Breaking the Barriers 2015 Report - Diverse Cymru … · made to make services more inclusive and...
Transcript of Breaking the Barriers 2015 Report - Diverse Cymru … · made to make services more inclusive and...
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Contents
Page
Foreword 5
Health and Social Care; Cuts in Care Packages 6
Continuing Healthcare 7
Primary Care 8
Community Care and Support 10
Education; Adult Education-Mainstream 13
Adult Education; Learning Difficulties / Disabilities 14
Accessibility in Mainstream Schools 16
Transitions from Primary to Secondary, Secondary to
Higher and Further Education, and Employment
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Access: Transport; Buses 21
Trains 24
Taxis 25
Blue Badge Provision; Scooters; Shared Surfaces;
Accessible Communication
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Parking; Blue Badge Parking 27
Accessibility in the Built Environment 28
Employment; Job Applications 29
Advertising 30
Recruitment 31
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Interviews 32
Workplace Barriers 33
Possible Resolutions 35
Cardiff Council Specific 36
Cllr David Groves Recommendations 37
1/ Health and Social Care 38
2/ Education 40
3/ Access 46
4/ Wayfinding and Accessibility of the Built Environment 53
5/ Wayfinding; Technology 54
6/ Employment 55
7/ Over-Arching 58
Mental Health Issues 59
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Foreword
The idea of the event was first communicated to Cardiff Council Director of Communities, Housing & Customer Services Sarah McGill by Cllr David Groves with a view to doing something that will make a difference by looking at how we can break down the barriers that disabled people (pan-impairments) face.
We know that many disabled people face barriers in their everyday lives
that prevent them from accessing services and being full and active
members of their community. We also know that some progress has been
made to make services more inclusive and accessible1. However, there is
evidence to show that progress is patchy and more needs to be done.
The vision of the Breaking the Barriers initiative as part of the Cardiff
Debate, is to assist Cardiff in becoming a more inclusive and accessible
place to live and visit, through engaging and working with disabled people
to remove barriers that get in the way of them being full and active
contributors in Cardiff, in the specific areas of Health/Social Care,
Employment, Education and Access.
To take this vision forward through the establishment of a disability
steering group, it was planned to hold over the next 3 years, annual
disability events which will seek to encourage collaboration and co-
production between disabled people, the local authority, local
organisations including local businesses, employers and service providers
in order to find solutions and take action to assist in removing the identified
barriers for disabled people in Cardiff, in the specific areas of Health/Social
Care, Employment, Education and Access. The first of these events was
held on the 20th March 2015 at Cardiff City Hall. All comments within this
report are provided by disabled people and their representatives who
attended the conference.
Councillor David Groves provides recommendations.
1 What do we mean by inclusive and accessible? We consider inclusive and accessible to be an environment which:
Engages with disabled people and includes them equally
Recognises the positive contribution that disabled people can make
Recognises physical, hidden and mental health conditions and has the means in place to be fully accessible to all conditions
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Health and Social Care
Cuts in Social Care Packages
Overarching theme of the discussion was the recognition that disabled
people’s dignity and respect should be central to care package delivery.
There is a general unease about cuts but also some innovative work;
communities coming together and putting into practice the idea of social
enterprise service delivery.
Community transport may be used more effectively by disabled people.
Its use could off-set some of the negative impacts that the reduction in
hours previously allocated for shopping. This could enable disabled
people to remain independent and less socially isolated.
Public transport is not always available and can be restrictive. Major
supermarkets could be encouraged to provide dedicated accessible
transport.
There is anecdotal evidence of shopping and then cleaning cuts in, and
24 hours packages are discouraged.
A service user has been made aware that the hours allocated for
shopping are to be withdrawn. Social Services recommended that the
service user can order shopping on-line. This particular service user has
no access to a computer and is not able to use public access computers
at the library.
It is alleged that some social workers act in a very threatening manner.
A challenge to cut Direct Payments overnight hours resulted in an
emotional and traumatic 20 month wait for a decision. The final decision
was not to cut the hours however there is no guarantee that this situation
will not reoccur.
Transition from children’s to adult services usually results in care
package cuts.
It is alleged that 11 local authorities are not supporting carers. Cuts and
reductions in Social Care services providing community care and
community support will increase the burden on mental health services.
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Continuing Healthcare
There is a general lack of awareness and understanding by service
users and service providers about what Continuing Healthcare is and
who is responsible for funding what.
There should not be barriers between one service and another.
Integration and multi-agency working needs to be encouraged,
supported, and importantly appropriately funded.
Identifying and assessing service user needs can result in delayed
transfers of care and inappropriate, expensive, longer time as in-patients
for disabled people.
Guidelines are too subjective and open to service provider’s financial
considerations and not the needs of service users.
There is a knowledge gap and confusion caused by issues such as
changes in legislation.
Some disabled people do not know where to go and are confused about
the different rules in England and Wales.
Service users are not always aware of who decides who the decision
makers are and who makes decisions about prioritising needs. Service
providers appear to not be aware of this and do not always explain
decisions in clear manner.
Service providers at all levels need to understand that one-size does not
fit all when supporting people with complex needs.
A lot of people do not understand what their entitlements are to improve
their well-being and healthcare, and what they could access while they
are undergoing assessment.
Continuing Healthcare should be based on needs, it should not matter if
you are a child or adult, have a learning disability, are an older person,
or have mental ill health.
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Primary Care
People do not always go through formal channels. This is a ‘chicken and
egg situation’; people waiting for the diagnosis want access to what is
available before the diagnosis is confirmed.
There appear to be different levels of access to information about an
individual. Some patients feel they should have access to their notes.
Consistency and building rapport is important so that a patient knows
who they can trust.
Morning drop in and open surgeries where patients do not have to pre-
book an appointment are not suitable for many people with mental ill
health and disabled people reliant on carers that arrive later than early
surgery opening times; this also relevant for parents that have had
disturbed nights. A mix of open surgery and appointments for specific
(i.e. identified) cases would be welcomed.
Primary health service providers do not have staff and GPs that can
converse in BSL and community languages. There is a lack of BSL and
community translation and interpreter services.
Using new technologies such as texting and Skype could be explored.
Some GP surgeries are wheelchair accessible, and have good
communication systems but it is patchy and some GPs that specialise in
certain health conditions are not always available.
There appears to be a lack of support for older people. This appears to
be due to funding and the boundaries and financial gatekeeping around
who should pay to support the care and medical needs of older people.
Some older people are institutionalised in their own homes, not speaking
to other people for days on end. They communicate their loneliness to
their GP and not their medical symptoms. Loneliness causes mental ill
health and impacts on medical conditions too.
Service users are not always asked how they would like their aftercare
delivered.
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Appointment time does not allow for in-depth investigation and can lead
to rushed incorrect diagnosis especially around mental ill health.
Disabled people are pigeon-holed. They become their impairment and
other medical and mental ill health conditions are overlooked or
misdiagnosed.
There is a need for cultural awareness training for GPs and staff.
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Community Care and Support
There is a tendency in Social Services for service users to fall between
services, so when one department ended its support the subsequent
department does not always continue support. Some service users do
not know who their current social worker is.
Community care and support is better for a disabled person’s health and
well-being. Disabled people who are isolated become ill. This may result
in hospital admission and general deterioration.
Service users should be allowed to be more actively involved in
assessing their care needs and made aware of all options available.
There is a general lack of up to date and relevant information and sign
posting of available community care support.
Decisions are made for disabled people and not by disabled people.
Supported accommodation should be appropriately funded and
promoted as a way of providing meaningful and supportive community
care.
Advocacy in its real form is essential - particularly for people who have
learning difficulties.
Preventative services are vital for service users. However its importance
is not widely recognised.
A central co-ordinating organisation could be considered to ensure that
community care and funding is provided equitably.
There is a lack of support for disabled people wanting to pursue
activities such as walking and singing rather than attending day centres
of other traditional service provision.
Educating service providers in the needs of, and the challenges faced by
disabled people will lead to more positive experiences for both.
Attitudes have an impact on disabled people’s lives. This is particularly
important for people experiencing mental ill health and for people who
have learning difficulties.
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Social enterprises delivering community care and support should be
promoted and supported. Social enterprises deliver ethical social care
practices.
