National Hate Crime Awareness Week

Today marks the start of National Hate Crime Awareness Week, running from the 8th to 15th October 2016. Our colleagues over at Stop Hate UK and 17-24-30 are doing some great work on raising the profile of hate crime in all its forms, and how we can all work together to stop it.

Although it’s tempting to categorise hate crime as motivated by race, religion, sexual orientation and so on, our belief is that hate crime is motivated by a fundamental fear of difference. This is why the work of the Sophie Lancaster Foundation is so important.

Our society still has a way to go in embracing diversity as a whole, and in particularly neurodiversity – still a new concept for many. However it’s great to see that the issue of hate crime is in the spotlight again this week, and is at the top of the Government’s agenda.

Guest Blog: Supporting Dyslexia Awareness Week

by Janice McClelland, Texthelp

Dyslexia Awareness Week takes place on the 3rd-9th October 2016, and this year’s theme “Identifying Dyslexia” opens up the topical discussion of how UK police forces can best support staff with hidden disabilities such as dyslexia.

It’s estimated that as many as 1 in 10 of the population have dyslexia, however the ‘blue light’ sector is thought to have a much higher rate as the classic dyslexic strengths of innovation and practical skills are essential in emergency situations.

Work-related stress is a major concern for police forces, indeed the number of police officers off work with stress has risen by 58% in the last two years – shocking fact.

Dyslexic employees face particular challenges that often lead to work-related stress. They, or their superior, may be unaware that the issue is related to their dyslexia; meanwhile the performance management process marches on and relationships suffer.

Dyslexia Awareness week is an annual reminder that we need to change our professional mindset, to focus on the benefits not the limitations of neurodiverse conditions like dyslexia.

Becoming a dyslexia-friendly organisation might not be the easiest journey, but it’s one that will bring huge benefits for the Force and its staff. By becoming more dyslexia-friendly you’re not only recognising the unique talents of existing dyslexic employees, but encouraging recruitment from a wider talent pool which reflects the diverse range of people you serve and the communities in which you are based.

So what can you do to connect with existing staff and be more dyslexia-friendly?

  • Have nominated dyslexia champions –  ’go-to’ people who understand the condition and can offer support to staff.
  • Educate higher ranks about the effects of dyslexia and encourage them to look for signs in staff in order to support them.
  • Assistive technology can offer much needed literacy support to dyslexic staff, as well as being used as a general literacy and productivity-improver for all staff. Think about installing assistive software on all your computers, laptops and devices, where it can be used by everyone without singling out dyslexic staff.
  • Communicate to staff that you’re a Dyslexia-Friendly Force and let everyone know that assistive technology support is available. This is particularly important during recruitment and induction processes –  and as part of an ongoing staff wellbeing programme.
  • Be proud to be a Dyslexia-Friendly Force – get on social media and let the world know!

Texthelp are working with many blue-light organisations to help provide an inclusive and strategic solution to literacy issues including dyslexia, cognitive disorders and mild visual impairments.

If you’d like to know more please get in touch: j.mcclelland@texthelp.com or visit texthelp.com

(This guest blog is provided for the interest of our readers – the NPAA has not received payment for it and does not endorse any particular product or service. If you would like to write a guest blog for our website, please contact us.)

Are you Disability Confident? (ICYMI*)

A few weeks ago, the Department of Work and Pensions (DWP) quietly relaunched Disability Confident, a initiative originally launched in 2013 by David Cameron as a replacement for the Two Ticks positive action scheme.

Logo displayed by participating employers

Disability Confident encompasses a number of voluntary commitments to encourage employers to recruit, retain and develop disabled staff, such as offering work experience opportunities and implementing a flexible recruitment process. The scheme is intended to address the shortcomings of Two Ticks, which was criticised for not setting rigorous standards for employers displaying the TT logo.

The new guidance for employers wishing to sign up to the scheme can be found here.

(A longer version of this article can be found on the Disabled Police Association website.)

*In case you missed it