Most of us know what kind of job we’d enjoy, and what we’re good at. Nobody has a better handle on your interests, skills and experience than you do, right?

Imagine you are actively seeking work, yet no one ever asks you to produce a CV. Worse, you find that someone has created their own negative version, focusing on what they think you can’t achieve. And this is supposed to be a tool that will help you find employment!

All too often we see disability employment services carry out generic assessments that simply provide a professional opinion about what their job seeker is not capable of achieving. There’s not much point in that.

Think about it. Most people with a disability know very well what they can’t do – they’ve been told many times. This creates the Golem effect: a psychological phenomenon in which lower expectations placed upon individuals lead to poorer performances. The effect on job seekers’ confidence, motivation and employment outcomes can be devastating.

A quality employment service will lead job-seeking campaigns with their client’s strengths.

‘Both evidence and experience show that consistent and personal attention is necessary for good outcomes’. In my book The Ten Demandments this statement relates to the role of disability employment services. But really, it can be applied to any social endeavour, especially if the aim is to make a difference to people’s lives.  

It’s a no-brainer. Isn’t it? Take a moment to consider the following figures.

Another conference coming up. The following questions will be asked but won’t be answered:

How will we improve disability employment rates?

What reforms will encourage employers to hire more people with disability?

Why isn’t performance rising? (And in fact probably relatively falling.) 

It’s the same old nutshell: why is performance so poor?

A mystery …