There is a need to spend and invest in the short term to save in the long
term.
Whitchurch is well used to understanding and supporting people with
mental ill health. There has been negative feedback from Llandough
residents about having people in Llandough Hospital with mental ill
health. They ask “what do we do?”
Once discharged as an in-patient, people experiencing mental ill health
are unsure of the support available to them.
Peer to peer support in the community is important. People keep well in
the community.
The Police and Justice Services should be more aware of the needs of
people experiencing mental ill health living in the community and not
treat them as criminals. It was alleged that some are victims of
unnecessary physical restraint. Police in Whitchurch were praised for
their approach to people experiencing mental ill health.
An Acting Inspector from Fairwater Police Station was keen to look at
basic level training for police officers and to cascade ‘Dementia Friends’
training to police officers.
Older people are statistically more likely to become disabled people.
Their needs are not always recognised or supported.
Some older people are too proud to ask for help and, if they do want to,
rarely know where they can obtain support.
A neighbouring Local Authority contracts 80% of community care funds
to private agencies. It is reported the service users receive poor service.
If an individual has control it is very empowering.
Regarding care for disabled and older people, there appears to be inbuilt
expectations that family members will provide unfunded care. It was
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alleged that some families are bullied into providing care and then find
that they cannot cope.
Third sector organisations that provide community care and support for
or instead of Local Authorities should be appropriately funded.
There is a problem with expecting everyone to do something for nothing.
In Communities First areas people are rewarded and want to join in, e.g.
the Time Bank in Ely has shown positive results.
Central government has to recognise that policies on welfare and local
government cuts have a knock on impact on people’s lives.
Disabled people that need extra space for equipment or carers are
penalised by the ‘Bedroom Tax.’
There appears to be double barriers for BME, sight impaired people.
There are language and religious barriers. It is not in the training
programmes for carers to be trained about religious diversity. Carers
need to be aware of cultural or religious diversity.
Mainstream services do not understand the cultural and religious needs
of the community. A basic understanding of the needs is not there.
People need to be able to talk to people in their own language as things
get lost in translation with an interpreter.
Carers need to understand the needs of the client to be able to care for
them.
Prevention of incidents which then require ongoing support for care
needs would work better, i.e. support in place early to stop sight
impaired people falling and then requiring ongoing support.
Disabled people should raise their issues with Local Authorities.
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Education
Adult Education – Mainstream
Adult education can help alleviate social and emotional isolation.
Retirement should open the doors to adult education however, financial
and access barriers all too often stifle this opportunity.
To ensure inclusion funding is needed for translation, BSL and
community language interpretation. There is a need for speech to text
and note taker services.
Adult education could lead to employment; therefore investing in it could
pay future dividends.
Time banking and skills exchange are positive incentives to enter or
remain in adult education.
Community facilities such as Llanover Hall and Howardian are
threatened by council funding cuts. For disabled people, this would
result in the loss of accessible and relevant learning and creative
opportunities.
The cost of courses is too high. Less people enrol because it is too
expensive resulting in higher course fees or cutting the course.
Physical access is historically poor. Disabled people need reassurance
that buildings are now accessible. Who defines accessible?
Good access to learning opportunities should be publicised and
promoted. This will encourage more participation and promote best
practice as an incentive to other service providers.
There is need for more NVQ, practical and life skills courses. Vocational
training is a poor cousin to academic learning. However it is valuable to
people’s well-being.
Reductions in adult education opportunities could lead to an increase in
the need for mental health services - increasing social isolation for
disabled people. Benefits of such courses as cake making and creative
writing are therapeutic; the benefits of such courses can be tremendous.
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Adult Education – Learning Difficulties/Disabilities
Generally there is a lack of availability of suitable courses. Specialised
courses are held in one area that means people have to travel great
distances to attend.
Where there are courses for people who have learning difficulties, there
is a lack of personal, 1:1 support. Smaller class or group sizes are more
beneficial.
Moving away from using technical jargon helps people to understand
subjects and encourages their participation.
Some banks will not allow people who have learning difficulties to open
their own personal bank accounts. This limits how they can pay for
courses and negatively impacts on their autonomy. Disabled people
regardless of their impairments should be allowed choice and choice
and control.
There should be more work experience opportunities for people who
have learning difficulties. Work experience is a form of informal learning.
It inspires confidence and promotes independence.
Work training in retail, charities, and service sector offer good
opportunities for people who have learning difficulties. Organisations
such as RSPCA, McDonalds, M&S and student unions offer these
opportunities.
Unless attending day centres regularly, suitable courses information is
hard to access.
Courses held at good, accessible venues such as Sbectrwm
encouraged participation. Pontypridd College has access issues
including unsuitable course materials and building access. Barry College
did provide more accessible course materials and provided a minibus as
did Bridgend College. Rumney College provided good access and
support. However, there was a 7 month wait until enough students
enrolled to run the course
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Job Centre Plus services could include adult education support and
financial support to attend courses suitable for people who have learning
difficulties.
It appears that for younger people attending college is made easier than
for adults.
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Accessibility in Mainstream Schools
Extending the basic management and running of schools guidelines to
best practice could create more inclusive education experiences for
disabled students.
There is a lack of consistency when interpreting regulations, eligibility,
and support criteria.
The meaning and implementation of reasonable adjustments leads to
unsupported and excluded disabled students.
Assisted technologies to integrate disabled students should be given
due consideration. Generally there is a lack of technical support staff.
Peer support should be encouraged to enhance disabled student
experiences and raise confidence.
The drastic reduction of or cuts to the provision of inclusion officers in
mainstream schools has a negative impact.
The question needs to be asked as to the value and/or need for
statementing when so many disabled children attend mainstream
schools
For the majority of disabled students attending mainstream schools
bullying is a major issue. Bullying and discrimination is rarely discussed
but does occur. Again it is about labelling. One example discussed was
that of a young lad who is a Muslim and also has cerebral palsy. His
issues are compounded 3, 4, or 5, times because of the attitudes in
schools and amongst his peers.
The negative attitudes of other children and staff towards disabled
students need to be addressed and not ignored. It is a form of bullying.
There is a lack of relevant and practical disability awareness training for
teachers. Training should focus on practicalities and not legislation.
Some built environment barriers could be eliminated by the provision
and use of automatic doors, and paying attention to acoustics and
lighting in shared spaces.
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It appears that simple interventions such as the provision of note takers
for disabled students have not been discussed with the pupil or their
parents/guardians.
Some disabled students find that their support workers are barriers to
integrating with their peer groups.
Consideration should be made to provide alternatives to mainstream
schooling. Home schooling allows for learning to continue however, may
not be suitable for science subjects.
Head teachers and staff absorbed by the increasing demands that they
have to tackle generally can mean that they do not have time or other
resource to support disabled students.
Concern was raised that unless disabled students can enrol in the
education system per se, there is little point in providing accessible
schools.
Teachers may not always be trained in issues around disability or
specific impairments. Quite often the lack training is not identified until a
disabled student is in the classroom.
It needs to be noted that other students benefit from having a disabled
student in the classroom.
It is a concern that accidental segregation may occur when adjustments
are made for disabled students.
Teachers need to be trained in the differences between mental ill health
and naughtiness. Children who experience mental ill health may ‘drop
out’ of mainstream education because they are labelled as trouble
makers. They can become socially and educationally excluded.
To break down barriers, improve understanding and promote inclusivity,
schools as community hubs should be considered. Excellent mainstream
support for disabled pupils should be extended past 4’oclock. This may
encourage the community to become more engaging and accepting of
young disabled people. Without this, they feel socially isolated in their
own neighbourhood.
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Focusing only on a diagnosis; quite often so much emphasis is put on a
diagnosis by professionals that we can only get an assessment if there
is a diagnosis. There is a danger in having a diagnosis that can mask
other disabled student needs. An example given was of a young boy,
15/16 years of age, who has Down’s Syndrome. He went through all his
school life with support given because of that particular identified need.
However, until he prepared for leaving school it was not recognised that
he also needed Autistic Spectrum Disorder (ASD).
Across education as a whole, there is a need to need to work collectively
to identify under the radar families who are not accessing services or
receiving diagnoses until very late on in a disabled student’s education.
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Transition from Primary to Secondary, Secondary to Higher and
Further Education, and Employment
It is important to ensure students, families, and parents have enough
information about services that are available to them including services
from the third sector as well as statutory services.
