The following information aims to set the criteria for funding applications.
Most employers already successfully employ people who would be covered by the Equality Act whether or not they realise it and whether or not the person chooses to use the term "disabled" about themselves.
It's our policy to promote full integration, participation and equality of opportunity for all our employees.
Under the terms of the Equality Act, we have a duty to consider making 'reasonable adjustments' to ensure that disabled people are not put at a substantial disadvantage by employment arrangements or any physical feature of the workplace. Examples of the sort of adjustments to consider include:
- being flexible about hours worked
- rethinking established processes and procedures
- allocating some tasks to someone else or exchanging tasks with someone else
- providing modified or alternative equipment
- providing training
- making instructions and manuals more accessible
- transfer to another post or another place of work
- making adjustments to the buildings
- providing a reader or interpreter
Benefits
Timely and appropriate support can dramatically affect the employment opportunities and experiences of employees.
A creative solution to a problem can mean the difference between someone being able to accept an offer of employment or maintain existing employment and having to pass up the opportunity to work.
Although some adjustments to the workplace and some equipment can be expensive this isn't always the case, with a little imagination a creative solution can often be achieved at little or not cost.
People involved in the decision
The employee should play an active role in discussing these arrangements. Advice can also be obtained from occupational health, departmental HR officers, health and safety or relevant members of the corporate HR division.
When making adjustments consider:
- how effective will an adjustment be?
- is it practical?
- will it cause much disruption?
- will it help other people in the workplace?
- is the cost prohibitive?
Responsibility
The prime responsibility for ensuring adaptations are in place rest with the employing department, as does the responsibility for meeting the cost.
The decision to accept and implement any recommendation regarding adjustments also remains the responsibility of the employing department.
More information can be obtained from Sandy McKay, telephone: 01629 536943.