Evangelist at Microsoft told us about the process of putting face recognition and eye control options into Windows 10. He explained that this was technology that previously cost "thousands of pounds": I used to work in that field, and the reason that it cost thousands of pounds was that the cost of sale was thousands of pounds, not the nuts and bolts themselves. We think that technology has huge possibilities in many applications, so we are working with that manufacturer to get that cost down to £150 to get eye control on a computer. We also heard about Natasha, a visually impaired person in full-time employment, who explained that: “when I first got a mobile phone aged 11, I had to get my mum to read my texts". Fifteen years later, Natasha is using a fully accessible touch screen phone. This puts her "on a level playing field" with sighted peers, with access to the "same information and technology, out of the box with no additional hefty price tag" (see also Case study 2, below). AT in this form helps disabled people make phone calls, send emails, access the internet and write documents—all through adaptations to the same technology most people use every day. Robin Christopherson, Head of Digital Inclusion at AbilityNet, a specialist advice and information service for disabled people explained that "ten or fifteen years ago (AT) was the domain of the specialist". Now mainstream technologies designed as a convenience for able bodied people "are the difference between life opportunities or work opportunities" for disabled people. Case study 2: Stacey Stacey is blind. She explained: ‘As someone with no useful vision, I exist through my ears when it comes to accessing the content I need. Whether it’s replying to work emails, booking calendar appointments, sending a Tweet, finding a route, navigating a spreadsheet or booking the next big
Assistive technology is not just good for individual disabled people: it is good for business. It can play a huge role in dispelling employer concerns about hiring or retaining disabled workers, opening a much wider pool of talent. It could also enhance productivity for disabled and non-disabled employees alike. Realising this potential depends on employers knowing about assistive technology, and disabled people using it to its full potential. The Department must not miss the chance to make AT a central component of its work with employers through Disability Confident. We recommend the Department dedicate a section of its Disability Confident portal to assistive technology. This should include information on types of assistive technology; case studies of how they can help; promotion of mainstream, low-cost assistive technology; and signposting towards resources for helping individuals and building compatible systems. The Department should run a publicity campaign alongside the launch of the portal, highlighting the business benefits of assistive technology at work. The civil service as a Disability Confident leader Employers registered with Disability Confident can progress through three accreditation levels: "Committed", "Employer" and "Leader". The government aims to lead by example on disability employment through the civil service. In the Improving Lives response, it announced that all main government departments are now Disability Confident leaders. We heard, however, that IT systems in the civil service can be particularly inaccessible to many disabled employees. Notably, IT was not standardised across Departments, which is a particular problem because many civil servants move roles every two or three years. They may find their AT works in one Department, but not in another. As well as causing immediate practical difficulties, this can hinder disabled peoples’ career progression. Jo-Ann Moran, a civil servant in the Home Office, told us: