SUSE is the lead partner in the Disability Employment Gap Public Social Partnership (PSP) which has been commissioned by the Scottish Government. A PSP is a strategic partnering arrangement which gives the third sector the opportunity to design future public services by trying and piloting new ideas and approaches.

The Disability Employment Gap PSP is a unique and forward-thinking initiative in the Scottish employability landscape. We aim to contribute to the ambition set by the Scottish Government in The Fairer Scotland for Disabled People – Employment Action Plan, to half the Disability Employment Gap by 2038.

To learn more about the Apt PSP, click here. 

The Disability Employment Gap PSP is focused on working with Scotland’s employers.

We will develop and deliver a range of innovative projects which enable employers to address the gaps in their knowledge and expertise and improve the employment prospects of disabled people. We hope to achieve a lasting culture change in our workplaces by addressing employer concerns regarding their legal responsibilities, embedding equality and diversity in workplace cultures and sharing our knowledge of reasonable adjustments and available support – to enable disabled people to take up and sustain paid employment.

We will:

  • Establish a knowledgeable, experienced consortium of organisations who will work together to deliver the PSP – 39 organisations have joined the PSP.
  • Create workstreams that will develop innovative projects in areas that require attention – our workstreams are (a) the Public Sector, (b) Attract & Recruit, (c) Retention, (d) Under-Represented Groups, and (e) Transitions.
  • Develop robust workstream plans with clear deliverables, timescales and KPI’s.
  • Create an effective Steering Group to manage the PSP, with input from employers and people with lived experience.
  • Carry out extensive research into the issues that are preventing disabled people gaining and sustaining employment.
  • Secure early engagement with champion employers and external partners and build a comprehensive network of stakeholders and supporters.
  • Implement extensive Social Media and Communications strategies to secure buy-in from employers and stakeholders.
  • Regularly promote the PSP’s learning, progression and successes, both internally and externally.
  • Launch a number of pilot projects by March 2021 that will help employers attract, recruit and retain more disabled people.
  • Deliver and monitor these pilot projects over a twelve-month period, gathering learning as we go.
  • Carry out a full evaluation of the PSP, ensuring everything we have learned can inform future actions.
  • Develop a Dissemination and Communication Plan in preparation for the conclusion of the project.
  • Develop our successful pilot projects into commissionable services that can be funded by the public and/or private sector.

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We want to work with forward-thinking, inclusive, innovative and creative learning organisations to support Apt PSP, whilst helping you develop your organisation and the people within it at the same time.

If you are passionate about your business, your employees, your customers and your local community, then we would like to hear from you. Whether you have previous experience of employing disabled people or not, we want to hear your views.

If you are an employer that wants to…

  • Increase the talent pool your vacancies reach
  • Create a workforce that reflects the diversity of your customers
  • Benefit from additional skills that are currently being missed
  • Reduce employee turnover, saving money on recruitment and training
  • Improve your corporate culture
  • Tackle the myths associated with recruiting disabled people
  • Easily implement reasonable adjustments
  • Become a Diversity Champion
  • Achieve all of this (and more) at no additional cost

Yes? …then supporting the Disability Employment Gap Apt PSP makes perfect business sense for you and your key stakeholders!

Contact Amrit Bedi (PSP Development Manager) 

As a demonstration of our commitment to working with you, we would like to offer your organisation a free introductory support session. You can choose from a wide range of training topics in full but the following can be used as examples:

  • Introduction to disability awareness
  • Accessible job adverts and inclusive job descriptions
  • Planning practical work-based interviews
  • Online accessibility
  • Inclusive and effective communication
  • Assistive Tech Training
  • Understanding reasonable adjustments
  • Understanding perspectives of disabled job seekers
  • Autism awareness
  • Creating Easy Read documents
  • Sensory Impairment Awareness

Contact Amrit Bedi (PSP Development Manager) 

Digital Recruitment Review

To carry out the next phase of the project we need to build on our current team of people who have lived experience to volunteer to be our testers.

We hope you can help us by either volunteering if you have lived experience yourself, or promoting the project to people who may like to get involved.

To get the most valuable learning from the user testing we need a diverse group of volunteer testers – including people who have physical or learning disabilities, autistic people and people who have experienced sight loss or hearing loss.

