Why Values Matter in Supported Employment ; More Than Just a Model!

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26 September 2025 (0 Comments)

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In anticipation of the workshop I'm co-delivering at the BASE 2025 Conference titled 'Place, Train, Maintain and Flourish: There’s No Such Thing as a Light-Touch Supported Employment Model' I thought now would be a good time to highlight some of the common misconceptions around what holistic support employment looks and sounds like.

We often refer to Supported Employment as a 5-stage model and it being a structured, evidence-based approach. Whilst the model and the evidence -base are very important, to truly understand the methodology and success of supported employment, we must dig deeper. We need to appreciate that it's not just about the why or even the how.
What's unique about supported employment is the values that underpin every interaction, every decision, and every outcome. The real magic of supported employment is demonstrated by the people who live and breathe these values, not just those who can write about them in bids.

Work Readiness: A Myth Worth Challenging
How many of us were truly “ready” for our first job?
Supported Employment rejects the idea that people must be perfectly prepared before they can begin. Instead, it’s about partnership — understanding personal barriers, unpicking motivation, and empowering people to pursue their own employment goals.
Work is not the end point — it’s the beginning of learning a role and workplace culture.

There’s No Such Thing as Supported Employment Light
The term “Supported Employment Light” is concerning. This isn’t a diluted concept. The closer we stay to model fidelity, the better the outcomes. When I worked frontline, what mattered most was how people experienced the service — disabled people, their families, and employers. It was about creating a space where people felt valued, where we worked in partnership, and where we did things with people, not to them.

Connect to Work: A Chance to Do Things Differently
If delivered with integrity, Connect to Work should not only look different from previous programmes — it should feel different.
✅ Built on inspiration, not mandates
✅ Driven by high aspiration, not creaming and parking
✅ Rooted in equal partnerships with employers, not transactions
This is not a criticism of past delivery — many organisations did their best within commissioning constraints. But if we want disabled, neurodivergent, and disadvantaged people to access good careers, we must lead with values.

Language Matters — And So Do Job Coaches
Language can tie us in knots. Understanding the terminology is vital.
- Zero rejection doesn’t mean forcing people to work, it means believing that anyone who wants to work should have the opportunity.
- Job coaches are not the same as work coaches. Both are valuable, but trained job coaches know how to build inclusion into every action. They’re solution-focused, transparent, and skilled at balancing the rights of the individual and the employer. Matching someone to a role isn’t transactional, it’s a continuous process. Job Coaches live, breathe, and display the values of Supported Employment at every stage.

Coming Soon: Language Myths Glossary
To support understanding, I’m developing a Language Myths Glossary — a resource to unpack common misconceptions and provide real-world examples. I'm looking for people to contribute and collaborate, so please drop your thoughts/ideas and your name in the comments below so we can dispel the myths about what we mean when talk about supported employment.

Laura Davis ,

BASE CEO

Book your place at the 2025 BASE Conference today!