Concern was raised that there appears to be a lack of information for
parents in community languages.
There appears to be a lack of consistency in terms of transitioning from
one level to another. It is hoped that there will possibly be an
improvement with the new Additional Learning Needs Bill.
In terms of transitioning to higher education; late UCAS and University
allocation of places for disabled students results in a small window to
source and implement support provision.
Disabled students, families and parents should be encouraged to
disclose a disabled student’s status.
A possible solution to the lack of information and to assist with
information sharing, a list of available resources (ensuring that the
information is in accessible formats) could be researched, developed
and regularly maintained. The use of websites familiar to families and
professionals may be one way to share information and support. It must
be considered that not everybody is able to access the internet.
Schools should work jointly with other agencies involved in their disabled
student lives, plan in advance, and research what is available in
catchment areas. This could avoid last minute panics and make
transitions smoother and less stressful for everyone.
There appears to be a total lack of support for disabled students
transitioning from secondary school directly to employment. Liaising with
empathetic local employers may address some of the transitions barriers
disabled students face.
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Earlier, more relevant transitions arrangements may address some of
the transitions barriers disabled students face.
Ensuring multi-disciplinary working, a consistent transitions key worker,
advocates, and mentors, creates confidence and inspires disabled
students to attain.
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Access
Transport; Buses
The abrupt manner and lack of disability and older people’s awareness
amongst some bus drivers and bus company staff leads to intimidating
and frightening experiences for some disabled people. In turn this may
lead to social isolation. Lack of time or understanding for bus
passengers who have speech impairments may have the same
outcome.
Many wheelchair users reported that there is a refusal by some bus
drivers to deploy wheelchair ramps.
Negative and dismissive attitudes of staff on some Cardiff Buses are a
major barrier. Disabled passengers have to ask for the ramps to be
lowered which some feel draws unwanted attention to them, especially if
they have a ‘hidden’ disability. It leaves disabled people open to abuse
as others may perceive the individual as being difficult or wanting
‘special treatment’.
Disability awareness training that is more than a paper and tick box
exercise is essential. Ideally the training should be delivered by disabled
people. Training appears to be about legislation and problems and not
about how to practically assist disabled passengers. Basic, practical BSL
could be learned by bus drivers.
Despite the provision of CCTV, accidents and incidents are not recorded
properly and there is a lack of confidence by disabled people to report
them. There appears to be a definite lack of accountability that is to bus
companies’ advantage.
It is important that bus companies receive and act upon feedback from
disabled people so they know how to improve their services.
Easy to read timetables would assist people who have learning
difficulties and the general public too.
There is nothing put in place to let people with visual impairments know
which stop they are at whilst on the bus.
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Buses do not always pull up alongside bus stops. This can be due
inconsiderate car parking.
Bus drivers do not wait for people to sit down before they pull off. It
appears timetable pressures dominate how drivers drive.
Not all buses appear to use low floor access.
Ongoing development and redevelopment of Cardiff Central Square and
bus station is unsafe and confusing for disabled people.
Information with regard to transport changes in Cardiff have to be easy
to understand.
Cardiff Bus suddenly removes routes without given the public prior
notice.
Straight through, direct buses are required for some journeys due to the
difficulties in changing buses.
There is overall confusion about where to go for information on Cardiff
Buses as the main bus stop has moved. People are unsure which bus
stop they should be going to.
There are frequent road closures when there is a match which limits how
close disabled people can get to the city centre. There can also be a
limited service further impacting on this.
PA/carer concessions are limited to one per disabled person when
sometimes there is need for more i.e. two-to-one care.
It was questioned whether Direct Payments would cover additional PAs
to travel on buses with their disabled employer.
Brighton has an accessible bus scheme that Cardiff could adopt.
Bus stops are poorly lit; this is dangerous for everyone and causes
additional problems for sight impaired people. The lack of contrast
compounds the lack of light for sight impaired people.
Bus stop areas are too small this leads to overcrowding and in wet
weather an uncomfortable experience.
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Some bus stops at UHW Heath Hospital are obstructed by railings
surrounding them.
There are bus stops on City Road obstructed by bollards.
Not all bus stops have a dropped kerb causing difficulties getting on the
bus.
To allay pain caused by speed bumps, future bus fleets could be
constructed with a wider rear axle. Generally, disabled people should be
engaged in bus design discussions.
Thinner seating on new buses is uncomfortable.
(This is mentioned above) Some signs are unclear and confusing.
.
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Trains
The refusal of some train staff to deploy wheelchair ramps from the
station to train carriages; the ramps can assist parents with prams too.
Not all train station platforms are provided with wheelchairs.
Having to book in advance on trains is discriminatory, e.g. disabled
people have to book journeys ahead if they want a ramp to be available.
Some train stations are inaccessible due to no lift facilities.
On trains there is a need for more accessible toilets.
The signs are not always clear or visible for where entrance, exits, toilets
etc.
The gap between train and platform is too wide.
Taxis
Lack of wheelchair accessible taxis.
Some inaccessible taxis arrive despite accessible taxi being booked.
Some taxi drivers openly discriminate by refusing to take sight impaired
people with their guide dogs and refusing to deploy wheelchair ramps.
There may be possible religious and cultural reasons for them refusing
to take a guide dog in the car. It is illegal for them to refuse as one
protected characteristic cannot be used to discriminate against another.
The issue is that anyone with a visual impairment will not be able to take
the taxi number to report the driver.
The taxi firms in Cardiff are very good when a disabled passenger
telephones to book a taxi. However, the same is not true for taxis at taxi
ranks. The ranks on St Mary's Street and near the castle are very poor.
Driver identification cards are not available in Braille, making it
impossible for a blind person to check it themselves.
Taxi ranks in Cardiff Station are dangerous and even accessible taxis
cannot always be boarded safely.
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Taxi wranglers are very useful for the taxi ranks. They take away the
option for the drivers to discriminate and say no.
There are some exempla taxi drivers who should be setting the example
to others.
Disability awareness training should be a mandatory requirement for taxi
licence holders. As with bus drivers, this should be relevant and practical
and not focus on legislation.
RNIB have worked a lot with Cardiff Bus and offered training to them
around helping disabled customers. Taxi drivers need more training like
this.
It was suggested that too many accessible taxis are sited at taxi ranks
therefore making them unavailable to book.
It was suggested that the more aware and understanding taxi drivers are
the ones that have contracts for disabled children.
Councillors have updated the taxi licences so that all new taxis have to
be accessible. As a result there are a lot of accessible taxis in Cardiff.
However, it appears that this causes taxis to be very expensive in Cardiff
as there are many drivers competing for fares and they are trying to
make a living.
There is the need to set up meetings between service users and the taxi
drivers to create a better understanding of the issues facing service
users.
Blue Badge Provision
There is a degree of uncertainty regarding Blue Badge eligibility.
It appears that some local authorities do not remind Blue Badge holders
to renew. It was argued that this is the Blue Badge holder’s responsibility
and sending reminders is an unnecessary expense for councils.
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Scooters
Supermarket-provided scooters cannot be taken outside the store.
Disabled people have to wait for staff assistance to carry their shopping
to their car.
Shared Surfaces
Some cyclists are too fast.
Visually impaired people do hear approaching cyclists. This is more of a
safety issue if the cyclist is travelling at speed.
Cyclists that collide with a pedestrian cannot be identified.
Accessible Communication
Technology could be used better particularly assisted technologies.
There is too must jargon and complicated language used.
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Parking
Where on street ‘disabled’ parking is available, the parking bays are too
small and do not always have dropped kerbs
Drop kerbs are very difficult to navigate when cars park on the pavement
and over dropped kerbs. This forces people to walk around the car and
puts them in danger in road. Plus, this makes it more difficult to get off
the kerb.
Legally, parking on a dropped kerb has the same connotations as
parking on a zebra crossing. So, there are simple solutions. The
legislation is there already. When a car is parked on the pavement and
blocks the path it is known as an 'unnecessary obstruction'. This causes
issues for sight impaired people when using a guide dog as the dogs are
trained to look for enough space on the path to pass safely. When the
car is parked on the pavement the dog does not see a safe space to
pass. It therefore resorts to taking a path as if crossing the road and then
goes around the car. This puts the service user in danger in the road.
