Projects

Our remit is broad and lends itself to a wide variety of projects. Some examples of recent work are described below. If you would like further information on these or other aspects of our work please contact CEDS Operations Manager Sue Swain by <clicking here>.

Dimensions and Masses of Occupied Wheelchairs

The project, commissioned by the Department for Transport, sought to measure occupied wheelchairs and scooters to determine the characteristics of their users and to assess the changes that are taking place in the design of the devices. For the first time, this extensively included wheelchairs used by children. The study also assessed the capability of wheelchairs in relation to ramp gradients to access vehicles, and floor slopes inside vehicles during travel.

Information provided by the survey about sizes, weights and stability of occupied wheelchairs is used by policy makers, architects and designers of transport systems to ensure accessibility to transport, buildings and equipment.

Over recent years the recognition of the importance of accessible and inclusive requirements has increased. Practitioners have become aware of the need for somewhat more sophisticated solutions which address the sometimes conflicting needs of different user groups. The data generated by this study is presented in a format to support this need and to remove the guesswork from accommodating those with mobility impairments.

The Inclusive Pub

CEDS has conducted a preliminary survey into the appeal and the user requirements for a pub which is to be designed and enjoyed by all. The findings strongly suggested that an inclusive pub is a great idea. Early evidence indicates that a pub designed for, and used by a greater cross-section of society than is the ‘norm’ would not necessarily be regarded as a ‘specialist’ venue, but would be judged on its merits like any other pub – the beer, the food, the atmosphere and the welcome.

Evaluation of MOGGIE

For more and more adults who have to consider a career change because of redundancy or illness, finding good quality occupational guidance is difficult and expensive. In addition, many of the tools used are designed for people who are starting out on a career, rather than people who are already skilled and experienced in a particular type of work.

CEDS has carried out research by evaluating tools that might be helpful in this context, and have developed new ones where needed. One such tool is The Manchester Occupational & General Guidance Interest Exercise (MOGGIE) - this helps people who already have work experience to consider the extent to which existing strengths and preferences could be included into other types of jobs.

Financial Incentives and Disincentive to Work or Remain on Benefit

It has been widely reported that there are many financial barriers which hinder people’s return to work. However, there is very little controlled experimentation because of the difficulties of having to vary either state or commercially-based benefits for the purposes of a study.

CEDS parent organisation - IMBY - invests all surpluses in seeking ways of improving the employment prospects of people who have disabilities or disadvantages. This made it possible for us to take the financial risks in offering an experimental group a guarantee to randomly selected clients who would provide full additional payment for anyone who found they were worse off in work rather than on benefits and associated items like free school meals.

The results of the experiment suggested that there was little impact on decisions to register with NDDP job broking, and only a small effect on job entry rates.

Evaluation of the Effectiveness of Solutions Focused Coaching

Solutions Focussed Therapy is widely used in clinical settings. Its main feature is that it pays little regard to the past history of the problem presented, but instead concentrates on all the options available in dealing with the problem. It helps clients picture how they could improve their situation, and find their desired solution. It also helps establish progress by taking satisfaction from any progress made while focussing on their goal.

This live evaluation being undertaken by CEDS is exploring the extent to which this approach can be used in assisting people with chronic mental health problems to achieve their goal of employment or another desired outcome such as voluntary work. The investigation is also looking at the relative advantages and disadvantages of the coaching being delivered by ‘phone.

Ergonomics and Human Factors
Consultancy to DWP

Consultancy support to the Department for Work and Pensions has included:

Employment Among 'Hard-to-Help' Clients

This research considered how three voluntary sector agencies worked with clients who had severe and often multiple problems, that categorised them as ‘hard-to-help’ by staff in statutory agencies.  Ethnographic methods were used to monitor the ways in which agency staff helped individuals make progress that might ultimately lead them to be capable of holding down a job, or at least being less reliant on others to cope with problems.  Particular attention was paid to getting advisers to reflect on the way they monitored any changes or progress that was made in the clients' behaviour.  The primary social welfare issue was to gain a better understanding of how to time interventions, like referrals to training opportunities, or a work placement.

Using Psychometric Assessment with
Disabled Adults.

The government’s Jobcentre Plus/Employment Service provides several thousand psychometric assessments a year, for people who are disabled or who are endeavouring to return to work following an illness. That rather begs two questions - why so many?, or alternately, why so few? There appeared to be a lack of practical evidence relating to the extent to which this type of assessment adds value. We, therefore, carried out an evaluation based on 200 randomly selected clients who were registered for New Deal for Disabled People Job Broking Services.

Each client was offered a psychometric assessment in addition to the normal service, and their progress was compared with 200 people selected on a similar basis, who were not offered the additional service but continued to use the normal one. The results indicated that comparatively few people accepted the offer of the additional assessment. Those who accepted the offer, were more likely to get jobs than people in the control group, but so also were people who went through the initial process of providing basic information about themselves, hearing about the offer of psychometric assessment but then deciding not to accept the offer.

The combined group also rated the Job Broking service more highly than the control group. This result suggests that psychometric testing is useful but that people are probably quite good at deciding for themselves whether it would help them or not, so there is no need to make it a standard part of a work rehabilitation process.