7 October 2020

The Disabled Employees Network (DEN+) represents the interests of our staff who consider themselves to have a disability. The network seeks to ensure disabled staff are given the same opportunities as their non-disabled colleagues and with career progression by giving them the reasonable adjustments, flexible working and agile working they need to do their job efficiently and comfortably.

Keri Stephenson, our Dental Operational Manager in Bucks Priority Dental Service, has taken up the Co-Chair post replacing the departing Nick Mears. Keri, who is a wheelchair user, has had a very good experience in having her needs taken care of upon joining CNWL.

She says

“The first thing my manager asked me about were my reasonable adjustments and an access to work assessment was carried out prior to my start date.  Most of the equipment was put in place before I started the job, which was very helpful. It was encouraging to be taken seriously, after previous not-so-good experiences.”

Before Keri started work with us, we undertook a risk assessment of the nine sites she would be operating from and frequenting. The following adjustments were identified and made:

  • Doors were widened
  • Electronic doors were put in place
  • Disabled toilets were renovated

Keri has considerable personal lived experience. In her previous employment, she started a similar staff disability network as she found the staff voice was not being heard or taken seriously. Whilst Keri is fortunate to have a very good experience, she understands and appreciates that is it is not the same for everyone.

“I’ve seen a lot of bad news stories, and people are often scared to disclose their disability in the fear of not being believed or passed by for promotions. For me, my manager could physically see my wheelchair so my disability is obvious. But for those with invisible disabilities or long-term conditions,  they could find it harder to be  taken seriously”

Keri has ambitious plans for the DEN+ network going forward. She would like the discussion of accessibility to “be the norm” everywhere, top-down across the Trust. This requires bravery from the disabled people to come forward and for managers and colleagues to take disability seriously.

“I want to use my good experience to encourage people to come forward and start the conversation with their managers and senior staff members. With appropriate support, nothing will hold you back. I have made it into a senior position, despite having so called limitations, and anyone else can too.”

“Managers and senior managers need to play their part too. Why not come along to the next DEN+ meeting? Or initiate conversations with staff”

Keri’s motto is to empower the network to bring forward their ideas to ensure the best outcomes for the network.

Welcome on board!