Blue Badge Parking
There appears to be the presumption that disabled bays and Blue Badge
parking bays are free to use by non-disabled people after 6:30PM. Are
disabled people not allowed out that late?
Who polices Blue Badge and disabled parking bays?
There should be longer parking times for disabled workers that have to
park on streets with waiting restrictions.
There should be more provision of disabled parking spaces for disabled
staff.
Illegal parking on pavements is dangerous. Could a reporting system
where a photo is taken on a phone of the illegally parked vehicle and
sent to 111 be set up?
Refuse collections can cause issues for some disabled people.
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Accessibility – Built Environment
Visual contrast is a vital safety element that appears to be ignored by
some architects and designers.
Lighting is another vital safety design element that does not appear to be
important to some designers.
Signage is too small, not appropriately sited, or missing altogether.
Braille does not always accompany standard signage and if provided
should be at the appropriate height.
Signs should be available at wheelchair height.
There should be more of use of symbols for signs.
Liaise with other cities throughout the country that have examples of
signage best practice.
Some toilets are not accessible even if they are described as such, the
cubicles are too small, the doors too heavy, and layout can be
dangerous.
There should be more Changing Places and the ones that are provided
such as the Senedd should be easier and less embarrassing to access.
The siting of accessible toilets should be considered, they are not
always appropriate. For example, siting an accessible toilet in a gender
specific toilet can lead to embarrassment for everyone.
The use and provision of RADAR accessible toilets has been a subject
of ongoing discussion for many years and has not been resolved.
Potholes and uneven pavements are dangerous not only for disabled
people.
It was proposed that looking at other cities with the best practices to find
out what we can learn can only ever be beneficial.
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Employment - Job Applications
When a post becomes available, there can be requirements in the
essential criteria that immediately put barriers in place, e.g. does the
position actually require someone to be a car driver or, is it just to enable
the employee to access places more quickly?
Some disabled people may perceive their own barriers and think that
they may not be capable of carrying out the role e.g. a person with social
anxiety may feel that they will have difficulties with aspects of the role
such as speaking on the phone or attending events so will not even
apply.
Some disabled people may have not have received appropriate careers
guidance or access to opportunities due to their additional needs.
The tick scheme is not clear. Some disabled people think they have the
right to be interviewed and believe the scheme does not make much
difference as not many disabled people are applying for jobs.
Regarding confidence when applying for jobs, disabled people could go
to the Job Centre, voluntary organisations and the NHS for assistance.
Societal barriers are a major problem. Too many people think that
disabled people take too much sick leave or can’t do the work.
More job coaches are needed.
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Advertising
Majority of posts are advertised online but statistics show that there are
a lower percentage of households with access to the internet if there are
disabled people in the household.
With online recruitment job adverts the application form completion
process is not accessible to all disabled people.
For sight impaired people some websites are not as easy to read with
assistive technology for individuals with a visual impairment.
It was identified that there can be difficulties with attracting disabled
applicants.
Adverts in newspapers may be in very small print so are not easy to
read.
Wording in job advertisements needs to be changed to truly welcome
disabled people, not just an obligatory line which states disabled people
will be considered.
Most people need internet access to view jobs now including jobs
advertised through the Job Centre.
31
Recruitment
Application forms are not always easy to complete online depending on
the format and may be incompatible with assistive technology.
Some employers may be reluctant to employ disabled people who may
require workplace adaptations. ‘Reasonable adjustments’ is open to
interpretation making employers unsure what adjustments they should
provide.
Cuts made to the Access to Work funding makes it difficult to obtain the
funding necessary for any adaptations.
A person who has mental ill health may not have reasonable
adjustments taken into account as easily as it can be a ‘hidden
disability’.
There is negativity regarding disabled people. Those shortlisting
candidates for interview already know if a person is disabled therefore,
assumptions around that candidate’s potential are already being made.
Some employers fear that employing a disabled person will incur
excessive costs and that high levels of additional support will need to be
put in place to accommodate them.
Some organisations have the disclosure forms separate from the
applications when shortlisting but this may not be the case for all
organisations.
One Breaking the Barriers participant stated that in a previous role she
was told to shortlist candidates to be interviewed for a position, and to
eliminate disabled and older people.
Employers may be reluctant to employ disabled people because they do
not know how to accommodate their access requirements.
There is the dilemma of whether to disclose a disability with the thought
that it may impact on being offered a position or whether to not disclose
but then needing to disclose at a later date if they are recruited.
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Interviews
Are employers prepared to make adjustments for job interviews to get
the best out of that candidate?
There can be physical barriers for people attending interviews such as
the accessibility of the building e.g. ramps for wheelchair users, power
assisted doors, lifts, etc.
There are barriers during the interviews such as the need for a scribe or
if the disabled applicant is expected to deliver a presentation the
whiteboard may be too high to reach.
Some disabled people were questioned on disclosure information with
regards to their suitability for the post, and asked if they were ‘better
now’.
Employers assume that it is okay to ask questions relating to an
individual’s impairment.
33
Workplace Barriers
People who have mental ill health often face stigma from employers.
Employers often think people who have experienced mental ill health
cannot cope with more responsibility or increased working hours. This
perception is a barrier to their career progression.
Employers/organisations’ responses to staff who have mental ill health
differ. Some are very supportive, while other organisations have staff
that do not disclose mental ill health for fear of being poorly treated.
Policies do not guarantee a particular response for an employee. It is
essential to understand if or how an organisation implements those
policies.
Most people will encounter mental ill health, either themselves or
someone close to them at some stage therefore the invisible barriers
society places around mental ill health are ridiculous.
Employees who speak out for themselves or on behalf of another person
are often branded trouble makers and this is a barrier to their career
progression. Can more be done to protect whistle blowers?
People who have visual or hearing impairments often experience
barriers because lack of effective communication can mean employers
assume they are not capable of certain standards of work.
A note taker supporting a person who has sensory impairment could
offer a solution to the barriers with regard to professional progression.
As with other inventions like sign language training, this is reliant on
available funding.
Disabled people can be deemed unreliable by employers because of
external factors like transport impeding their ability to maintain a record
of punctuality.
Disabled people often have difficulty travelling to work, particularly if they
are reliant on accessible public transport or taxi services.
Employers often confuse disability and chronic illness.
34
Employers class sickness and disability leave as the same. Disability
leave should cover hospital, doctors’ and any other impairment specific
appointments.
Some disabled people may take longer to recover from illnesses such as
flu. Employers may have difficulty in understanding this.
There needs to be an element of common sense on the part of the
employer. Employers need to treat individuals fairly.
Employment tribunals support disabled people when disability
discrimination occurs and reasonable adjustments are not made.
Being treated appropriately to your needs is vital.
Creating a culture to set the tone in an organisation is important. There
may be a tendency for people in an organisation to feel that revealing
too much about your condition will risk your position in the company.
Some adjustments may take a long time to bring about the necessary
changes.
The HR department in an organisation needs to be independent and
available to support staff and employers constructively.
Public services have a poor reputation in the media when it comes to
equality. However, when compared to other councils in the UK, Cardiff
Council is not too bad.
Good disability awareness training for staff in organisations is important.
Often the employer does not realise how productive a [disabled]
employee can be in achieving goals and completing the job. [They
underestimate a disabled employee’s abilities].
Once a disabled person is employed, the support to maintain their
position is there but prior to being employed; the support to obtain a job
is inferior.
There are no tax breaks for employers who employ disabled people. If
there were this might increase employment rates for disabled people but
could also mean employing disabled people for the wrong reasons, i.e. it
35
could lead to making jobs for disabled people rather than them being
employed on their merit to do the same job as everyone else.
It is difficult balancing benefits and work.
Possible Resolutions
Employers should consult with the public sector about how to engage
with disabled people.
Making application forms easier to access and easier to fill in e.g.
increase font size, use of appropriate colour,
Include statements in job advertisements stating that the employer
supports the employment of disabled people. Applicants would feel less
singled out if they are aware that they will have support from the outset.
Asking the employees during supervisions if there are any
considerations the employer could make to support them with their daily
tasks e.g. if someone experiences anxiety they may appreciate being
able to be physically situated where there is minimum disruption.
