A seminar on Disability Confidence - did you know that the disabled contribute over £20bn to the economy? Did you know that the largest payout to someone disabled who had been discriminated against was over £235K? Do you know the definition of disabled? If you know all the answers great - you are on the way to being Disability Confident - and are benefiting from a fantastic resource and generating loads of opportunities. If you haven't then take a look at this presentation. Hosted by Chris Catt - The Life Coach Station and Belinda Newton - The HR Dept - an informative seminar on the importance and benefits of being Disability Confident. Full of top advice and information to enable you not to make any costly mistakes and more importantly how to take advantage of the support and advice that is available - all brilliantly demonstrated with a variety of case studies where Chris and Belinda have helped numerous businesses demonstrating their innovative solutions with disability for business people.

1. CONFIDENCE WITH DISABILITY
IN THE WORKPLACE
Chris Catt, The Life Coach Station
Belinda Newton, The HR Dept
Business Network SW: 4th March 2015

3. INTRODUCTIONS
The Trainers
• Your name
• Who you work for
• What your role is
• Why you are here today
• Anything in particular you would like to learn from today

4. THE EQUALITY ACT
• The Equality Act 2010 legally protects people from discrimination
in the workplace and in wider society.
• It replaced previous anti-discrimination laws (Sex Discrimination
Act 1975, Race Relations Act 1976, Disability Discrimination Act
1995) with a single Act, making the law easier to understand and
strengthening protection in some situations. It sets out the
different ways in which it’s unlawful to treat someone.

6. TRIBUNAL STATISTICS
• In 2013/14 the biggest disability discrimination pay-out following
an Employment Tribunal was £236,922 with an average pay-
out of £14,502

7. QUIZ
1. What was the date that the first significant piece of disability
related legislation became law?
a) 1975
b) 1995
c) 1999

8. QUIZ
1. What was the date that the first significant piece of disability
related legislation became law?
a) 1975
b) 1995
c) 1999

9. QUIZ
2. What is the number of employees an organisation needs to have
before the obligations under the disability aspects of the Equality
Act 2010 apply?
a) 0
b) 5
c) 15

10. QUIZ
2. What is the number of employees an organisation needs to have
before the obligations under the disability aspects of the Equality
Act 2010 apply?
a) 0
b) 5
c) 15

11. QUIZ
3. How many disabled people are there in the UK?
a) 500,000
b) 7,750,000
c) 9,800,000

12. QUIZ
3. How many disabled people are there in the UK?
a) 500,000
b) 7,750,000
c) 9,800,000

13. QUIZ
4. Who registers someone as being disabled under the Equality Act
2010?
a) GP
b) Benefits Agency
c) No-one

14. QUIZ
4. Who registers someone as being disabled under the Equality Act
2010?
a) GP
b) Benefits Agency
c) No-one

15. QUIZ
5. What percentage of disabled people work?
a) 25%
b) 33%
c) 50%

16. QUIZ
5. What percentage of disabled people work?
a) 25%
b) 33%
c) 50%

17. QUIZ
6. How many visually impaired people use a white cane or stick on a
daily basis?
a) 17,000
b) 170,000
c) 1,700,000

18. QUIZ
6. How many visually impaired people use a white cane or stick on a
daily basis?
a) 17,000
b) 170,000
c) 1,700,000

19. QUIZ
7. What percentage of disabled people have a disability which is not
visible?
a) 40%
b) 60%
c) 70%

20. QUIZ
7. What percentage of disabled people have a disability which is not
visible?
a) 40%
b) 60%
c) 70%

21. QUIZ
8. What percentage of disabled people are wheelchair users?
a) 5% - 7%
b) 8% - 10%
c) 10% - 12%

22. QUIZ
8. What percentage of disabled people are wheelchair users?
a) 5% - 7%
b) 8% - 10%
c) 10% - 12%

23. QUIZ
9. Under the Equality Act 2010 is it lawful to positively discriminate
in favour of a disabled person?
a) Yes
b) No

24. QUIZ
9. Under the Equality Act 2010 is it lawful to positively discriminate
in favour of a disabled person?
a) Yes
b) No

25. QUIZ
10. Which of the following conditions are not covered by the Equality
Act 2010?
a) Cancer
b) HIV
c) Hay Fever

26. QUIZ
10. Which of the following conditions are not covered by the Equality
Act 2010?
a) Cancer
b) HIV
c) Hay Fever

27. WHAT IS A DISABILITY?
• The Equality Act says that “a person has a disability if he or she
has a physical or mental impairment and the impairment has a
substantial and long-term adverse effect on his or her ability to
carry out normal day-to-day activities”.

