This guidance relates to any support needs: disability, language, family circumstance, learning style, etc.

A = Person with support needs (whatever those may be)

B = Supervisor/Line Manager/Team Leader/Committee Chair of the role that A is offering to fill


StepActionNotesExit route
1B routinely asks all members of their team/committee, as they offer, what their support needs might be – recognising that some of this will become apparent in the role.This should become routine so that people who live with disabilities are not singled out; we all have needs of some kind. There needs to be flexibility offered for the entirety of the role.If A is not willing to engage in a conversation to explain their needs, then they may not be able to fulfil the role.
2A expresses the support need/s required in order for them to be able to participate fully in the work.This should be a description of the challenge/s faced and can include any relevant diagnoses.

Diagnostic methods can be offered if there is not one currently.


B arranges a meeting with A to hear from A about their support needs and how they might be met.

If this becomes more routine and less unusual, it will be a more positive experience.

If A cannot make the meeting and cannot attend a re-arranged meeting, communication should be given in writing to outline what has happened.

B investigates what 'reasonable adjustments' can be made (considering A’s suggestions), using the connexionally-provided examples and resource list.

Financial implications will be considered by B.

Case studies of other examples across the Connexion should help with knowing what is or is not possible.

If B comes to the conclusion that adjustments required by A are not possible, this needs to be clearly communicated and appropriate vocational support offered.


A and B meet again for B to present A with the possible options, in terms of reasonable adjustments.

 Time is given for consideration of these. Step 6 may happen on the same occasion, or a separate time might need to be given.

This meeting will discern whether A is able to fulfil the role in the way the church requires, and how A’s role will add to the richness of the team/committee.

If A feels that the options offered are not appropriate, then A can offer different suggestions.

A or B could also invite support from outside parties.

EDI Officers may be able to help with this. Contact: equality&diversity@methodistchurch.org.uk

An agreement is signed regarding:
a) support provision

b) a review date

Where this is a voluntary role, this will be part of the Volunteer Agreement.

If agreement cannot be reached, then A cannot fulfil the role.
7A and B review together whether the agreement is working and decide on next steps.This step is the responsibility of B.

If the current agreement is not working, then repeat steps 2-6.

8Where there is a change is personnel in B’s role, the agreement should be passed on. If clarification is needed, and for good pastoral relationships, a conversation between A and the new B would be helpful.

When any change occurs in B’s role, B is responsible for the successful explanation of this process to whoever follows them in the appointment.

There should be no need for change at this point unless it is in order to help A further.

Anonymised feedback is sent to the Connexional EDI Officer so that others can learn from the process.

This learning will be added to this guidance and/or made available to EDI Officers.Feedback to be sent to equality&diversity@methodistchurch.org.uk
10If A considers discrimination has occurred at any point in steps 1-9 above, then support will be invited from the Discrimination and Abuse Response Service.Discrimination will not be ‘assumed’ but the DARS team will help with a response to this situation.To make contact with the Discrimination and Abuse Response Service, contact dars@methodistchurch.org.uk


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