Jobcentre Plus (Hansard, 20 July 2001)

§ Lynne Jones
To ask the Secretary of State for Work and Pensions what measures he is taking to ensure that(a) Jobcentre Plus pathfinder offices and (b) all future Jobcentre Plus facilities are fully accessible for (i) wheelchair users, (ii) people with impaired mobility, (iii) people with a hearing impairment, (iv) people with a visual impairment and (v) people with learning disabilities. [6191]

§ Maria Eagle
All the future planning for Jobcentre Plus will be in compliance with Disability Discrimination Act requirements for accessibility.

§ Lynne Jones
To ask the Secretary of State for Work and Pensions what provision is being made in Jobcentre Plus offices for private interview facilities. [6195]

§ Maria Eagle
Private interview rooms are an integral part of the design of Jobcentre Plus and they will be provided in all the public caller offices within the pathfinder areas opening from October this year.

§ Lynne Jones
To ask the Secretary of State for Work and Pensions what standards and targets are being set, and with what advice, to ensure disabled people's access to all Jobcentre Plus facilities. [6193]

§ Maria Eagle
The Jobcentre Plus offices have been designed by consultants who are specialists in Disability Discrimination Act requirements. Within the limitations of the current building stock being converted, the standard702W is to achieve maximum accessibility for disabled people. We also plan to enable people to have greater access to our services by telephone.

§ Lynne Jones
To ask the Secretary of State for Work and Pensions what arrangements are being made to train staff at Jobcentre Plus in(a) disability awareness, (b) disability legislation and (c) support services available to disabled people. [6194]

§ Maria Eagle
The following training will be delivered to staff working in Jobcentre Plus work-focused interview extension sites. We have consulted with disability specialist organisations on the format and content of the training. The training will cover disability awareness, disability legislation and the support services available to sick and disabled customers. This training will build on existing training on equal opportunities, working with Diversity and the Disability Discrimination Act.

1. Open Learning Handbook—this is in open learning format and is crucial prior learning for people attending their disability awareness training. The handbook covers:

Awareness of disability etiquette and language;

Disability Discrimination Act;

Procedure to follow when submitting disabled customers to vacancies. Action to take if employer suspected of discrimination;

Person Capability Assessment, permitted work rules, relaxation of benefit linking rules including DPTC;

Disabled Employment Adviser (DEA) referrals.

2. Disability awareness training—two-day tutor-led workshop to consolidate the learning from the above Open Learning Handbook. The event covers:

Disability—Impact on Employment;

Disability Discrimination Act;

Disability Symbol;

Benefit Conditions for Disabled People;

Programme provision for Disabled People;

Networking and working in partnerships with specialist organisations.

3. In addition, Personal Advisers working with sick and disabled customers—two-day tutor-led event. This will include skills based practice in a role-play environment. The event covers:

Role and responsibilities of the Incapacity Personal Adviser;

Principles of New Deal for Disabled People (NDDP);

Role of the Job Broker (NDDP);

Encouraging customers to consider the Job Broking Service;

Identifying Adviser concerns when working with sick and disabled customers;

Considering the Traditional/New Perspective of disability;

Identifying the customer's attitudes and barriers to employment. Offering support and guidance to help identify short/long term solutions to help prepare customers for training/employment;

Networking and working in partnerships with specialist organisations;

Dealing with concerns and reservations that the customer may have;

Submitting job-ready customers to employers including Access to Work.