:49:37.125 --> 00:49:40.505
and we do kind of create that role within, for the,

1069
00:49:40.535 --> 00:49:41.945
with the employees with that intention.

1070
00:49:42.005 --> 00:49:43.505
And the trainees very much know that,

1071
00:49:44.005 --> 00:49:48.065
and just like Fair Shot was the safest place for them.

1072
00:49:48.255 --> 00:49:50.425
They need to know that they're also entering this safe

1073
00:49:50.425 --> 00:49:53.225
and supportive place that is for the long term

1074
00:49:53.225 --> 00:49:54.705
that then when they want to move on,

1075
00:49:54.705 --> 00:49:56.585
that they can, you know, Mm-Hmm.

1076
00:49:57.745 --> 00:49:59.745
I think the amount of work that goes into creating roles,

1077
00:50:00.535 --> 00:50:02.625
it's only fair that it's a long term position.

1078
00:50:02.885 --> 00:50:06.385
Um, I think it kind of goes with funding as well, that if,

1079
00:50:06.385 --> 00:50:08.585
if you are getting, uh, annual funding

1080
00:50:08.805 --> 00:50:12.545
that's not multi-year, then um, it's a, it's a lot.

1081
00:50:12.545 --> 00:50:14.985
It just takes, takes a lot more work to, to find funds

1082
00:50:15.005 --> 00:50:16.345
or fine jobs or,

1083
00:50:16.365 --> 00:50:19.625
or seek employment that hasn't got continuity involved.

1084
00:50:19.765 --> 00:50:21.585
So I think if you have the right person in place

1085
00:50:21.645 --> 00:50:25.985
and, um, like Ben said in terms of that free month, um,

1086
00:50:26.845 --> 00:50:31.325
um, probation for probation period, uh, for anyone, then,

1087
00:50:31.325 --> 00:50:33.285
then you can, you can find out if the person is right for

1088
00:50:33.285 --> 00:50:34.965
that, for the role, and if not, then you can,

1089
00:50:34.965 --> 00:50:36.125
you know, find somebody else.

1090
00:50:36.865 --> 00:50:38.605
So I think, I think disability shouldn't really come

1091
00:50:38.605 --> 00:50:39.685
into employment roles.

1092
00:50:39.845 --> 00:50:42.085
I think it's, it should be normalized that

1093
00:50:42.785 --> 00:50:45.285
if there is a position in place regardless disability,

1094
00:50:45.285 --> 00:50:46.485
then it should be long term.

1095
00:50:46.945 --> 00:50:50.365
Um, what is the trajectory for a young person

1096
00:50:51.305 --> 00:50:54.125
beyond a traditional short term placement, would you say?

1097
00:50:56.205 --> 00:50:58.205
I think a lot of projects that we run, um,

1098
00:50:58.355 --> 00:50:59.725
involve transferable skills.

1099
00:51:00.025 --> 00:51:03.365
So regardless of what their aspirations are, the jobs

1100
00:51:03.365 --> 00:51:05.645
that are available, it doesn't matter as much.

1101
00:51:05.705 --> 00:51:08.365
So time management, budgeting, um,

1102
00:51:09.325 --> 00:51:12.445
strategizing projects, even creating projects as well.

1103
00:51:13.185 --> 00:51:17.445
Um, it gives them, um, a, a, a wider spread as to

1104
00:51:17.445 --> 00:51:18.725
what they might want to attain as an,

1105
00:51:18.945 --> 00:51:20.525
as a job later on down the line.

1106
00:51:21.265 --> 00:51:23.765
So I think having a, a general overview, um,

1107
00:51:24.525 --> 00:51:26.565
provides quality transferable skills

1108
00:51:26.585 --> 00:51:28.685
to do to, to our students. I

1109
00:51:28.805 --> 00:51:30.685
Actually think the confidence is the key one.