36
Cardiff Council specific
Cardiff Council is looking to bring about changes to its Personnel and
HR departments as a part of the development of the managers and
educate them about disability.
Cardiff Council HR is responsible for reviewing attendance and staff
well-being as well as reasonable adjustments policies. It is currently
trying to gather information on how to feed into these policies and
practices. At the moment it does review absences on a case by case
basis for each individual
There would be some discretion around making the organisations that
Cardiff Council funds display and implement good practice [and similar
practices to the ones Cardiff Council use]. More needs to be done to
raise the awareness of Cardiff Council staff. There is new information
available around equality and disability.
Information needs to be cascaded down from management. Plus,
refresher training on the Equalities Act and reasonable adjustment would
be beneficial. A common sense approach should always be used.
Flexibility with regards to working time could be used [i.e. flexible hours]
to really support the individual. This is obviously down to the discretion
of the employer however.
Cardiff Council is trying to encourage flexible working as much as
possible using common sense approaches. It will justify when this is not
possible and have a policy where it is possible for a staff member to
move teams [from one with no flexible hours to a team that does have
flexible working].
Cardiff Council middle managers are now being trained how to deal with
sickness and absences. It is trying to bring sickness and absences up in
the agenda in order to change the current culture.
38
1. Health and Social Care
1.1. Local Authority Social Care cuts have been made in cooking,
cleaning and shopping. Some DLA Care / PIP recipient service users
have been told that these have been de-commissioned, and that if
service users wish to continue to receive them, they must arrange this
for themselves and pay the full market rate.
Recommendation 1: All Local Authority social care cuts must be
stopped, and those made, must be reversed. All social care must be
appropriately comprehensive in range, and free at the point of use.
Method of achievement: The relevant Welsh Government Minister
must extend statutory entitlement, on an all-Wales basis, so that it
embraces these shopping, cleaning and cooking elements of social care.
Timescale: Urgent. All parties to meet, ASAP.
1.2. Continuing Health Care. Greater understanding and clarity is
needed regarding this area: E.G. what help and support it provides and
who is responsible for funding which elements.
Recommendation 2: Greater funding is needed to facilitate closer inter-
agency working.
Method: All parties need to come together to agree clear Modus
Operandi, through the co-ordination of the UHB.
Timescale: To meet by the middle of December.
1.3. Primary Health Care. Profound access barriers persist. These
need to be addressed by flexible arrangements which overcome the
specific barriers experienced by individual patients.
Recommendation 3: Personalised, barrier-free accessible pathways
need to be provided for all disabled people, through their specific
primary care practice, which both facilitate equality of access and
39
appropriate appointment lengths to achieve equality of health outcomes.
Annual Health checking for all disabled people should be introduced.
Method: Royal College of General Practitioners (RCGP), General
Practitioners Council (GPC) and Welsh Government Health Minister
should all meet to unlock the necessary funding.
Timescale: ASAP – but not later than the end of November.
1.4. Community Care and Support. The reach and the range of social
care seems to be narrowing, which undermines social inclusion of
disabled people.
Recommendation 4: Community care needs to be comprehensive and
universally provided, to a common standard, across Wales. Negative
attitudinal barriers need to be challenged in a systematic way. Disabled
people are fully entitled to free, comprehensive support to enable full
social inclusion. This should be affirmed in a new social care contract
between the state and disabled people, in defined care need.
Method: Welsh Government Minister for Health and County Council
leaders to agree a social care contract protocol.
Timescale: Discussions to commence ASAP – to be concluded by end
of February.
40
2. Education
Statutory sector:
2.1 Negative attitudinal barriers result in the perpetuation of much
bullying of disabled pupils in mainstream settings; while the subjectivity
of “reasonableness”, leads to the continuation of some physical barriers.
Some disabled pupils are also left unsupported or excluded.
Recommendation 5: All parties must work together to ensure that all
pupils, and society as a whole, understand the value to the whole
community of having disabled people in their midst. Until this is
achieved, we can neither consider ourselves truly inclusive nor truly
civilised as a society. Persistent physical barriers need also to be
effectively addressed.
Method: The Welsh education minister must work with all Council
Cabinet education portfolio-holders to identify and eradicate physical
barriers; and to establish effective, sustained, empathetic, examined
disability equality training for pupils, teachers and the community as a
whole, to bring an end to bullying and negative attitudes towards
disabled people
Timescale: This is a matter of the utmost urgency. The meeting should
be convened by the middle of September, with protocols on disability
equality training and the elimination of physical barriers drawn up and
agreed by the end of February 2016.
2.2 Some disabled pupils find that their support workers are barriers
to their integration with their peer groups.
Recommendation 6: Thought must be given to sensitive, barrier-free
support which enables friendships to develop and flourish.
Method: Welsh Ministers and County Council portfolio-holders to
consider the policy approach and review, where necessary.
41
Timescale: A qualitative study should be undertaken, with
recommendations published by middle of January 2016. Report
recommendations should be considered and adopted, as appropriate, by
April 2016.
2.3. Some teachers lack the appropriate training to effectively support
disabled pupils. This sometimes only becomes apparent once the
disabled pupil is in the class-room.
Recommendation 7: Qualitative experiences should be collected,
collated and analysed and, where necessary, Teacher CPD should be
provided.
Method: Welsh Education Minister should co-ordinate this work and
implement recommendations.
Timescale: The research should commence in December 2015, and
report in February 2016. Any practice changes should be implemented
by the end of May 2016.
Some teachers lack the appropriate training to effectively support
disabled pupils. This sometimes only becomes apparent once the
disabled pupil is in the class-room.
Recommendation 7: Qualitative experiences should be collected,
collated and analysed and, where necessary, Teacher CPD should be
provided.
Method: Welsh Education Minister should co-ordinate this work and
implement recommendations.
Timescale: The research should commence in December 2015, and
report in February 2016. Any practice changes should be implemented
by the end of May 2016.
42
Transitions
2.4. Transitioning.
There are issues here, relating to transition to further and higher
education and from statutory education to employment.
Recommendation 8: Much better planning and support is needed,
embracing college and university admission and Job Centre Plus /
employer engagement.
Method: Appropriate staff must collaborate to ensure that updated,
reliable information is provided, especially with reference to transition to
employment.
Regarding educational transition, continuity of key workers and
mentoring support are helpful in creating positive environments for
disabled students to study and attain.
Timescale: Welsh Minister to issue new guidance, Re these issues, by
end of November 2015.
2.5. Adult Education. Personal finance and physical access can be
barriers to education of all types and for people of all ages.
Recommendation 9: Barrier-free education should be achieved by
introducing free-at-the-point of use educational arrangements for people
in all types and all settings.
Method: Welsh Government Minister and County Council Cabinet
members, to meet, on an all-Wales basis, to construct a barriers audit,
and to construct a timescale for the abolition of all tuition fees in Wales.
Timescale: Discussions to commence, ASAP – and to conclude by end
of February.
43
2.6. Specific inclusion funding is needed for translation in to BSL and in
to other community languages. All course materials need to be
simultaneously accessibly available to all pupils.
Recommendation 10: Accessible information should already be
universally available, so immediate remedial action is needed to address
any short-fall.
Method: Welsh Minister and County Council Cabinet member to meet
with all relevant college reps to ensure that accessible materials are
provided.
Timescale: ASAP – but to conclude by end of October 2015.
2.7. Some further educational facilities in Cardiff, (E.G. those based in
Llanover Hall and Howardian,) are seemingly threatened with County
Council funding cuts, which would undermine educational opportunities
for these disabled people.
Recommendation 11: These educational cuts need to be reversed, and
the facilities which they support need to be maintained / supported, in
like form.
Method: Welsh Government Minister and relevant Cabinet Member to
work with disabled people, and draw upon their knowledge and
expertise, to ensure that all provision is fully accessible and
comprehensively meets study needs.
Timescale: ASAP – but to conclude by end of October 2015.
44
Further and Higher Education
2.8. Physical accessibility remains an issue in further and community
education. All premises need to be accessible.
Recommendation 12: An audit needs to be undertaken of all
community educational establishments. Inaccessible locations need to
be rectified via swift remedial action.
