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be prepared to give more context during the onboarding process. She explains: “Reason- able adjustments is a phrase that people get anxious about, but it can be something as simple as creating a timetable for somebody. “We want to give employees as much informa-
tion as they can. Where are the toilets? Is there a locker room? What kind of uniform is it? All of these things that most people think are not that important give somebody with learning disabili- ties a lot of context before they start the job. She adds: “On day one of the job, the essen-
tials are: ‘what happens if the fire alarm goes off?’ and ‘what happens if you get injured’? Don’t go through presentations for mandatory training. Just try and break it down, so maybe they do half an hour at a time.”
Take time for integration Like all employees, your new hire will want to be recognised as a member of the team. Thwaite says: “Make sure to build rapport and make people feel fully included. It’s really about getting to know your colleague, their likes and dislikes, what motivates them and why are they coming to work.” Thwaite has found that most people with learning disabilities look for between eight and 16 hours of work a week. “A small num- ber are looking at full-time or perhaps three- to four-hour shifts three to four times a week.” Brittan says the introduction of a buddy sys-
tem can be particularly helpful, as it creates structure and familiarity: “The buddies are absolutely amazing. I think we use two to three
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“We’re trying to see whether we can offer supported apprenticeships so that we can offer a training and development
“We are introducing an additional skills portfolio and we’re trying to see whether we can offer supported apprenticeships so that we can offer a training and development pro- gramme for those individuals that would choose to do it. It’s a work in progress but it’s something we’re very serious about. We’ve had conversations with our learning provider because how amazing would that be to con- tinue the learning journey of those individuals.”
programme” Esther Brittan, HR operations manager UK & Ireland at Hilton
buddies depending on the size of the hotel and the shift patterns. They will be trained by Work- Fit so that they know how they can best support that individual. When we see the work coach from WorkFit slowly starting to step away, that’s when we know that we’re getting it right. That’s not to say we don’t call WorkFit back in again, when we need some additional support. Whether that be technical support or pastoral support, they are happy to intervene.”
What’s next? What to do once your employee has been in the job for a few months? Hilton is keen to retain its “cohort of incredibly skilled, disciplined and determined young people”, and one way to do that is to offer career progression.
Next steps
WorkFit WorkFit is the Down’s Syndrome Association’s employment programme. The organisation works with both employers and job-seekers to find opportunities and train staff. They support a person from the WorkFit programme for as long as they are in the role.
www.downs-syndrome.org.uk.
Aurora Foxes Aurora Foxes, a specialist college in Minehead, Somerset, is rated ‘Good’ by Ofsted and offers students with learning disabilities the chance to pursue a career in hospitality and catering. The residential curriculum encourages students to develop independent life skills while working towards qualifications that are recognised by employers.
www.theauroragroup.co.uk
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