1110
00:51:31.205 --> 00:51:33.965
I think there's so many possible jobs

1111
00:51:33.995 --> 00:51:35.645
that anyone can do just if they

1112
00:51:35.645 --> 00:51:36.725
have the confidence to do so.

1113
00:51:36.725 --> 00:51:39.365
You wouldn't believe how not having work experience makes

1114
00:51:39.365 --> 00:51:41.525
you feel like you can't try anything.

1115
00:51:41.545 --> 00:51:44.325
You're scared to fail, you are scared to speak up,

1116
00:51:44.325 --> 00:51:45.365
you're scared to meet new people.

1117
00:51:45.395 --> 00:51:48.565
Like it is just the basis of, of everything.

1118
00:51:48.705 --> 00:51:50.445
And I think then that gives you the wings to

1119
00:51:51.385 --> 00:51:52.385
Of, of go on. I agree. Yeah, I agree.

1120
00:51:52.385 --> 00:51:53.885
It's the unknown, isn't it often.

1121
00:51:53.915 --> 00:51:55.285
Yeah. With, with the young people.

1122
00:51:55.445 --> 00:51:56.845
I remember first starting my job

1123
00:51:56.845 --> 00:51:58.165
and I was like, oh my gosh, I

1124
00:51:58.165 --> 00:52:00.325
Just don't want to, it's terrifying. Yeah, yeah.

1125
00:52:00.825 --> 00:52:01.885
In this new environment

1126
00:52:01.885 --> 00:52:03.845
with all these new people, with new systems.

1127
00:52:04.235 --> 00:52:06.405
Yeah. And I remember blogging onto my computer

1128
00:52:06.585 --> 00:52:08.085
and being like, oh my gosh, you know?

1129
00:52:08.315 --> 00:52:10.885
Yeah. Screen readers what? Yeah.

1130
00:52:11.035 --> 00:52:13.365
Like it's suddenly working with a whole new bit

1131
00:52:13.365 --> 00:52:15.765
of software that I haven't had at school. So yeah,

1132
00:52:15.925 --> 00:52:17.965
I think for most of our trainees,

1133
00:52:18.405 --> 00:52:21.285
I think people in general, I feel like the first two months

1134
00:52:21.345 --> 00:52:24.445
are, are always just them getting to terms with the fact

1135
00:52:24.445 --> 00:52:25.765
that if they do something, they're wrong,

1136
00:52:25.765 --> 00:52:26.885
they're not gonna get yelled at.

1137
00:52:26.885 --> 00:52:30.205
Yeah. And I'm just like, where of, where has this come from?

1138
00:52:30.205 --> 00:52:32.885
Because, and they know that no matter if they're late,

1139
00:52:32.905 --> 00:52:35.125
no matter whatever, you know, they know that they can,

1140
00:52:35.915 --> 00:52:38.085
they are safe enough to, to try different things

1141
00:52:38.225 --> 00:52:40.605
and they now know that in the next job that they go to,

1142
00:52:40.665 --> 00:52:44.645
you know, I think what sometimes their anxiety kicks in

1143
00:52:44.645 --> 00:52:46.365
and it just creates these situations

1144
00:52:46.365 --> 00:52:49.085
that will not actually happen in the real life, but

1145
00:52:49.085 --> 00:52:50.485
because they've never tried it, how would they

1146
00:52:50.485 --> 00:52:51.765
ever actually know?

1147
00:52:52.025 --> 00:52:53.365
So I think that that freedom

1148
00:52:53.505 --> 00:52:56.445
and feeling a little bit more, bit more safe in

1149
00:52:56.445 --> 00:52:57.605
what you're able to do and,

1150
00:52:57.665 --> 00:52:59.605
and the others around you, I think gives you the,

1151
00:53:00.285 --> 00:53:01.405
I don't know, just possibilities,

1152
00:53:01.405 --> 00:53:02.605
endless kind of thing. Yeah.

1153
00:53:02.605 --> 00:53:03.645
Where did we get that from?

