Commission for Disabled Staff in Lifelong Learning: Remit

The remit for the Commission was as follows:

	To raise the profile of both disability and of disabled staff in the lifelong learning sector.
	To review and analyse existing evidence on the training, recruitment, retention, deployment and career progression of disabled staff, in the post-compulsory education sector in England and Wales. (We are also collecting evidence from Northern Ireland and Scotland. Currently this will be used to highlight any legislative differences. It is planned however, to report back to Northern Ireland and Scotland in due course.)
	To collect and review evidence on the experiences of disabled staff, and what might be done to improve this experience.
	To identify what could be done to improve the career management of disabled staff.
	To seek to identify and celebrate disability diversity in the lifelong learning sector.
	To seek to identify the impact of disabled staff in lifelong learning.
	To examine the position of disabled staff in the lifelong learning sector in the wider policy context.
	To make recommendations arising from data collection and evidence produced by the Commission to policy makers, funders, employers and training providers.
	To provide expert support to the lifelong learning sector.

In order to address this remit the Commission focused on five key questions:

What are the barriers and success factors facing disabled people who wish to access professional training, continuing professional development and leadership and management training, to work in lifelong learning?
To what extent does current legislation and policy impact on the recruitment, training, career development and deployment of disabled people?
What is the current practice on recruitment, retention, training, career development and deployment of disabled people into teaching and learner support roles?
To what extent do disabled staff impact on the quality of teaching and learning, and learner experience in the post compulsory education sector?
How do employee organisations plan for and manage issues of disability within their workforce?