Accommodation

Introduction

The Borough of Waltham Forest was established in 1965 from a merger of three local authorities, namely Chingford, Walthamstow, and Leyton. However, from a railway perspective, the Borough can be divided in two between  Leyton & Leytonstone, which are served by the Central Line, and Chingford & Walthamstow, which have an over-line connection to the City and, since 1968, an underground one, the Victoria Line, to the Westminster area. Leyton is twinned with Wanstead ( also on the Central Line ), as a parliamentary constituency. The development o f the Westfield Shopping Centre in Stratford may further accentuate the north/south division of the Borough.

The commercial unity of the Borough is further fragmented by its central constituent part, Walthamstow,  itself having three 'centres' being the historic centre of Walthamstow village, the market  district, and the town hall on Forest Road. 

Broadly, the population density diminishes from south to north, thus Leyton has 9 Anglican parishes, Walthamstow 7, and Chingford 4.

Due to the historical factors, voluntary sector organizations in Waltham Forest, may not find it as straightforward as in some other local authorities, as to where best to establish a physical presence.  There is a cluster, as one might expect, in central Walthamstow, with Waltham Forest  Community Credit Union, Walthamstow  Citizens Advice Bureau, and Voluntary Action Waltham Forest, all nearby. There is a second cluster of organisations in Community Place, on Leyton High Road, being an old cinema building in private ownership. In the south of the Borough, due to the activities of the development trust, O'Regen, there are three buildings, The Click, The Score, and Epicentre, where there are rooms and halls for hire, and 'hot-desking' opportunities.  

The Borough owns and manages two 'Assembly Halls' in Chingford and Walthamstow, that can be hired by voluntary sector organisations,at below commercial rates, for events.

Identifying Accommodation Needs

Voluntary- sector organisations that are run by a few voluntary activists, may simply require a postal address and a venue for monthly meetings. A single staff member may be home-based, and hire interview rooms as and when required. Where a number of staff members and /or volunteers need to work as a team, a rented office may be required. Further along the spectrum, those employing ten or more staff, may have ambitions to own premises for their service users, and staff.

Organisations should distinguish between the accommmodation needs for staff, and service users ; and between people and equipment. It may be, for example, that a volunteer or staff member can work from home or a 'hot desk', but a secure and guaranteed parking space is required for a mini-bus. Organisations should also distinguish between temporary and permanent accommodation requirements. They are recommended to project those requirements over a period of three and ten years, and plan accordingly. Having drafted an accommodation strategy, it should be re-visited, as a minimum,upon the three-year period lapsing, when revised three and ten year projections should be made.

Accommodation Costs & The Efficient Use of Space

Buildings are inherently expensive to constuct and maintain, yet are rarely used to their maximum potential. In the 21st century, efforts have been made to use school buildings outside traditional school hours. However, many were never designed for multi -user purposes, and a range of security and cost issues have arisen.

Careful consideration should be given to the need for meeting rooms. In some cases, it may be cost- efficient, and indeed desirable, to meet on neutral territory such as a coffee shop. In other cases, confidentiality may be a key requirement, and a private meeting room essential. Organisations are often tempted to rent space on the basis of maximum need, when the most cost- efficient means of accommodating, for example,monthly Board meetings, may be to hire a room.

Location & Transport

Location is a major consideration when identifying suitable sites.

It is usually desirable to be located close to public transport links. However, private vehicle parking can be difficult where public transport is good. Organisations should consider whether disabled users and staff are significantly disadvantaged by choice of location. On- site car parking places should be allocated on the basis of need, rather than status. It may be, for example, that a blue-badge parking space should be allocated for an organisation's service- users, but none is essential for the chief executive.

Many buildings still have some on-site car parking provision, but no cycle parking provision, notwithstanding the space- efficiency of the latter. Again, the true transport needs of service- users and staff alike should determine the use of parking space.        

Accessibility & 'Reasonable Adjustments' for Service Users

The Disability Discrimination Act l995, made it a requirement that service- providers ensure that from 2004,'reasonable adjustments' are implemented to make their services accessible to disabled service-users. Many service- providers have ensured the adaptation of their buildings, to meet the requirement. Where appropriate adaptations are physically impossible, and the service can be delivered by home-visiting, this option should be well-advertised. Third- sector organisations ought not hire non-accessible space to deliver projects, in circumstances where accessible space is available.

Accessibility & 'Reasonable Adjustments' for Staff

Under the 1995 Disability Discrimination Act, employers with fewer than 15 employees were exempt from the requirement to make 'reasonable adjustments' for employees. This exemption has now been removed.

Where an organisation employs staff it must consider the suitability of buildings in relation to employment law and the Disability Discrimination Act. The requirement to make 'reasonable adjustments' applies to access, as with service users, and also to such measures as the provision of accessible w.c. facilities, a loop system, and adapted desks, chairs, and computer technology.

Hot Desking

This option can be cost-efficient, particularly for individuals and small groups. Hot-desking can take place in the premises of an employer, a named host, or a general provider.

However, not all people work well in isolation, and the ethos of team-working can break- down. Tthere are also data protection issues, with some well-known examples of people not securing their IT work, or leaving confidential papers on trains etc.

Information on Accommodation in Waltham Forest for Voluntary Sector Organisations

The availiability of accommodation for voluntary sector orgnaisations in Waltham Forest can vary from one month to another, and enquirers are welcome to contact Voluntary Action Waltham, Forest for up-to-date information.