Method: Council Leader and relevant County Council Cabinet member
to arrange for the audit, (which must actively draw upon and involve the
specialist knowledge and expertise of disabled people themselves,) and,
in tandem with the college reps and Welsh Minister for Education, to
ensure that any improvements are swiftly achieved.
Timescale: Framework discussions to have been concluded by end of
November 2015. Any remedial work to be undertaken ASAP, thereafter.
2.9. Community educational opportunities for people with a learning
disability should be distributed evenly throughout the city, not just
funnelled in to one location, which requires much travelling and creates
additional barriers.
Recommendation 13: An audit of course location and provision,
orientated towards people with a learning disability, should be
undertaken, and results shared with the relevant cabinet member and
County Council leader, for action.
Method: Cabinet member to liaise with appropriate College
representatives to conduct the audit, and to receive and act upon the
findings.
Timescale: Audit to be considered by the end middle of December
2015. Audit analysis to be concluded by end of February 2015, and
appropriate action to be agreed by end of April 2016.
45
2.10. There is an issue around the availability of course advertisement
information for disabled people.
Recommendation 14: College prospectus and course information
should be available in accessible formats in a wide range of community
outlets, including Job Centre Plus. Job Centre Plus should also provide
financial assistance to enable disabled people to attend college courses.
This help should include bursaries.
Method: Disabled people should be encouraged / supported to
complete access audits to capture experiences and drive policy
change. Welsh Minister, DWP reps and college reps should meet with
disabled people, ASAP, to discuss these issues, and work to eliminate
these barriers.
Timescale: Discussions to commence by middle of November 2015,
with any policy development to be implemented ASAP, but not later than
the end of December 2015.
Community Inclusion
2.11. Post school-day community support.
Recommendation 15: High-quality post school-day community support
should be provided to young disabled pupils, to facilitate genuine
inclusion and to help break down wider community barriers of isolation
and stigma.
Method: Welsh Minister and County Council Cabinet holders to jointly
explore this issue to see what can be done.
Timescale: Research and evaluation of the issue to be completed by
end of December 2015; and recommendations to be implemented by the
end of April 2016.
46
3. Access
3.1. Public transport
3.1.1. Buses
3.1.1.1. Attitudinal barriers exist regarding some bus staff, which can
inhibit use and cause social isolation.
Recommendation 16: Cabinet Member and relevant office holders to
ensure that effective Disability Equality training is provided (which goes
beyond legal compliance and is routed in practical support,) should be
provided to all staff on both a first-instance and a CPD basis.
Method: Disabled people need to have a pivotal role in both the design
and the delivery of any such training for it to have maximum authenticity
and impact.
Timescale: This is a major undertaking, but a training programme
should be developed, and be in place, by end of March 2016, for roll-out,
thereafter.
3.1.2. Accessible ramps are insufficiently utilised in part by some
inconsiderate staff and in part as a consequence of inconsiderate car
parking; and sometimes the lack of appropriately raised kerbs.
Recommendation 17: An audit of raised kerbs should be conducted;
and access-related qualitative and quantitative experiences should be
researched with results fed back to relevant cabinet member and Welsh
minister. Attitudinal training and greater enforcement of prevention of
obstructive parking should be undertaken.
Timescale: The Audit should be concluded by the end of January 2016.
A specific training programme should be devised to be ready for roll-out
by the end of March 2016.
47
3.1.3. Lack of proper recording of accidents and incidents seems to be a
profound issue.
Recommendation 18: Examination of reporting procedures should be
undertaken by suitable parties, and disabled people should be engaged
in this process to assist in any re-design.
Method: Cardiff County Council Cabinet Member and all key players to
meet to examine procedures and develop any appropriate change.
Timescale: The review to be concluded by the end of February 2016,
with any changes implemented by April 2016.
3.1.4. Easy read bus timetables should be provided to ensure
information provision reaches the widest range of people.
Recommendation 19: This issue should be investigated and addressed
as swiftly as possible.
Method: Bus companies to assess and review the approach.
Timescale: A report on the issue to be provided to the Cabinet member
by middle of December 2015, and follow up action completed by end of
March 2016.
3.1.5. Constant uncertainty around Cardiff Central Square / bus station
makes this area difficult / dangerous for some disabled people.
Recommendation 20: Relevant cabinet member to provide timescale
certainty for this work; and to ensure that disabled people are fully
involved in the planning of the re-design.
Method: Disabled people to meet with those charged with
implementation, to enable dialogue and input.
Timescale: Meeting to be set up by middle of November 2015.
48
3.1.6. Some bus stops are poorly lit, creating additional barriers and
hazards for visual impaired and other people.
Recommendation 21: An audit and analysis of this issue to be
undertaken with remedial action, where necessary.
Method: County Council Cabinet Member to meet disabled people and
highways officers Etc, to progress this issue.
Timescale: The first meeting to be arranged by mid-November.
Subsequent report recommendations to be implemented by May 2016.
3.1.7. Brighton has an accessible bus scheme.
Recommendation 22: Explore what can be learned, adapted / adopted
from Brighton’s approach.
Method: Cardiff County Council Cabinet Member and Welsh minister to
arrange research and implement, as appropriate.
Timescale: Initial analysis to be completed by end of December. Any
recommendations to be progressed by May 2016.
3.1.8 Personal Assistant / carer concessions only cover one person,
which is sometimes insufficient.
Recommendation 23: County Council Cabinet Member to explore how
our approach can be more flexible / generous than the current
arrangement.
Method: As above.
Timescale: Consideration to be concluded by end of December 2015.
3.1.9. Some bus-stops are too small to keep would-be users dry.
49
Recommendation 24: Larger bus waiting areas to be considered to limit
unpleasant experiences when waiting for busses.
Method: County Council Cabinet Member to undertake investigation to
see if / how better facilities can be provided – possibly via commercial
advertising / sponsorship of bus shelters. Relevant Cabinet member to
lead discussions with all relevant parties.
Timescale: Analysis to be concluded by end of December 2015, with
any recommendations implemented by May 2016.
3.1.10. The next generation bus fleet should have larger rear axles to
avoid passenger pain caused by speed-bump jarring.
Recommendation 25: Disabled people should be more deeply involved
in future bus design discussions.
Method: Cabinet Member / Chair of Cardiff Bus to co-ordinate and
facilitate deeper design planning involvement of disabled people, and to
consider and explore future design possibilities.
Timescale: A framework for the greater involvement of disabled people
should be drawn up and implemented by March 2016.
3.1.11. Thinner bus-seating on new busses is uncomfortable.
Recommendation 26: Cabinet Member / Chair of Cardiff Bus to invite
and collate feedback, and to consider and explore what can be done.
Method: A qualitative analysis to be undertaken via bus user survey etc,
to identify the extent of the issue/s and to feed in to future fleet
consideration.
Timescale: Qualitative research to be undertaken by end of February
2016, with any recommendations implemented by the end of May 2016.
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3.2. Trains
3.2.1. Some staff refuse to deploy ramps from train station platform to
train carriage.
Recommendation 27: Welsh minister to work with train companies
through ATOC to ensure compliance failure is recorded and built in to
contract performance; and that this issue is appropriately weighted
within any up-coming tender negotiation / re-negotiation consideration.
Method: Welsh Transport Minister to co-ordinate research and lead re-
tender contract negotiations.
Timescale: Research of non-compliance to be concluded by end of
December 2015. Future tender criteria to be developed, in the light of
any recommendations, in timely consideration for practical use.
3.2.2. Not all train stations have wheelchair availability on every
platform.
Recommendation 28: Welsh Minister / train provider companies should
audit this issue, and ensure universal availability.
Method: As per recommendation 27.
Timescale: As per recommendation 27.
3.2.3. The requirement of having to book assistance in advance for
disabled people is unhelpful / discriminatory.
Recommendation 29: Welsh Transport Minister should direct that the
pre-book advance travel requirement should either be abolished or
applied flexibly, in appreciation of the fact that disabled people
sometimes need to travel spontaneously.
Method: Welsh Minister to co-ordinate, as above.
51
Timescale: Profound consideration of implementation of the above-
proposed change to be completed by the end of December 2015.
3.3. Taxis
3.3.1. Inaccessible taxis sometimes turn up even when accessible taxis
have been booked. Some taxis refuse to take assistance dogs; some
refuse to use taxi access-assistance ramps.