1154
00:53:04.165 --> 00:53:06.765
I think the, yeah, I think the knowledge based experience

1155
00:53:06.765 --> 00:53:08.005
allows you to adapt easier.

1156
00:53:08.635 --> 00:53:10.015
Yeah. Yeah, for

1157
00:53:10.015 --> 00:53:11.015
Sure. Definitely.

1158
00:53:11.015 --> 00:53:14.975
How would you define an inclusive career

1159
00:53:15.045 --> 00:53:18.375
opportunity and what makes it genuinely inclusive

1160
00:53:18.915 --> 00:53:20.455
rather than tokenistic?

1161
00:53:21.785 --> 00:53:24.505
I think what makes it inclusive is looking at the

1162
00:53:24.505 --> 00:53:28.605
individual and not the disability, not kind

1163
00:53:28.605 --> 00:53:30.005
of the background.

1164
00:53:30.035 --> 00:53:31.165
It's looking at the individual

1165
00:53:31.545 --> 00:53:33.365
and what support that they need

1166
00:53:33.505 --> 00:53:36.965
and being as flexible as possible in making that happen,

1167
00:53:37.235 --> 00:53:39.245
whether it's at the beginning or two months in

1168
00:53:39.245 --> 00:53:41.005
or three, I don't know, just at any time.

1169
00:53:41.195 --> 00:53:45.585
Just very being, just being able to offer any support that

1170
00:53:45.585 --> 00:53:46.585
that individual needs.

1171
00:53:46.585 --> 00:53:49.185
Whether it's adapting the structure of the workplace,

1172
00:53:49.945 --> 00:53:52.585
training other people, you know, it's,

1173
00:53:52.975 --> 00:53:55.655
it's just being completely flexible

1174
00:53:55.655 --> 00:53:56.735
and adaptable to that person

1175
00:53:57.275 --> 00:53:59.135
and what they think that support they need

1176
00:53:59.135 --> 00:54:00.295
and what you think that you can offer.

1177
00:54:00.575 --> 00:54:01.575
I think,

1178
00:54:01.965 --> 00:54:03.575
Yeah, I think case by case basis

1179
00:54:03.715 --> 00:54:04.975
is, is the best way forward.

1180
00:54:05.285 --> 00:54:07.815
It's, um, you can have two individuals

1181
00:54:07.815 --> 00:54:08.855
with a similar disability

1182
00:54:09.035 --> 00:54:10.575
who could be completely different characters,

1183
00:54:10.575 --> 00:54:11.775
completely different in terms

1184
00:54:11.795 --> 00:54:14.175
of their personas and their ambitions.

1185
00:54:14.795 --> 00:54:18.175
So I think that you have to base, uh, support mechanisms on,

1186
00:54:18.275 --> 00:54:19.935
on the individual themselves

1187
00:54:20.675 --> 00:54:22.535
and help them as much as possible.

1188
00:54:22.725 --> 00:54:26.415
Whether that's through, um, whether that's

1189
00:54:26.415 --> 00:54:28.415
through written support, whether it's through, um,

1190
00:54:28.445 --> 00:54:30.055
practical guidance, uh,

1191
00:54:30.115 --> 00:54:31.615
but have them involved in the process

1192
00:54:31.755 --> 00:54:32.935
as to what they want to achieve.

1193
00:54:34.165 --> 00:54:37.135
What, what do you think the government's role

1194
00:54:37.675 --> 00:54:40.015
in ensuring these opportunities are?

1195
00:54:40.175 --> 00:54:41.175
Possible

1196
00:54:43.355 --> 00:54:45.095
Big, don't get in trouble?

1197
00:54:45.435 --> 00:54:46.575
Um, yeah.

1198
00:54:46.915 --> 00:54:51.415
Uh, I would say that from my own perspective, um,

1199
00:54:52.525 --> 00:54:54.375
knowing what your rights are is important.