We’ll pay travel costs, can guarantee a good lunch (!) and will be as flexible as we need to be to ensure no one who wants to participate is excluded. We’ll also pay for any communication or other forms of support required.

The Digital Recruitment Review is a key element of the PSP and we hope you can help us carry it out to a high standard.

For more information read the  Digital Recruitment Project Description  We’ll be happy to discuss this with you further so please get in touch with Fiona Walker (Digital Communications Officer) at if you need additional information or confirm your dates.

These training sessions have all now been delivered

This list is not exhaustive and our partners are keen to hear and develop other areas of support that you require, so please contact Amrit Bedi if there is anything else you need that is not yet included on the list.

Example Content and Learning Outcomes

Autism Awareness

  • Introduction to autism and common difficulties that people face
  • ‘Reasonable adjustments’ and how to implement these
  • Strategies to include and support people with autism

Learning Disability Awareness

  • Introduction to learning disability and common difficulties that people face
  • ‘Reasonable adjustments’ and how to implement these
  • Strategies to include and support people with a learning disability

Significant Hearing Loss Awareness

  • Introduction to significant hearing loss and common difficulties that people face
  • ‘Reasonable adjustments’ and how to implement these
  • Strategies to include and support people with significant hearing loss

Significant Sight Loss Awareness

  • Introduction to significant sight loss and common difficulties that people face
  • ‘Reasonable adjustments’ and how to implement these
  • Strategies to include and support people with significant sight loss

Accessible Communication

  • Accessible communication and why we need it
  • Available resources when thinking about accessible communication
  • How to create documents in an easy-to-understand format

TSI/ Supporting People in the Workplace

  • Organising information for training
  • Teaching strategies
  • The values that underpin this approach

Responsibilities in the Workplace including Legal Responsibilities.

  • Legal responsibilities under the Equality Act 2010
  • Explore ways of making reasonable adjustments
  • Other relevant responsibilities

Recruitment and Selection

  • Improved knowledge of inclusive recruitment practices in relation to disabled people
  • Recruitment policy and practice review
  • Improved understanding of the needs of disabled people in relation to HR processes

Disability Equality Training

  • Increased understanding of employing people with Learning Disabilities, Autism and Mental Ill Health
  • How to identify and overcome barriers in your own workplace
  • Understand the medical and the social models of looking at a disability
  • Information on resources and available support

Creating Accessible Online Spaces

  • Understand how to create accessible online spaces
  • Understand barriers to access
  • Ensure your digital content is accessible without needing to be an IT expert
  • Topics include: Layout; Text format; Colour and contrast; Mouse friendly navigation; Keyboard friendly navigation; Complex images; Captions and transcripts; and Forms
  • Ensure you have an accessible social media presence
  • The guidelines set out by the Web Content Accessibility Guidelines
  • Available recommended resources to help ensure you stay accessible

Mental Health

  • Increased awareness of mental health in the workplace
  • Understand the concept of mental health first aid
  • Understand the most common mental health conditions
  • Increased awareness of workplace mental health support and reasonable adjustments

Long Covid

  • Increased awareness of Long Covid
  • Understand the impact of Long Covid
  • Increased awareness of workplace reasonable adjustments and in-work support options

Young People with Autism/ADHD/Dyslexia

  • Increased awareness of Autism, ADHD and dyslexia in young people
  • Understand practical solutions and reasonable adjustments in the workplace
  • Increased awareness of practical and financial support available

Reasonable Adjustments, Returning to Work and Agile Working After Furlough

  • Increased awareness of reasonable adjustments
  • Understand employer obligations under Equality Act 2010
  • Understand simple workplace reasonable adjustments that can benefit everyone

Financial and Practical Support

  • Increased awareness of Access to Work and who it can benefit
  • Awareness of other supported employment schemes such as Kickstart, Community Jobs Scotland and No-one Left Behind

Assistive Tech and Communication for Disabled People

  • Increased awareness of tech and communications equipment for disabled people
  • Understand practical tech solutions such as voice-activated software, ergonomic computer peripherals, hearing loops and portable communications aids
  • Increased awareness of financial support to cover the costs of assistive tech through Access to Work

