Download to read offline
Disability July 2016
- 1. All you needto know about… DISABILITY at work London HR and Training 2016
- 2.
- 3. Intro - LondonHR and Training • London HR and Training is a specialist human resources and training consultancy headed by Timothy Holden • 10 years in banking • 20 years in training and human resources • Business owner since 2007 • The core services provided by London HR and Training are: - Reducing costs and saving time through bespoke HR initiatives and projects - Training course design and delivery - Services for job seekers Page 3
- 4. Contents 5-6 Definitions 7-8 Typesof disability 9-12 Discrimination arising from disability 13-16 Types of discrimination 17-20 Reasonable adjustments 21-22 Asking questions before making a job offer 23-25 Stereotypes of disabled people 26-27 Key drivers for employing people with disabilities 28-29 Steps that employers may choose to implement 30-31 Recommendations for inclusion 32-33 Areas to record and document 34-35 Sickness absence and disability 36-38 Tips for supervisors of employees with a disability 39-41 Tips for co-workers of an employee with a disability 42-43 Good practices of diversity inclusion 44-46 An action plan for moving forward 47-48 Exercise 49-50 To sum up…
- 5.
- 6. Definitions • Disability • Disabilitydiscrimination Page 6
- 7.
- 8. Types of disability •Mobility impairments • Vision impairments • Deaf or hard of hearing • Speech impairments • Respiratory/chemical sensitivity • Psychiatric impairments • Cognitive impairments Page 8
- 9.
- 10. Discrimination arising from disability1 of 3 • Difference between ‘unfavourably’ and ‘less favourably’ Page 10
- 11. Discrimination arising from disability2 of 3 Areas where it may occur • Recruitment • Pay • Terms and conditions of employment • Sickness absence • Promotion opportunities • Training opportunities • Dismissals and terminations • RedundancyPage 11
- 12. Discrimination arising from disability3 of 3 Complaints • Informal complaints • Formal complaints Page 12
- 13.
- 14. Types of discrimination1 of 3 • Direct discrimination • Indirect discrimination • Harassment • Victimisation Page 14
- 15. Types of discrimination2 of 3 Additional types of discrimination related to disability • Discrimination arising from disability • Failure to make ‘reasonable adjustments’ Page 15
- 16. Types of discrimination3 of 3 Types of direct discrimination related to disability • Their disability (ordinary direct discrimination) • The disability of someone they are associated with (direct discrimination by association) • How they are perceived (direct discrimination by perception) Page 16
- 17.
- 18. Reasonable adjustments 1of 3 • Failure to make reasonable adjustments • Recruitment and reasonable adjustments • When to make reasonable adjustments • Questions to ask • Examples of reasonable adjustments Page 18
- 19. Reasonable adjustments 2of 3 Typical adjustment requests • Adjusting or modifying tests and training materials • Allowing the use of a job coach • Modifying or acquiring equipment or devices • Modifying policies or workplace rules • Modifying work schedules Page 19
- 20. Reasonable adjustments 3of 3 Typical adjustment requests (cont.) • Providing qualified readers or interpreters • Job restructuring • Leave • Reassignment to a vacant position • Teleworking Page 20
- 21. Asking questions before makinga job offer
- 22. Asking questions beforemaking a job offer • Pre-employment medical questionnaires • The interview • Function essential to the role • Positive action • Monitor • Genuine requirement Page 22
- 23.
- 24. Stereotypes of disabledpeople 1 of 2 • Pitiable and pathetic; sweet and innocent; a miracle cure • Victim or an object of violence • Sinister or evil • Atmosphere/curios or exotica in freak shows, comics or films • ‘Super-crip’; triumph over tragedy/noble warrior Page 24
- 25. Stereotypes of disabledpeople 2 of 2 • Laughable or the butt of jokes • Having a chip on their shoulder/aggressive avenger • A burden/outcast • Non-sexual or incapable of a worthwhile relationship • Incapable of fully participating in everyday life Page 25
- 26. Key drivers foremploying people with disabilities
- 27. Key drivers foremploying people with disabilities • Corporate social responsibility • Personal commitment from the CEO or founder • Financial incentives • Pressure from society • Legislation Page 27
- 28. Steps that employersmay choose to implement
- 29. Steps that employersmay choose to implement • Conduct targeted outreach • Form community linkages or partnerships • Post job vacancies in targeted spaces • Commence an internship programme Page 29
- 30.
- 31. Recommendations for inclusion Page31 Build the business case Accommodate Change the dialogue Increase workplace awareness
- 32. Areas to recordand document
- 33. Areas to recordand document • Medical information that was provided and further requests for information • Whether modification of the existing job was considered • Whether a reasonable adjustment occurred so that the employee could be transferred to a different job • All offers made and any acceptance or rejection of offers Page 33
- 34.
- 35. Sickness absence anddisability • Cox v. Post Office • Pousson v. British Telecom • Royal Liverpool Children’s NHS Trust v. Dunsby • Northamptonshire County Council v. Meikle • O’Hanlon v. HMRC Page 35
- 36. Tips for supervisorsof employees with a disability
- 37. Tips for supervisorsof employees with a disability 1 of 2 • Take time to understand • Learn appropriate first-aid and emergency procedures • Collect and maintain emergency contact information • Practice “golden rule” patience at all times • Explain rules, duties, tasks, functions, responsibilities and expectations Page 37
- 38. Tips for supervisorsof employees with a disability 2 of 2 • Include workers with difficulties in the loop of information • Be yourself! • Don’t be overprotective of workers with disabilities • Encourage workers with disabilities to ask for any reasonable adjustment they deem necessary • Don’t talk down to the disabled Page 38
- 39. Tips for co-workersof an employee with a disability
- 40. Tips for co-workersof an employee with a disability 1 of 2 • Say ‘person with disability’ not ‘disabled person’ • Don’t use demeaning or dismissive labels or descriptors • Don’t feel you have to talk louder to every person who has a disability • Never pet a guide dog whilst working Page 40
- 41. Tips for co-workersof an employee with a disability 2 of 2 • Don’t push a person in a wheelchair without first asking permission • Look beyond the limitations and respect workers with disabilities as complete and well-rounded people • Realise that persons with disabilities don’t want charity; they want opportunity Page 41
- 42. Good practices of disabilityinclusion
- 43. Good practices ofdisability inclusion Page 43
- 44. An action planfor moving forwards
- 45. An action planfor moving forwards 1 of 2 • Audit existing policies and practices • Draw up a business case for change and get management support • Develop a good practice policy, check it is legally sound and promote it to all employees • Clarify line manager and employee responsibilities Page 45
- 46. An action planfor moving forwards 2 of 2 • Design an action plan to be implemented • Follow best practice in respect of recruitment • Keep up to date with changes and legal development • Network with other employers • Listen to disabled customers and employees to understand them Page 46
- 47.
- 48.
- 49.
- 50. To sum up… •Conclusion • Summary • Videos • Useful links Page 50