Sammi's story
Sammi, an RCN Rep, finds that being Deaf makes her an excellent communicator who has changed perceptions at work.
In her film, Sammi talks about the reasonable adjustments she has in her role, disclosing a disability during the recruitment process and what makes an inclusive workplace.
Key points:
- A modified sickness attendance policy (sometimes referred to as "disability leave") means Sammi isn't penalised for time off related to being Deaf.
- A positive, solution based approach to interviews works best for Sammi.
- Line manager support is key and managers should work with staff to get adjustments in place.
- The health and wellbeing of staff impacts on the wellbeing of a service.
- Retaining staff with health conditions or disabilities is key to safe and effective staffing.
Ana's story
Hear from Ana as well as her line manager, Head of Nursing and RCN Officer about how an innovative approach to adjustments kept her in work and the benefits of this for all involved.
Aileen's story
Aileen talks about how the Peer Support Service has helped her and how she supports other members based on her lived experience of ill health and disability.
Jody's story
Hear Jody's story about the barriers she has faced during her 汤头条污料 career and how her current employer got support right from interview onwards.
Peer-support-services
Click here to return to the main Peer Support page and see all our latest guidance, resources and the services we offer.
You can also join our peer to peer network to give and receive support on disability issues.
