Colin Jones – Security Officer

“I didn’t feel happy not working. I didn’t feel quite right. Now I’m back at work, I feel part of society again”

After an industrial accident on an oil rig, Colin Jones from Moreton in Merseyside, had to face up to the fact that he would have to leave a job he loved.  

Colin 56, who has a back injury, had worked on oil rigs for 25 years so leaving the industry wasn’t easy.  He believed he had abilities and transferable skills that would be of use to employers but was unsure of what work he could actually do.

Employment advice and support

It had been 28 years since Colin’s last interview and he needed advice and guidance not just about changing careers but also about how to ‘sell’ his skills and abilities to employers. Advisers at his local Jobcentre Plus office referred Colin to Remploy, a specialist employment services group which supports disabled people, where he received help to compile a CV that reflected his experience and abilities. They also arranged for him to have an interview with Advance Security.

Colin’s interview was successful and he was offered a job as a security officer in a car showroom. He has since completed various accredited security courses and gained his Security Industry Authority (SIA) licence.

Employer's story

As a ‘two ticks’ disability symbol holder, Advance Security is committed to providing equal opportunities for disabled people. The company is an approved training centre for security training and can therefore offer both job opportunities and training. Managing Director Barry Graham is proud of the ‘two ticks’ symbol as he believes it demonstrates the company’s awareness of disability issues.

Holistic view

“We try to employ bespoke people to do a bespoke job – that’s how we operate as a business. We work with people not businesses” says Barry.  The company takes a holistic view of employees and asks job candidates to be open and honest about any issues such as health or home life circumstances which they feel could have an impact on their ability to work.

Barry recognises that for some employers, the cost of employing a disabled person may be an issue. However, in his experience, the cost of employing a disabled person is no greater than the cost of employing a non disabled person. “It costs just the same to employ a disabled person as it does a non-disabled person” says Barry. “Non-disabled people take sick leave and have other problems that have cost implications for a company” he adds.

Employee's story

Colin recognises the difference employment has made to his life. “I just feel better being back at work” says Colin who has been working for Advance Security since January 2007. “The job is ideal because I didn’t want to be in a job where I was either sat down all day or stood up all day”.  

Give people a chance

Colin knows from experience that having a long term health condition can be a barrier to employment. But he also knows from his own success that barriers can be overcome. Colin’s view is that employers should give people who have long term health conditions or are disabled, a chance. “Give them a trial period if necessary” he says, “Don’t just write people off”.

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