Page 17 - WMPF Federation AUG-SEPT 2019_Neat

moving a desk nearer to a window,” says Trudy, It meant that she could give her RAP to her supervisor.”
“On my last team I had five RAPs in place for new supervisor to read and digest so that As part of the re-launch of the RAP, a
team members ranging from supporting they could receive her onto the department reasonable adjustment officer is now in
someone suffering due to the menopause to a in the full knowledge of her situation and place. A number of dyslexia champions are
carer looking after their disabled Mum. what support they needed to put in place for also available across the Force to offer
“By formally recognising the need to her to do her new job. support where necessary.
support the individuals with reasonable “This mitigated going through More information on the new
adjustments and positive action, it improved explaining everything in fine detail again Workplace Adjustment Policy and RAP can
their morale and maximised their potential. and the uncertainty of re-negotiating new be found on the D & I Portal and from the
The officer who was the carer also used her working arrangements. The process made it EnAble Disability and Carers’ Staff Network
RAP when she moved onto a new department. easier for both the officer and the new or D & I team.

About the RAP It allows managers to:
l Understand how a particular employee’s disability, condition or caring
The purpose of the RAP is to: responsibilities affect them at work
l Ensure the individual and the employer have an accurate record of l Explain the needs of the business within the Force
what has been agreed l Explain the Force attendance policy and reasonable adjustments
l Minimise the need to re-negotiate reasonable adjustments every l Recognise signs that an employee might be unwell and know what
time the employee changes jobs, is re-located or assigned a new the employee wants you to do in these circumstances including who
manager to contact for help
l Identify the impact on others l Know how and when to stay in touch if the employee is off sick
l Provide employees and line managers with the basis for l Consider whether employee needs to be referred for an assessment
discussions about reasonable adjustments at future meetings. by Access To Work (preferred), occupational health or another adviser
The RAP allows employees to: to help both parties understand what adjustments are needed
l Explain the impact of their disability, condition or caring l Review the effectiveness of the adjustments already agreed
responsibilities on them at work l Explain any change in the employer’s circumstances.
l Suggest adjustments that will make it easier for them to do their Reviews
job The maximum period between any RAP is no longer than 12 months. It is
l Offer further information from doctors, specialists or other experts the responsibility of the employee to ensure that reviews are carried out
l Request an assessment by occupational health, Access to Work unless otherwise agreed.
(AtW) or another expert to identify possible reasonable The RAP may be reviewed and amended as necessary with the
adjustments that may be suitable in their specific role agreement of both parties:
l Review the effectiveness of the adjustments agreed l At any regular one-to-one meeting
l Explain any change in their condition or circumstances l At a return to work meeting following a period of sickness absence
l Be reassured that their manager knows what to do if they become l At six monthly and/or annual appraisals or as agreed
unwell at work and who to contact if necessary l Before a change of job or duties or introduction of new technology or
l Know how and when their manager will keep in touch if they are ways of working
off work because of illness or a disability related reason. l Before or after any change in circumstances for either party.

About EnAble forged with external organisations. EnAble has in staff members coming forward to speak
There has also been a noticeable increase
worked with Jaguar Land Rover and the
EnAble Disability and Carers’ Community Department of Work and Pensions to about and declare the difficulties they have
(EDCC) is a team of diverse volunteers from complete a journey through the three levels of previously hidden from the organisation due
across the Force with a passion and common the Disability Confident Awards and achieved to fear of being isolated and excluded.
purpose to influence policy and procedure Level 3 Leader status, being only the second This more open and accepting atmosphere
while also supporting and guiding force in the UK to obtain this level of award has enabled staff to feel comfortable in
employees. and the first Metropolitan force. coming forward to share their differences and
Its aim is to create a working The EDCC works alongside WMP staff who encourage others to do the same. In turn,
environment to maximise staff’s potential – are subject of disability, wellbeing and caring increased knowledge and training around
for their benefit but also for the benefit of the issues to identify the challenges that they disability and difference has meant that
Force and the communities it serves. encounter during their working day. supervisors are now more comfortable in
Due to the work of the EDCC, West Once these have been identified, EDCC raising issues with staff that were previously
Midlands Police is now seen on a national organises consultation sessions to obtain left unaddressed.
level as a ‘shining light’ around disability, staff-led ideas to help overcome any To sum up the passion and achievements
having recently won the coveted ‘Positive difficulties and then liaises with managers and of EDCC, Neil Chamberlain, WMP director of
Cultural Change’ award in the Disability the diversity and inclusion Force leads to commercial services, says: “EnAble performs a
Smart Awards with the Business Disability obtain feasible, simple, cost-effective and nationally recognised service in supporting all
Forum. legally compliant solutions. of those staff within the Force who are faced
The other two finalists were global, In the past staff with different abilities with the challenge of disability or have the
multi-national organisations, which again have felt stigmatised, isolated and not valued. responsibility of supporting or caring for their
highlights how far the Force, led by the EDCC, In some cases this has led to absenteeism and loved ones. Their work is comprehensive and
has come. low morale. But different abilities are now compassionate and really helps those wide
As part of the work to promote positive valued and welcomed as their abilities are groups of staff at both their times of need and
cultural change, partnerships have been seen as a positive for the business. with ongoing support and guidance.”

www.polfed.org/westmids federation August/September 2019 17