Ravensbourne University London
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Case Studies

  1. Shaun has dyslexia and has been diagnosed with anxiety which has been persistent for four years. He decide to disclose his diagnoses in the application and submitted evidence of this after being offered his new job. Shaun explains to the human resources department that he has found using a dictaphone in meetings useful in the past. He has also used overlays for white paper historically or requested none white paper for printing. The employer agreed to these provisions and offered to explore options for additional funding through Access to Work scheme too. This may entitle Shaun to assistive technology software such as text help which will read documents aloud to him. He was also offered regular supervision sessions and given the information for the confidential counselling service available to all staff of the organisation.
  2. Katherine has spinal injury which impacts on her ability to lift objects over a certain weight and size. Her role is mainly based in a studio environment and does not need to involve much heavy lifting. Katherine disclosed her diagnosis and through conversations with HR department identified a possible challenge in the role. The team sometimes arrange a set for a production to the public which can involve lifting objects she finds heavy. The organisation agreed collaboratively that she would only be required to do lightweight carrying or more organisational duties during the delivery of these events. The organisation also offered a seating assessment as they explained she may be able to get a chair which supports her back.

Amazing things happen here




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