1200
00:54:54.715 --> 00:54:59.215
Um, so don't be scared to confront, um,

1201
00:54:59.755 --> 00:55:03.175
or, or, or ask as to what your rights are.

1202
00:55:03.515 --> 00:55:05.535
Um, a lot of the stuff in Google you can find out

1203
00:55:05.535 --> 00:55:07.415
for yourself these days, um,

1204
00:55:07.515 --> 00:55:11.935
but finding out what your statutory rights are as an

1205
00:55:11.935 --> 00:55:15.535
as disabled individual as looking at the support

1206
00:55:15.555 --> 00:55:16.655
is available through the government.

1207
00:55:16.655 --> 00:55:19.455
So particularly access to work funding, there's a whole ple

1208
00:55:19.455 --> 00:55:21.335
of, of, of, of services and,

1209
00:55:21.395 --> 00:55:23.775
and, uh, funds that you can get through through

1210
00:55:23.775 --> 00:55:25.975
that specific, uh, fund.

1211
00:55:26.435 --> 00:55:28.455
Um, which if it wasn't for that,

1212
00:55:28.535 --> 00:55:29.895
I wouldn't be working at all that I,

1213
00:55:29.975 --> 00:55:31.055
I know for a fact, I think,

1214
00:55:31.975 --> 00:55:33.335
I mean in France for example,

1215
00:55:33.805 --> 00:55:35.855
depending on the certain size of a company,

1216
00:55:36.005 --> 00:55:38.335
that company needs a certain percentage of people

1217
00:55:38.995 --> 00:55:40.455
who are disabled, et cetera.

1218
00:55:40.455 --> 00:55:41.855
And I think in the UK it's quite

1219
00:55:42.095 --> 00:55:43.215
shocking that that doesn't exist.

1220
00:55:43.755 --> 00:55:47.975
Um, just coming up with a set kind of structure of, of set

1221
00:55:48.985 --> 00:55:53.375
rules that companies need to, um, adhere to,

1222
00:55:53.535 --> 00:55:55.135
I think is kind of the best way.

1223
00:55:55.525 --> 00:55:57.375
What are the qualities you both look

1224
00:55:57.395 --> 00:55:59.415
for in a diverse workforce

1225
00:56:00.755 --> 00:56:02.095
In terms of staff members?

1226
00:56:02.715 --> 00:56:04.895
Uh, I would say you can learn a lot more

1227
00:56:05.075 --> 00:56:06.175
in terms of adaptability.

1228
00:56:06.835 --> 00:56:09.215
So there's some of our, well, many of our tutors are,

1229
00:56:09.215 --> 00:56:13.975
are extremely creative, but I think those the, um, have

1230
00:56:14.565 --> 00:56:16.615
impairments look at the world in

1231
00:56:16.615 --> 00:56:17.695
a slightly different way sometimes.

1232
00:56:18.315 --> 00:56:21.295
So there's, uh, there are, um,

1233
00:56:22.605 --> 00:56:24.555
ways they see things that I definitely don't.

1234
00:56:24.735 --> 00:56:26.795
Uh, and I, I think having a varied opinion

1235
00:56:27.295 --> 00:56:29.275
and varied insight into life, uh,

1236
00:56:29.345 --> 00:56:30.715
just makes the world a better place.

1237
00:56:31.025 --> 00:56:34.275
Totally. I think the number one thing is just

1238
00:56:34.995 --> 00:56:39.395
appreciating and people's differences and having to look

1239
00:56:39.535 --> 00:56:40.755
and think in different ways.

1240
00:56:41.375 --> 00:56:44.915
And I think it forces you definitely me as the CEO,

1241
00:56:44.915 --> 00:56:45.995
but also our team

1242
00:56:46.335 --> 00:56:49.275
and our structure to be adaptable and flexible.

1243
00:56:49.455 --> 00:56:51.755
And I'm not saying that it's easier,

1244
00:56:52.415 --> 00:56:54.955
but I think the result that you get is better.

