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
| Step | Action | Notes | Exit route |
| 1 | B 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. |
| 2 | A 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. |
| 3 | 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. |
| 4 | 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. |
| 5 | 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 |
| 6 | An agreement is signed regarding: | 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. |
| 7 | A 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. |
| 8 | Where 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. |
| 9 | 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 |
| 10 | If 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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