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The Company is committed to a policy of equal opportunities for disabled employees. For the purposes of this policy, disability is understood in the broadest sense and, in addition to mobility and sensory impairments, includes mental health problems, specific learning difficulties and medical conditions which may have an impact on day-to-day activities.
The Aims of this policy are to ensure that:
- Disabled employees and have access to the appropriate support;
- The views of the individual employee are taken into account at all times when their requirements are being assessed;
- The Company takes steps to enable employees who become disabled during their time at The Company to continue in their employment;
- So far as is reasonably practicable, the Company premises are made accessible and safe for disabled employees.
In accordance with the Disability Discrimination Act 1995: Part 4, the Company will put in place procedures and practices to ensure that all disabled employees are treated fairly and will make reasonable adjustments to support employees in their working environment.
No applicant will be refused employment with the Company on the grounds of disability alone. Every opportunity will be provided for full consideration of the specific support or facilities required for disabled applicants and all reasonable adjustments will be made. All candidates will be assessed on their abilities, qualifications and experience according to objective criteria developed for the post. The Disability Discrimination Act (1995) states that an employer must make “reasonable adjustments” to allow an individual to be employed. These may include:
- Adaptations to premises;
- Re-allocating some duties;
- Altering hours;
- Finding alternative accommodation;
- Rehabilitation leave;
- Training;
- Modifying equipment;
- Modifying instructions or manuals;
- Modifying assessment or testing procedures;
- Providing supervision.
The Company will take all appropriate steps to ensure that an employee who becomes disabled during their course has every opportunity to continue their employment. The Disability Discrimination Act 1995 makes it unlawful for the Company and therefore any of its employees, to discriminate, in the field of employment, against a disabled person for a reason that relates to the person’s disability, if that treatment cannot be justified. Wherever practicable, the Company will:
- Seek to retain people who become disabled within the Company employment;
- Seek to ensure that disabled employees are considered for promotion according to their aptitudes, abilities and qualifications;
Some disabled people may require additional support when settling in to their working environment. In particular, consideration should be given to any adaptation (e.g. provision of equipment, modification to the working environment or to the organisation of the post) which may be necessary to enable the individual to work on equal terms with non-disabled colleagues. Any necessary modifications should ideally be agreed and carried out before the individual commences work. Some adjustments may have implications for other staff and it is important that they are consulted about proposed changes. Consideration should also be given to parking facilities, toilet facilities and health and safety issues such as fire alarms and procedures.
Where the disability is not obvious, the individual should be asked if they wish their colleagues to be informed of their disability and supervisory staff should respect their wishes in this regard. In certain cases, it may be appropriate for some colleagues to be aware of the condition in order to be able to respond appropriately in cases of emergency. Where general meetings of staff are being held, these should always be held in accessible venues with facilities for people with visual and hearing impairments.
The Company will expect staff to attend any disability discrimination and equal opportunities training which is offered, as failure to attend such training, where offered, may expose the Company to the risk of non-compliance with disability discrimination legislation.