1245
00:56:55.695 --> 00:56:59.155
Um, and it's, it's a little bit more human

1246
00:56:59.155 --> 00:57:02.715
because I think actually even just having someone in the

1247
00:57:02.715 --> 00:57:04.835
team that has a DHD, like it actually

1248
00:57:06.105 --> 00:57:08.235
just ferments these like relationships

1249
00:57:08.335 --> 00:57:11.915
and talking openly about actually if she says, I struggle

1250
00:57:11.915 --> 00:57:13.635
with timekeeping, that it's easier for me

1251
00:57:13.635 --> 00:57:16.195
to talk about my chronic illness.

1252
00:57:16.415 --> 00:57:17.995
And it's just like different things like that.

1253
00:57:18.135 --> 00:57:21.035
So I think it's just opening up your, your mind

1254
00:57:21.035 --> 00:57:23.315
to think differently and to approach problems,

1255
00:57:23.855 --> 00:57:25.355
um, in a different way.

1256
00:57:25.375 --> 00:57:26.435
And I think adaptability

1257
00:57:26.435 --> 00:57:27.715
and flexibility, what that does

1258
00:57:27.715 --> 00:57:31.425
to your business in the long term is, you know, the best

1259
00:57:31.565 --> 00:57:33.265
Seeing difference as a superpower.

1260
00:57:33.425 --> 00:57:36.385
I know we all don't like the trope of like, yeah,

1261
00:57:36.445 --> 00:57:38.705
for sure deja wellbeing and a blind, you know?

1262
00:57:38.775 --> 00:57:40.385
Yeah. Blind and different things.

1263
00:57:40.445 --> 00:57:43.185
But I think it really is looking inside yourself

1264
00:57:43.185 --> 00:57:45.705
and going, well, I'm just gonna say what I need.

1265
00:57:46.135 --> 00:57:49.305
Yeah. Because you know, there's gonna be someone in here

1266
00:57:49.305 --> 00:57:51.425
that isn't blind or isn't disabled

1267
00:57:51.535 --> 00:57:53.625
that probably needs the same thing. Me. Exactly.

1268
00:57:53.845 --> 00:57:56.665
But also why, like, I feel like with inclusivity,

1269
00:57:56.785 --> 00:57:58.385
I feel like we tend to focus with people

1270
00:57:58.385 --> 00:58:01.545
that have a disability or you know, I think,

1271
00:58:01.685 --> 00:58:05.025
but actually the things that you learn from

1272
00:58:06.525 --> 00:58:08.405
creating an as inclusive workplace

1273
00:58:08.405 --> 00:58:10.965
as possible actually benefits even just

1274
00:58:11.435 --> 00:58:12.765
your other workforce.

1275
00:58:12.995 --> 00:58:16.005
Yeah. I think there's so many things that we can talk about

1276
00:58:16.145 --> 00:58:19.055
and actually we are all kind of the same.

1277
00:58:19.125 --> 00:58:21.975
It's just like, let's open up that conversation,

1278
00:58:21.975 --> 00:58:23.775
and I think that's kind of the best thing that it brings.

1279
00:58:24.315 --> 00:58:27.975
Bianca, John, thank you for speaking to me today.

1280
00:58:28.155 --> 00:58:30.295
It was lovely to hear what you gotta say was

1281
00:58:30.315 --> 00:58:31.495
You so much. Cheers.

1282
00:58:31.495 --> 00:58:33.935
Thanks. Yeah, thank you. Thanks

1283
00:58:33.935 --> 00:58:36.375
for joining us on our employability journey.

1284
00:58:36.915 --> 00:58:39.095
We really hope that if you're an organization

1285
00:58:39.565 --> 00:58:41.895
that this episode has motivated you

1286
00:58:41.955 --> 00:58:43.895
to take the first step into the realm

1287
00:58:43.895 --> 00:58:46.135
of employment opportunities for people

1288
00:58:46.135 --> 00:58:47.575
with learning and access needs.