Recommendation 30: Cabinet member and Licensing Committee Chair
to investigate these discriminatory practices and, if necessary, explore
council legislative capacity / procedures to achieve full compliance.
Additionally, Disability Equality Training (DET) should be provided, (both
at first-instance and refresher,) which must go beyond legal compliance
and focus on detailed practical assistance.
Method: Cabinet member and Licensing Chair to co-ordinate
assessment, analysis and recommendations, and to lead on any
consequential change.
Timescale: Research to be completed by end of November 2015, with
any consequential change concluded by May 2016.
3. 4. Parking
3.4.1. Where on-street disabled parking is available, the parking bays
are often too small to be useful. Some disabled parking bays are made
generically available after 6.30 PM. (Do we conclude that disabled
people are not permitted to be out after this hour?)
Recommendation 31: Longer disabled bay parking times for disabled
employees should be considered; as should the more rigorous
enforcement of compliant use of disabled bay parking.
52
Method: Cabinet member and Licensing Chair to examine all of these
issues, and construct means to achieve effective change and
improvement.
Timescale: Improvement plan to be developed by end of December
2015, with positive implementation by end of April 2016.
3.4.2. On-pavement parking is dangerous. Can this be policed via
mobile phone material sent through to local police officers?
Recommendation 32: Cabinet member and Police Commissioner to
examine this issue, to see what can be done.
Method: As above.
Timescale: Report to be completed by end of February 2016, with any
consequent change to be implemented by the end of May 2016.
53
4. Way Finding and Accessibility of Built Environment.
4.1 Signage needs to be made more routinely accessible across
a range of formats; to assist a range of impairment groups.
Recommendation 33: Relevant cabinet member to explore ways of
achieving effective improvement.
Method: As above.
Timescale: Research and analysis to be concluded by end of February
2016, with development action / implementation plan to be in place by
May 2016.
4.2. Locating an accessible toilet within a gender-specific toilet in City
Hall is obviously inappropriate.
Recommendation 34: Cabinet member to examine the extent of the
issue, and to ensure that this practice is ended.
Method: Research to be undertaken, as above.
Timescale: This matter should be addressed urgently with report
completed by end of October 2015, and recommendations implemented
by the end of January 2016.
4.3. Pot-holes and un-even pavements are dangerous for everyone –
disabled and non-disabled people, alike.
Recommendation 35: The cabinet member to examine the general
state of the pavements and road surfaces, and to work with Welsh
Government to achieve greater financial capacity, to address this
important issue.
Method: report to be undertaken, as above.
Timescale: Report to be concluded by March 2016, with
recommendations to be implemented by May 2016.
54
4.4. Shared surfaces are dangerous for visually-impaired people.
Recommendation 36: Cabinet member and Welsh Government
Minister should seriously consider the eradication of shared surfaces on
safety grounds.
Method: Leadership to be provided, as above.
Timescale: This is a profound issue, which will need detailed
consideration. Research and report to be concluded by end March 2016,
with recommendations for implementation for Autumn 2016.
5. Way finding – Technology.
5.1. Assistive technology could be fully utilised to provide much greater
support.
Recommendation 37: Cabinet member and Welsh Government
Minister should explore the piloting of hand-held personal way-finding
technology, to assist safe ambulation of visually impaired people.
Method: As above.
Timescale: A report to be concluded by February 2016, with
developmental implementation for August 2016.
5.2. Shop-provided mobility scooters are not permitted to be used
outside of the store, creating difficulties for disabled people in getting
their shopping to cars and taxis etc.
Recommendation 38: Welsh Government Minister and Cabinet
member to work to achieve a protocol for flexible use of in-store scooters
to achieve safe transition to vehicles etc.
Method: As above.
Timescale: Policy change to be negotiated and agreed by end
December 2015.
55
6. Employment
6.1. There are a wide range of societal, systemic and attitudinal
barriers which are captured in the report, and which often significantly
impede the employment of disabled people. (The outrageous
demonstration of disabled people as “work shy” etc in recent years has
played its part in reinforcing these negative attitudinal barriers and in
making it even harder for disabled people to secure employment).
Disabled people have an indisputable right to have their job-seeking and
employment needs comprehensively met; and not to experience
discrimination in these regards.
Recommendation 39: The Welsh Government Minister should work
with Institute for Personnel and Development to systematically introduce
high-quality disability equality training for all human resource
departments in Wales to challenge and remove negative attitudinal
barriers. Amongst other things, this should include: making the entire
advertising and recruitment process barrier-free; and facilitating effective
career progression of disabled people, once employed.
Method: As above.
Timescale: This is long-term work, but a swift start must be made. The
relevant Welsh Minister and Institute of Personnel and Development and
Breaking the Barriers (BTB) steering group representatives should meet
by the middle of December 2015 to outline a programme of action.
6.2. The concept of “reasonable adjustment” causes unhelpful
ambiguity, in the context of employment, as elsewhere. Additionally,
Access to Work entitlement is facing various challenges and financial
pressures.
Recommendation 40: These existing concepts and mechanisms should
be replaced by “assured entitlement”, i.e. that disabled people have a
defined right to receive whatever help and support they require to be
able to undertake appropriate work, in an appropriate environment for a
socially just remuneration.
56
Method: Welsh Employment Minister and Equality and Human Rights
Commission to engage with UK relevant departments: e.g. Department
of Employment, and Minister for Disabled People to work to bring this
about.
Timescale: This is a challenging recommendation, and preparatory
work would be needed. High-level discussions to have commenced by
end of December 2015.
6.2. There is probably a third sector and informal (peer support)
informal structure which might be further developed around employment
and disabled people. There are undoubtedly many organisations of / for
disabled people who work to assist in the employment field and, much
that might be learned from disabled people in various roles and
professions.
Recommendation 41: The BTB steering group to consider organising a
specific half-day employment conference for disabled people in the late
autumn of 2015, to try and bring together third sector and informal peer
support / best practice, for dissemination and sharing.
Method: As above.
Timescale: Consideration of half-day conference for second half of
January 2016.
6.4. Disabled people of working age are in a most invidious situation in
which many people are being dragooned in to work-related activity only
to bump up against profound employment barriers. This is profoundly
unacceptable. In some ways, notwithstanding legislative protection,
disabled people’s challenge to obtain and retain meaningful, rewarding
employment seems greater now than a generation ago. The old 3%
employment quota system was widely abused and disregarded, and
tended to trammel disabled people in to particular employment roles.
However, this doesn’t mean that we can’t construct a modern quota
system that would be more ethical and effective.
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Recommendation 42: If the percentage of employed disabled people is
not materially better by February 2016, the Welsh Minister should
explore (with all relevant Welsh and UK representatives,) both the
capacity for tax breaks for the employment of disabled people and the
introduction of a modern re-registration and “quota” system, in which all
employers would be required to employ up to 15% of disabled people
within their workforce, or face sanctions. A second phase would be tax
breaks for employers who employ disabled people, distributed in a
balanced way, through their organisations.
Method: All relevant parties to engage, if employment rates of disabled
people remain materially unaltered by the end of 2015.
Timescale: As above.
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7. Over-Arching.
7.1. Finally, it is undoubtedly the case that all of the other pieces in the
“daily lived experience” jigsaw for disabled people of health and social
care support; educational opportunity; accessible transport and
accessible environment must all be in place to facilitate employment for
disabled people.
Recommendation 43: We would call for a specific Welsh Commissioner
for Disabled People to help to co-ordinate, drive and oversee the
implementation of all of the recommendations in this report.
Method: To be determined by Welsh Government.
Timescale: Serious consideration to be given by the end of January
2016, for implementation in 2017.
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Introduction
We know that many disabled people face barriers in their everyday lives
that prevent them from accessing services and being full and active
members of their community. We also know that some progress has
been made to make services more inclusive and accessible. However,
there is evidence to show that progress is patchy and more needs to be
done.
What do we mean by inclusive and accessible?
We consider inclusive and accessible to be an environment which:
Engages with disabled people and includes them equally
Recognises the positive contribution that disabled people can make
Recognises physical, hidden and mental health conditions and has
the means in place to be fully accessible to all conditions
The vision of the Breaking the Barriers initiative as part of the Cardiff
Debate, is to assist Cardiff in becoming a more inclusive and accessible
place to live and visit, through engaging and working with disabled
people to remove barriers that get in the way of them being full and
active contributors in Cardiff, in the specific areas of Health/Social Care,
Employment, Education and Access.