Code RED: At Risk of Losing Employment on Medical Grounds

  • Increased awareness of common reasons people may lose employment on medical/disability grounds
  • Awareness of practical and financial support available to keep people in employment
  • Awareness of agile working solutions to prevent job loss
  • Understand the benefits of retaining disabled staff

Code GREEN: Want to Help Reduce the Disability Employment Gap

  • Increased awareness of supported employment schemes such as Kickstart, Community Jobs Scotland and No-one Left Behind
  • Awareness of agile and flexible working solutions in job design
  • Awareness of recruitment and interview support available

Wildcard Q + A and General Overview

  • Forum to ask questions not covered elsewhere
  • Increased awareness of disability employment gap
  • Understand the benefits of employing disabled people including reducing recruitment/turnover costs, loyal workforce and community benefit weighting for public tender contracts
  • Understand the Purple Pound

Steps to Inspiring Young People with ASN on Work Placements

  • Raised awareness of Additional Support Needs; how these affect YP; and the impact this can have on their opportunities
  • How to engage with YP with ASN; demonstrate opportunities that may be available to them; and inspire them to plan their careers
  • Advice on how to plan an interesting and impactful learning experience
  • Advice on making reasonable adjustments within the workplace to support YP with ASN on work placements.

Rethinking Recruitment: Practical Interview Workshop

  • Overview of inclusive recruitment practices and why these are important
  • Preparation and Planning
  • Reviewing job descriptions
  • Communication with candidates
  • Task identification
  • Job Carving
  • Mentoring/Coaching
  • Reasonable Adjustments and a Reasonable Adjustments Passport
  • Ongoing Support: Access to Work
  • Case study review

Disability at Work

  • What is disability?
  • Disability statistics
  • The models of disability
  • Removing barriers
  • Disability related language
  • Disability and identity
  • Working in an inclusive way with disabled colleagues

Inclusive Management

  • What is disability?
  • The models of disability
  • Barriers and adjustments
  • Best practice in disability and management
  • Recognising when an employee may be facing a barrier
  • Planning and holding conversations about barriers and adjustments
  • Making adjustments for disabled employees

Defining Equality

  • Broaden your knowledge of how Equality is defined in legislation

Historical Perceptions of Disability

  • Understand historical perceptions of disability and how these differ to the present day

Acknowledging Differences and Diversities

  • The importance of acknowledging differences and diversities when working in Social Care and how to do this positively within your role

Comparisons – Disabled v Non-Disabled

  • Discuss comparisons in society between disabled and non-disabled people
  • How these can impact the people you support

Social v Medical Models of Disability

  • Enhance your knowledge of these different models of disability
  • How these models can impact on the people you support and your practices as a support worker

Personalisation and Self-Directed Support

  • Develop a basic knowledge of personalisation and self-directed support
  • How this approach and legislation aims to have a positive impact on the lives of disabled individuals and the way they access and receive support

Support Planning (Health and Social Care)

  • What is a Support Plan?
  • What information should a Support Plan contain?
  • Writing a good Support Plan
  • Personalised goals
  • Misconceptions of writing a Support Plan and how to avoid these

Recording Daily Notes (Health and Social Care)

  • What is a record and why record notes?
  • Principles of good record keeping and avoiding common mistakes
  • Confidentiality, access and disclosure
  • Information systems and storing information securely

Self-Directed Support (Health and Social Care)

  • What is Self-Directed Support?
  • Assessment and Budget
  • What Self-Directed Support means for Support Workers
  • Insurance, Taxation and Self-Employment

Disability Awareness (Health and Social Care)

  • Increase your awareness of disability
  • Broaden your knowledge of disability legislation
  • Increase your knowledge of the social v medical models of disability
  • Methods of communicating and interacting with people who have a variety of disabilities

Contact Amrit Bedi (PSP Development Manager) 


Once you have attended your free support session, we would like you to experience the following additional benefits by becoming one of our strategic partners:

  • Free access to an extensive range of support and services
  • Expert advice and consultancy
  • Demonstrate your commitment to inclusion and diversity
  • Promote your achievements through the PSP and our 39 partners
  • Create a Centre of Excellence for Scotland
  • Achieve recognition as a Diversity Champion

If you share our passion for creating opportunities for disabled people to secure and sustain paid employment, then please contact Amrit Bedi (PSP Development Manager) for an informal discussion about how we can help you.

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