Royal Mail
External Overview
We have done much to address disability issues and continue to work hard so as to be well placed to respond to any such changes. [i]
CSR Awards and Rankings
Ranked 11th in the 2003 Global Inclusion Benchmark - Employers' Forum on Disability [ii]
Stakeholders
Post Office Ltd has completed a series of focus groups with a number of disabled colleagues.
These sessions were run by the Chair of RADAR, with the key themes to emerge being around how reasonable adjustments are undertaken, general disability awareness and a greater focus on understanding the separation between disability and ill health.
The findings of these focus groups will form the basis of a new colleague focused disability action group, which will focus upon how we manage disabled colleagues within Post Office Ltd's workforce. [iii]
Primary Stakeholders – Expectations and Engagement Pathways
- Expect to be treated with dignity and respect.
- Require opportunities for ongoing learning and development.
- Feel we should have a positive impact on the community.
- Provision of a safe and healthy working environment.
- Disability Action Group [iv]
Partner Organisations and Details of Involvement
Employers' Forum on Disability (EFD) – One of the founding members of this Forum, production of targeted literature for disabled customers and participation in the first ever EFD Disability Standard
RADAR – Supporters of RADAR's Human Rights Awards for two years, co-hosting of event for disability 'opinion formers' and strategic gateway in helping us to understand pan-disability issues. [v]
Case Study – Nicky Rutherwood
In June 2005 Nicky Rutherwood joined the delivery team at our Rotherhithe Office after undergoing an adjusted recruitment process, which allowed him to prove his aptitude for postal work inconsideration of his learning disability.
In conjunction with Mencap Nicky was interviewed and undertook a practical assessment- instead of the normal written exam. He is currently enjoying his delivery role and looking forward to a long-term future with Royal Mail.
Case Study - Ready for Jobs
Our Swindon Warehouse recently won the Employee Forum on Disability "Best Practice Achievement" award from Connect (National Organisation helping individuals who are either disabled or from disadvantaged groups to get work) for the work they have done with individuals on site.
In 2004, Swindon warehouse took on a colleague with Aspergers syndrome – a form of autism. 'Connect' provided coaching in the workplace and dealt with any issues the individual had. [vi]
Training
In conjunction with the Employers' Forum on Disability we produced a short booklet entitled 'Welcoming Disabled Customers', covering a variety of disability etiquette issues for all 15,000 agents and approximately 10,000 customer-facing colleagues throughout the Royal Mail Group.
Our Disability Advice Centre (DAC) has continued to provide advice and support for a wide range of managers throughout the business. The DAC also raises awareness of their services with the National Federation of Subpostmasters and the Unions through attendance at their relative annual conferences. [vii]
Social Policy Initiatives – Recruiting from Socially Excluded Groups
We are working with several organisations to create a recruitment framework for attracting and retaining candidates from socially excluded groups – such as 3.68m people with disabilities. [viii]
Linkages of Social Policy Programme – Education
Education programme provides volunteering opportunities for our people to get involved in schools. Focused on literacy and numeracy skills, it also raises awareness of our employment opportunities amongst children, parents and teachers – especially about flexible working patterns and support for people with disabilities. [ix]
Governance, Structure and Risk Management
A Disability Action Group (DAG), formed during 2003 and sponsored by the Post Office Ltd Chief Executive, comprises senior managers from appropriate areas of Post Office Ltd.
This group exists to oversee the current overall strategic direction of the Post Office in relation to disability issues. In addition, Post Office Ltd has a full time Disability Discrimination Manager to oversee these issues.
Throughout 2004-05 Action Groups have been setup for each of the distinct business units that comprise the Royal Mail Group. Each group acts as a business-specific focus for disability issues, ensuring that we remain focused and unified in our actions. [x]
Sources
- [i] Royal Mail CSR Report 2005, p.17
- [ii] Royal Mail CSR Report 2005, p.3
- [iii] Royal Mail CSR Report 2005, p.35
- [iv] Royal Mail CSR Report 2005, pp.36 & 37
- [v] Royal Mail CSR Report 2005, pp.38 & 39
- [vi] Royal Mail CSR Report 2005, pp.42 & 43
- [vii] Royal Mail CSR Report 2005, p.47
- [viii] Royal Mail CSR Report 2005, p.75
- [ix] Royal Mail CSR Report 2005, p.78
- [x] Royal Mail CSR Report 2005, p.95