Reason 6: Compliance with the Equality Act 2010 With the introduction of the Equality Act in 2010, more employers have to practice a policy of equal opportunities, and identify areas of under-representation within their organisation. Disability under-representation could be addressed with our help. This is often termed as taking positive action.We can support the employer by identifying roles that people we support can do through a process called 'job carving'.We can support the individual to learn the job and understand the unwritten rules of the workplace, and provide one-to-one support during training.We can identify changes to recruitment methods that give people with disabilities a fairer chance of being competitive. The Equality Act states reasonable adjustments must be considered to workplace provision and practice in order for people with disabilities not to be put at a disadvantage compared with non-disabled candidates. This too applies to the interview process. We can outline adjustments, which are generally simple and cost effective, such as advertising posts in places that people with disabilities may see (e.g. in community centres) and supporting the employer to offer simplified interviews, working interviews and work trials. This can also lead to improved retention rates as the candidate and the employer both have the opportunity to sample the work and gauge the individual’s ability to carry out the role.We offer practical support for the employer, analysing tasks of the job in order to coach or train the person we support to undertake these tasks with minimal support. We can support the person to integrate with the staff team and share with you the person-centred tools we use to get to know and understand the individual, and how best to assist the person to be healthy, safe and productive.