Employing adults with Down syndrome
Steve Henwood and Jackie Dixon
A partnership between The Down Syndrome Educational Trust and a supported employment service backed by the European Social Fund has created part-time jobs for five young people with Down syndrome. Staff from both organisations report on how the young people were supported when they started the jobs, and how they have fitted into the team. It is hoped that the example will encourage other employers to provide similar work.
Henwood S, Dixon J. Employing adults with Down syndrome. Down Syndrome News and Update. 2002;2(2);68-69.
The Southern Focus Trust,
Supported Employment Services,
11 North Arcade, Havant,
Portsmouth, Hampshire PO9 1PX, UK. Registered Charity No.
Tel: +44 (0)23 9247 3368,
Fax: +44 (0)23 9247 3368
The charity's Sarah Duffen Centre, in Portsmouth, teamed
up with Southern Focus Trust's Supported Employment Service to provide the work
opportunities. The five employees, who all have Down syndrome, started working at
the centre earlier this year as production and administration assistants following
successful job trials.
Each employee works for a total of four-and-a-half hours
every week on a range of tasks. Initial job coach support from Southern Focus Trust,
to help the five settle in and learn their tasks, has now faded to on-the-job support
from other staff at the centre.
Three of the employees work together on Mondays. The two
other workers are employed on Wednesdays. Centre Trustees pay for taxis to and from
work for all five under an arrangement set up by the Supported Employment Service.
Trust employees mailing
Down Syndrome News
and Update leaflets
All five employees, four in their early 20s and one in
his 40s, are carrying out Supported Permitted Work under regulations laid down by
the Department for Work and Pensions. Their weekly wage does not affect their welfare
benefits because it is within a disregarded limit set by the Benefits Agency for
people receiving means-tested Income Support.
One of the workers, Ellie Hardy, aged 21, said: "I love
my job. It's absolutely brilliant and means a lot to me. I like doing different
things at work and talking to the other people."
A Trust employee making up plastic boxes
Southern Focus Trust's Supported Employment Service was
set up in 1997 to help people with learning disabilities find work. Since then,
the service, which has financial support from the European Social Fund and Hampshire
County Council, has helped people find employment, both paid and voluntary, and
training opportunities. The service also runs three businesses employing people
with learning disabilities. In summer 2000 the service set up a shop in Leigh Park,
Hampshire, selling donated pre-owned clothing and toys. The shop currently employs
16 part-time retail assistants who work with job coach support.
Further jobs have been created in the two other business
ventures, a gardening service and a catering operation providing lunches for staff
and service users at a Day Service for people with learning disabilities.
The employer's perspective
Down Syndrome Education International, e-mail:
When the charity took the decision to set up its own publishing
and printing facilities, we realised that we would be able to offer employment to
adults with Down syndrome. We were planning to install digital printing equipment
and the finishing equipment necessary to produce our own publications, such as this
periodical. With employees with intellectual disabilities in mind, we chose equipment
that was as safe and as easy as possible to operate. Easy does not necessarily mean
simple to operate, but it does mean that machinery can be to set to run in a relatively
trouble-free manner by staff. The finishing equipment includes a cutter for cutting
covers to size, a booklet maker to fold and staple books (see the photos on this
page) and a driller, to drill holes in books intended for ring binders. Books being
sold as packages have to be put into binders. In addition our mail order service
requires stuffing of envelopes, sticking on address labels and franking mail through
an automated in-house franking machine. It also requires the assembly of plastic
boxes and then putting in the right contents for each of four teaching packs. In
other words, we have a range of tasks which our employees enjoy and do with considerable
A Trust employee using the booklet maker
We were careful to plan the start of the employment project
at a time when we felt we were sufficiently organised and experienced with the production
work, and when we had enough work and enough staff in place to ensure that we could
offer a quality work opportunity. We started production in December 2000, but we
did not start the employment project until September 2001. We then asked Southern
Focus Trust to guide us and to set up work training for the first 3 workers. They
visited to discuss what we could offer and they then offered work trials to adults
whom they were in contact with. They also provided advice for us and a job coach
to work with our staff to train the workers. The first 3 employees settled in and
learned the work tasks much quicker than we anticipated. They all enjoyed the work
and wished to become employees. As the first 3 moved onto the pay roll, we then
took another group of 3 on a work trial. We have 6 adults working for us but only
5 on the payroll as the 6th person has paid work elsewhere, so chooses to come to
us as a volunteer. (The UK Disability Benefit system prevents her from being paid
in two jobs – she would exceed her earnings limit).
The second team of three settled in as quickly as the first
group, though one individual has rather more significant intellectual disabilities
than the rest and it has taken him longer to learn all the tasks. He also has additional
personal care needs and we asked for support for him for longer than the rest of
the group, but he is now working without the additional support.
Another Trust employee using the booklet maker
When we first met the prospective employees, they seemed
to have quite varying skills – that is, some had better spoken language than others,
and some had better motor skills than others – and we predicted, wrongly, that their
competence on the job would vary. All the employees have become very competent and
capable of a much higher level of productivity than we anticipated. Ability as an
employee is certainly not linked to speech and language skills – which vary significantly
from one adult with only a few words to one who is a very competent talker. The
adult with additional physical needs, a mild hemiplegia, has been determined to
master all the tasks – even stuffing envelopes. The employees vary in age from early
twenties to late forties and they can work unsupervised on almost all the tasks.
However, we do have another member of staff supervising their work schedule for
the day – keeping an eye out for them even though she does not need to be with them
all the time. They know what to do if a machine breaks down or jams – or if they
run out of work. Their time-keeping is excellent and we have had very little time
lost to sickness.
All the employees have fitted into the work team and to
the social life of the work at the charity. We have been clear that socialising with
staff is done at coffee breaks and lunch breaks. We have worked as a group to encourage
appropriate work behaviour, for example, pointing out that interrupting staff for
a chat is not appropriate and ensuring clear guidelines are followed by all staff.
We have had far fewer issues than we anticipated in settling our new employees into
their work. They are a pleasure to have in the work team and we all look forward
to the days when they work. If the publishing output continues to increase, we will
take on another team of three. They work in two teams, at present each coming for
one day a week and this seems to work well.
The main reason for writing this article is to share our
experience with others to encourage more employers to offer work to adults with
Down syndrome. We also wish to encourage parents to seek work for their adults and
not to underestimate the work competence of even those who have more significant
disabilities. Our advice to prospective employers, based on our experience to date,
- Work with an employment agency if you can – they will advise on suitable work
tasks for individuals, provide job coaches, deal with Benefit issues and advise
on Health and Safety issues.
- Plan ahead to ensure your organisation is clear about the work it can offer
– we did not want to be trying to find tasks each week, enough suitable work must
- Discuss the social and support issues with current employees – to ensure that
a positive atmosphere exists among employees and that all employees treat those
with intellectual disabilities as equal members of the work team.
- Do not underestimate the work abilities of adults with Down syndrome.
Adult employment resources
Education, training and employment services:
Steve Henwood is at the Southern Focus Trust Supported Employment
Services, Jackie Dixon is at Down Syndrome Education International
See and Learn Numbers is designed to help parents and educators teach children with Down syndrome basic number skills and concepts.
See and Learn Numbers is designed to teach young children to count, to link numbers to quantity, to understand important concepts about the number system and to calculate with numbers up to 10.
Now available as teaching kits and apps. Find out more...