This booklet was produced not only for the Breaking the Barriers
Conference, which is part of the Cardiff Debate 2015, but also for
services, practitioners, front-line staff who come into contact with people
who experience(d) Alzheimer’s, dementia and other mental ill health
conditions.
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We have highlighted issues faced in 4 areas of people lives around
Health & Social Care, Employment, Education and Access.
We would like to thank the organisations that contributed to this booklet:
Diverse Cymru’s BME Mental Health Project
Hafal
Bipolar UK
The Mental Health Foundation
Alzheimer's Society
Gofal
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Health/Social Care:
People with a serious mental illness - have found that there are
significant barriers to accessing psychological therapies. We are
concerned that there remains an imbalance in mental health services
which do not give sufficient weight to psychological therapies; the
emphasis is on medication. Because psychological therapies are not as
readily available to people with serious mental illness as medication,
they must often be paid for privately. Often the opinion is that
psychological therapies won't be effective for people with mental
illnesses such as schizophrenia and bipolar disorder; however, we have
found that a combination of medication and psychological therapies is
the most effective package of treatment.
There are also barriers to physical healthcare for people with a serious
mental illness. People with a serious mental illness such as
schizophrenia or bipolar disorder have a life expectancy between 15 to
20 years lower than the general population (Wahlbeck et al; 2011).
Cardiovascular disease is the single biggest and potentially preventable
cause of premature mortality among people with a serious mental illness
(Brown et al; 2010), with other major causes due to a higher burden of
cancer and liver disease. The risk factors for these conditions are not
being managed as well as they are in the general population. People
with a serious mental illness are dying earlier not so much because of
suicide or violence but from heart attacks, stroke and cancer. We believe
inequalities in health and social care outcomes experienced by people
with a mental illness must be addressed. As well as addressing the
many well known risk factors such as smoking, obesity and diabetes, the
general health and well-being of people with a serious mental illness -
and their carers - needs to be drastically improved by making sure there
is equal access to healthcare of the same standard, quality and range as
everyone else, and by ensuring there are effective and appropriate
screening programmes and checks in place.
Mental health carers: so many issues. For example may carers feel their
expertise is often unheeded by mental health professionals; they also
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say there is a lack of information out there for them on issues like direct
payments.
Suitable, affordable housing, being settled and having somewhere to call
home, access to social housing, increased support with housing.
Consistency of healthcare and continuity if they move.
One of the first, is stigma – which affects (amongst other things)
people’s ability to seek help, and the attitudes of health and social care
professionals. It’s so difficult to admit you are struggling in the first place
but then to have to wait 2 weeks for a GP consultation, and then to be
presented with a choice between medication or cognitive behavioural
therapy (if you’re lucky), and a long waiting list if you can access
therapy, it’s not good enough. True ‘parity of esteem’ between mental
health and physical health means parity of access to treatment and
support.
Service staff ignorance of BME community, lack of knowledge about
minority cultures and insensitive treatment of ethnic specific issues
relating to their mental health and social care needs
A knowledge base – service providers may not have adequate and
appropriate information about ethnic minority service users. High quality
information about a community is vital to asses need accurately and to
shape services appropriately to their mental health and social care
needs
For people with Alzheimer’s/dementia, isolation is a huge problem
especially due to Council’s cutbacks in Day Centre/Day Support
Waiting lists on Support Services but not enough funding for recruitment
of staff.
Education
Young people with a mental illness (and young men in particular) are at
high risk of dropping out of education (Mental Health and Social
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Exclusion Report, Social Exclusion Unit, Office of the Deputy Prime
Minister, 2003). A recent Time to Change survey (2013) found that more
than three quarters of young people with mental health problems have
missed out on their education, and more than one in 10 young people
with mental health problems drop out of education full stop. Again,
stigma seems to be a barrier - many of the young people reported
bullying and discrimination as the reason for missing out on their
education.
Sustainability due to periods of depression and mania – cost if on
benefits
Support with education whilst unwell (university and stress at college is a
major trigger for bipolar)
For many of our service users, English is not their first language;
therefore it is difficult for them to seek employment. We are seeing more
and more people with mental ill health/physical being taken off benefits
and be told to seek work or voluntary work. Language is a barrier, how
are they supposed to communicate effectively to find work in the first
place? When courses are offered they don’t take into account the
cultural barriers.
Educate employers in understanding the issues around Alzheimer’s and
dementia and to think of other ways of keeping that person in
employment
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Employment
Stigma and discrimination in the workplace is a significant barrier for
people with a mental illness - either when applying for jobs or if they are
already employed. Danson & Gilmore (2009) found that employers are
wary of employing people with a health condition and that while
employers had sympathy towards people with disabilities, mental health
problems, or those who had recovered from serious illness, they were
also concerned that, as employees, their disability or illness might lead
to future difficulties and financial pressures for the business (see
Barriers to Employment, Centre for Mental Health, 2013)
People with a mental illness may also have low expectations about
their employment and career - and this is a significant barrier to work
opportunities and progression. Due to negative experiences of
discrimination, people with a mental illness can feel pessimistic about
future employment - and research by the Centre for Mental Health has
found that these low expectations can be reinforced by health
professionals who view their illness as a genuine barrier to employment.
Stigma and discrimination in terms of employment remains an issue –
especially for clients with schizophrenia - although the situation is
improving through the work of organisations like Hafal and Time to
Change Wales.
More support to access work or volunteering opportunities, better
education opportunities, to return to college and work.
A question of whether to disclose diagnosis and the consequences that
could follow.
According to the Time to Change campaign, people with mental health
problems have the highest ‘want to work’ rate of any disability group –
but have the lowest in-work rate. A recent survey published by the
Depression Alliance showed that one in three people in the UK found it
hard to cope at work because of depression, stress and burn out. For
employers, a compelling case for supporting mental health and well-
being has been made – with the estimated cost to employers of mental
health problems among their staff being £26 billion each year.
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There are a number of steps employers can take to create an
environment that supports good mental well-being - for example having
enough light, pictures and plants. Employers can support employees in a
healthy work-life balance too- for example the use of flexible working
hours or avoiding peak travel times but also through encouraging a
culture of openness around workload, and indeed about mental health
and mental health problems themselves. Simple changes (at an
individual and organisational level) can often make a huge difference –
at the individual level, supporting people if they are struggling with their
workload and identifying when someone may be becoming unwell), at an
organisational level, having good policies in place, the availability of
mental health action plans and an employee assistance programme to
support staff.
Access to health professionals and services
Access to Child and Adolescent Mental Health Services, particularly
the transition between children’s to adult services, is a big issue for our
young clients.
Waiting times, alternatives to medication, consistency, out-of-hours
services, communication
Counselling: the waiting list faced by people with serious mental illness
is often long.
Social, recreational and community interaction, access to gym and
recreational activities, more social opportunities, reducing isolation
Service provision which is inaccessible – many ethnic minorities may
see some agencies/organisations/services as only for White people and
have no concern for the interests of visible minorities therefore they don’t
seek the support they need for their mental health this is why we see
people in crisis
We have service users who have a mental illness and are wheelchair
users and put into unsuitable accommodation with no disability access.
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The Cardiff Debate will take place over the next 3 years and involve
you in conversations that will shape the future of public services in
Cardiff.
The public and third sector face significant financial pressures that
mean we need to change the way we do things to ensure our services
are based on the needs of local communities and which
are sustainable in the long term. In order to do this we will all need to
work together and find ways of doing things differently.
Be part of the Cardiff Debate and help make a difference.
Diverse Cymru is an innovative new organisation in the Welsh Third Sector,
created in recognition of the realities faced by people experiencing
inequality in Wales.
Diverse Cymru promotes equality for all. We believe that the people of
Wales can work together to challenge discrimination in all its forms and
create an equitable future.
Diverse Cymru aims to make a real difference to people’s lives through
delivering services that reduce inequality and increase independence;
supporting people to speak for themselves and to connect with decision
makers; creating opportunities for participation and development; raising
awareness of equality issues; and inspiring people to take action against
inequality.
www.diversecymru.org.uk
www.cardiffdebate.co.uk