Leading questions

Karin Pappenheim is chief executive of the charity Employment Opportunities

Employment Opportunities helps disabled people find work. How hard is it?

There is no one-size-fits-all solution. It may take some time to support those who have been away from work for several years. The stats are worrying. Only 50% of people with disabilities are in work compared with 75% of non-disabled people.

Why are there still so many problems?

Attitudes about disability present a barrier. It is surprising that there is such a lack of awareness when one in five of the working age population is affected by some form of disability. This is not a minority issue.

Is stigma still a big part of the problem?

There is still a fear factor surrounding disability; this causes particular problems for people with mental health and learning disabilities.

What needs to be done?

More education among managers. We aim to achieve this through projects such as disability awareness training.

What is the government's role?

It has a huge role to play, from legislation such as the Disability Discrimination Act through to championing disability and funding employment programmes.

How does your organisation help?

Our experienced staff provide tailored job coaching plus employment advice and support from 12 regional centres across Britain. We also offer a wide range of tailored advice and training on disability in the workplace.

What is your role?

Leading the organisation to achieve our strategic aims of doubling the number of people with disabilities that we help.

What are the challenges?

Funding is inevitably a key issue. We need far more if we are to reach out to the many people with disabilities we do not serve.

Is there a difference in the approach of smaller and larger businesses to employing disabled people?

It is often said that small companies cannot accommodate people with disabilities, but this is not the case. We have many fine examples of smaller organisations that have successfully promoted inclusion and diversity in the workplace.

What about the public sector?

In our experience, many public sector employers are not yet taking the positive steps to measure disability impact and to promote disability employment.

What would you say to an employer that is reluctant to employ a disabled person?

Think again - there is a strong business case for employing people with disabilities.

Describe your style of management?

Participative, flexible and encouraging.

Give an example of a management 'no-no'.

Not listening.