Resources Page

Members wishing to post relevant documents should email them in Word or .pdf Format to Margaret Linton

Please note that these documents require Acrobat Reader installed on your computer.

• Workforce Plus
  There have been real achievements since 1999 in helping people move from welfare to work. A huge reduction in the child poverty statistics has been one important result. But there are still too many obstacles for those Scots – estimated at 168,000 – who want to enter or return to the world of work. Employers must be able to play their part in providing employment opportunities for those who have, for far too long, been part of that “undiscovered workforce”.
  Workforce Plus sets out[the Scottish Executive] approach to both the national leadership and the local action needed to address this challenge. Although we are targeting effort into Scotland’s cities and communities where the highest numbers of people are out of work, this is a Framework for the whole of Scotland.
• Bridging the Gap : a briefing paper on reforming Welfare to Work in Britain
  (Social Firms Scotland, 2005)
  'Bridging the Gap' is a discussion paper aimed at those who are closely involved or affected by wider reform of the welfare to work system related to employment support. It has a particular focus on the effect of reform in relation to people with mental illness as they form the largest group of disabled people put of work.
• European Union of Supported Employment Information Booklet and Quality Standards
  (EUSE, 2005)
  This booklet is intended for supported employment providers as a practical guide to improve the delivery of services, to establish a common language between European countries on Supported Employment and to highlight best practice.
  Additionally it is intended that this booklet will improve the consistency of services throughout Europe and provide a benchmark for supported employment activities.
• The Disability Standard 2005
  (Employers' Forum on Disability)
  The Disability Standard incorporates the world's first detailed Benchmark Survey measuring organisations' performance on disability. This year, 80 UK employers, with a combined workforce of nearly two million employees, have used the Standard to examine their performance on every aspect of disability as it affects their business. The Disability Standard provides the first measure of the extent to which the participants have the commitment, the leadership and the policies and procedures they need if they are to employ and serve disabled people efficiently and mainstream disability confidence into the workplace.
• Education and employment of young disabled people
  (Joseph Rowntree Foundation Research Findings)
  Developing positive aspirations is a key factor in securing good educational and occupational outcomes, and an important component of autonomy. This study, by Tania Burchardt of the London School of Economics, compared the aspirations of young disabled and non-disabled people, and examined the extent to which those aspirations were achieved.
• Inclusiveness Projects
  (Scottish Executive Enterprise and Lifelong Learning Department and Careers Scotland, 2005 )
  The National Evaluation of the Careers Scotland Inclusiveness Projects.
• Employment for Young People
  (Scottish Executive Enterprise and Lifelong Learning Department and Careers Scotland, 2005 )
  Seven Pilot initiatives tested new approaches to bridging the employability gap for Inclusiveness clients such as young people with chaotic lifestyles and care leavers. It was apparent during the case studies for the National Evaluation of the Inclusiveness Projects that follow-on options for Inclusiveness clients seeking to enter employment were restricted in many parts of the country. The Supported Employment pilots provided a means of increasing the range and availability of entry routes into employment.
• Supported Employment for Immigrants
  (Swedish Labour Market Board)
  During the fall of 2003, the Swedish government gave the Swedish National Labour Market Board an assignment to focus on lowering the unemployment rate among immigrants. The method of Supported Employment was considered to be the most suitable method since it is on an individual basis and an in-depth support that leads to employment.
• Employment Strategy 2004 - 2007
  (Disability Rights Commission)
  The DRC commissioners agreed at their meeting on 20 May 2003 that, given its unique role, the DRC should focus primarily on reducing social barriers to employment. These include attitudinal barriers and fears as well as barriers in how institutions and whole service systems operate.
  Commissioners agreed that the DRC should identify positive levers for change, for example, showing employers that there is a GB-based labour pool that will enable them to find and retain good staff in the face of high vacancy levels. We should also use negative levers: formal investigations, legal cases and the threat of the law where practice is poor.
  On financial barriers to employment, the DRC should work with partners to identify potential solutions.
  On labour market barriers, we should take advantage of current and projected labour market trends, including targeting resources on high vacancy/high growth sectors; and on specific geographical areas. Further analysis is underway to guide targeting.
• Barrier-Free Information How to Develop Your Local Accessible Information Strategy. A Practical Guide.
  (Scottish Accessible Information Forum (SAIF), 2004)
  The aim of this guide is to help local authorities and the agencies they work with improve the accessibility of the information and advice that is given to disabled people and their carers in their local area. It highlights what you can do to make a real difference to the quality of information and advice that local people get and it gives guidance on how to produce a local accessible information strategy.
  Information also has a cost, both in staff time and money and needs to be managed like any other resource. Developing a local framework within which accessible information provision can be planned and developed will help ensure that the most effective use is made of limited resources.
• GGNSE Business Plan 2005 - 2008
  This plan set out the development for GGNSE over the next three years. It will be subject to review every six months. We would welcome feedback from the membership about its content.
• Supported Employment in Norway: a national mainstream programme
  (ÿystein Spjelkavik, Work Research Institute, Norway 50 Kjetil Fr¯yland, Work Research Institute, Norway Mike Evans, Dundee City Council, Scotland
  This report presents research on the Norwegian labour market measure Arbeid med bistand (AB). AB is a national mainstream supported employment programme, which provides supported aimed at the inclusion of vocationally disabled job seekers in the ordinary job market. The report discusses the present situation in Norwegian supported employment in the light of QUIP, a set of criteria for quality-supported employment. A final chapter discusses an external view to Norwegian supported employment and addresses issues in a European context. The aim of the report is to contribute to spread information about supported employment in Norway to other parts of the international system of vocational rehabilitation and to stimulate the ongoing debate concerning supported employment. The Norwegian Directorate of Labour financed the report.
• Disability and Employment in Scotland : a review of the evidence base
  (Sheila Riddell and Theresa Tinklin, University of Edinburgh; Pauline Banks, University of Glasgow)
  Social Justice Research Programme. Research Findings No. 15 2005.Access to and sustainability of employment for disadvantaged groups is a key concern of the Scottish Executive. This research was commissioned to collate the current evidence base in relation to the access of disabled people to and participation within the labour market (including self-employment) and to identify gaps in current research in order to inform future research on the subject.

This page was updated 28 February 2006