1289
00:58:48.375 --> 00:58:49.975
Consider reaching out to organizations

1290
00:58:50.285 --> 00:58:55.215
that already offer accessible employment opportunities such

1291
00:58:55.215 --> 00:58:59.055
as mencap, a charity supporting individuals

1292
00:58:59.285 --> 00:59:00.695
with learning disabilities

1293
00:59:00.755 --> 00:59:04.975
and finding work pursuing independent paths, pip,

1294
00:59:05.345 --> 00:59:07.855
which empowers adults with learning disabilities

1295
00:59:08.675 --> 00:59:11.135
or autism to achieve their ambitions.

1296
00:59:12.075 --> 00:59:15.535
Action on disability, which supports disabled people

1297
00:59:15.755 --> 00:59:17.335
to have greater independence.

1298
00:59:17.955 --> 00:59:20.975
And of course, don't miss out on Fair Shot Cafe,

1299
00:59:21.735 --> 00:59:24.485
which not only offers internship programs,

1300
00:59:25.105 --> 00:59:29.765
but also DNI workshops to foster cultures of diversity,

1301
00:59:30.465 --> 00:59:32.565
equity, and inclusion, as well

1302
00:59:32.565 --> 00:59:34.205
as delicious cakes and sandwiches.

1303
00:59:35.045 --> 00:59:38.565
Additionally, support from entities like John Lyons

1304
00:59:38.565 --> 00:59:40.205
charity is vital.

1305
00:59:40.905 --> 00:59:43.365
If you have experience, insights,

1306
00:59:43.505 --> 00:59:46.485
or opinions on what you've learned during this episode,

1307
00:59:46.995 --> 00:59:50.565
then please follow John Lyon's charity on Instagram X

1308
00:59:50.985 --> 00:59:53.085
and LinkedIn and let us know what you,

1309
00:59:55.265 --> 00:59:56.885
Hi, my name's Anna Hod Knott,

1310
00:59:56.885 --> 00:59:59.485
and I'm the Senior Grants Manager at John Lyons Charity.

1311
01:00:00.185 --> 01:00:02.685
I'm a white female and my pronouns are she her.

1312
01:00:03.265 --> 01:00:05.685
I'm wearing a bright print top and black trousers,

1313
01:00:05.985 --> 01:00:07.725
and I have blonde shoulder length hair.

1314
01:00:08.925 --> 01:00:11.005
I would like to thank all of our guests today

1315
01:00:11.265 --> 01:00:13.925
for contributing to this episode on careers

1316
01:00:13.925 --> 01:00:17.405
and pathways for young people with learning access needs.

1317
01:00:18.245 --> 01:00:20.805
I would also like to thank the trainees from Fair Shot

1318
01:00:21.145 --> 01:00:22.405
who gave us their insights

1319
01:00:22.425 --> 01:00:24.965
of working in a busy cafe in Covent Garden.

1320
01:00:25.755 --> 01:00:27.565
John Lyon's charity is committed

1321
01:00:27.665 --> 01:00:30.405
to providing more opportunities for young people

1322
01:00:30.465 --> 01:00:32.685
to enter the world of work should they wish to do so,

1323
01:00:33.225 --> 01:00:34.925
and particularly for young people

1324
01:00:34.995 --> 01:00:36.605
with learning and access needs.

1325
01:00:37.585 --> 01:00:39.205
We are calling for more employers

1326
01:00:39.225 --> 01:00:40.805
to offer inclusive opportunities,

1327
01:00:41.265 --> 01:00:42.685
and join us on this journey

1328
01:00:43.265 --> 01:00:45.725
to find out more information about this internship

1329
01:00:45.735 --> 01:00:48.005
initiative and other funds available

1330
01:00:48.115 --> 01:00:49.165
from John Lyons charity.

1331
01:00:49.465 --> 01:00:53.645
Please see our website, www.jlc London.