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A Fantastic First Full Ofsted Inspection for DISC
Sophie Turner is DISC’s new Job Coach. Her role will involve working closely with interns to find paid roles and work placements which helps them advance in their careers. When speaking about her new role and responsibilities, she added “As a job coach, my primary goal is to enhance their employability and prepare our interns for sustainable careers in the digital and creative sectors. I do this through: personalised career planning and job carving, skill development, ongoing coaching and mentorship, portfolio building and advocacy for inclusive employment practices. “ When working one to one with Interns she “supports the interns by creating an open channel of communication with the Interns, to understand their specific requirements, and then implement the necessary changes promptly with the employer, and regularly reviewing their effectiveness.
To gain a better insight into the Interns and what roles best suit them, she’ll be required to identify their strengths, interests and career aspirations; that information will inform the way in which she supports the Interns in writing their CVs, and preparing for Interviews; it won’t be uncommon for her to be involved in the process of conducting mock interviews with the Interns – alongside other staff members – or for her to enlist the help of a professional outside the DISC organisation, in a bid to utilise their perspectives to acquaint the Interns with the variety of questions they could face in a job interview.
She’ll be required to reach out to businesses to generate work experience opportunities for the Interns, and inform them around the different procedures involved in hiring a neurodivergent employee. Yet if they’ve never hired a neurodivergent employee, they may hold certain misconceptions about the process. Sophie’s outlook on the matter is “I think a lot of employers hold misconceptions about neurodivergent individuals that can affect inclusive hiring. A lot of common misconceptions include beliefs that accommodations for SEND are costly, neurodivergent employees lack skills and potential, or they cannot adapt to traditional work environments. In reality, many accommodations are low-cost and benefit all employees, and neurodivergent individuals often bring unique strengths like creativity, problem-solving, and attention to detail. By challenging these views and promoting inclusive practices, organisations can unlock a wealth of untapped talent and innovation!”
Reasonable adjustments – practical changes made in the workplace to support individuals, such as interns who may face challenges due to disabilities, health conditions, or neurodivergence – is a process which can aid both employers and employees overcome any issues preventing the employee producing their best work. Sophie reiterates “These adjustments aim to create an inclusive environment where everyone can perform at their best. It is important for me as the Job Coach to be aware of all of the reasonable adjustments that will need to be in place to ensure a successful work placement.”These adjustments can range from providing noise-cancelling headphones for those sensitive to sound, offering flexible work hours to accommodate energy levels, or supplying assistive technology like speech-to-text software.
When thinking about how the current job market hinders or helps neurodivergent people she states “there are lots of avenues for neurodivergent people to be successful if given the opportunity. Companies are hesitant to employ someone with SEND and think it will be too difficult. They don’t know that with the correct adjustments and support, it can be hugely successful for both parties.” She goes on to say “if we challenge the current culture and push for inclusivity, positive changes will come and more people with SEND will be independent and successful in the workplace.”