28. SOME EXAMPLES
• Cancer, diabetes, multiple sclerosis and heart conditions; hearing
or sight impairments, or a significant mobility difficulty; and
mental health conditions or learning difficulties.
• People in these circumstances and some others (such as people
with a facial disfigurement) are likely to have rights to protect
them from discrimination.
• However, only the courts can say if a particular individual is
defined as disabled under the legislation

29. A DUTY TO MAKE “REASONABLE ADJUSTMENTS”
• Employers have a legal responsibility to help
• A reasonable adjustment is a reasonable step taken to prevent a
disabled person suffering a substantial disadvantage compared
with people who are not disabled
• A ‘substantial disadvantage’ is one that is not ‘minor’ or ‘trivial’.

30. HOW CAN YOU DECIDE WHAT IS REASONABLE?
1. The effectiveness in preventing disadvantage
2. The practicality of the step
3. The financial and other costs and the extent of any disruption
caused
4. The extent of an organisation’s financial and other
resources

31. EXAMPLES OF REASONABLE ADJUSTMENTS
• Allocating some of a disabled person’s duties to a colleague, what
could they do instead?
• Redeploying them to a more suitable vacant post
• Altering the person’s hours of working or training
• Carry out work or training at a different location
• Allowing the person to be absent during working or training hours
for rehabilitation, assessment or treatment.
• Giving, or arranging for, training or mentoring (whether
for the disabled person or any other person)

32. REMEMBER!!
Most adjustments for disabled people cost nothing. For those that do,
help is often available at work through Access to Work and in
education via your local education authority or further/higher
education funding organisations.

34. WHAT SHOULD I DO IF I SUSPECT AN EMPLOYEE HAS A DISABILITY?
• Keep the lines of communication open – DO NOT avoid them
through fear of causing offence
• Ask them how you can help them, provide reassurance that they
are a valued employee
• Be “DISABILITY CONFIDENT” about where and how to get external
support
• Don’t ignore the issue

35. CASE STUDIES

36. CASE STUDY 1
Maria has restricted vision and works as a receptionist in a social
services department. Every month she attends a departmental
meeting in a room away from her workstation. The minutes of the
meeting are usually printed in 12-point type, which Maria cannot read
without her desktop magnification aids.

38. CASE STUDY 2
Claire has a learning disability and is unable to read. She works as a
cleaner in a residential home for older people. During her induction
training, it became clear that she found it hard to tell which cleaning
material was which.

40. CASE STUDY 3
William is a highly skilled draftsman who designs public areas in new
office buildings. He had been working for his company for 10 years
when he had a climbing accident which left him severely disabled,
and unable to work for 18 months.

42. CASE STUDY 4
Samantha, a 26 year-old woman with moderate hearing loss and
moderate learning disability had worked for a cafe for seven years.
The local council decided to insist that all staff have the ‘Basic
Hygiene’ certificate. Samantha, her parents and the employer were
very concerned that if she was unable to pass, then her job would be
in jeopardy.

44. CASE STUDY 5
Simon, who is blind, makes up packets of screws to include with self-
assembly furniture.

46. CASE STUDY 6
Ahmed, a 32-year-old man with a mental health condition, started
working for a fast food retail chain. Ahmed had finished a six-week
placement with the restaurant on the work preparation programme
and was offered a paid job using the Workstep programme. He had
low self-confidence and therefore required more time from the
supervisor, to re-assure him that he was doing the job correctly.

48. ?