Enabling the disabled

There are 10 million disabled adults of working age, and only 49% are in employment. All employers have responsibilities towards disabled people under Part 2 of the Disability Discrimination Act during and after employment.

There is a requirement to provide a level playing field throughout the recruitment and selection process. Ensure there are proper provisions in place for interview access, including requirements necessary for the individual needs. Alterations are likely to be as unique as the people who need them, so do not make assumptions. Discuss with the individual how they might perform certain tasks more effectively.

What you could do as part of your businesses adjustments: establish a variety of ways your business can be contacted, for example by text phone, email and fax; train staff to assist customers in accessing information, such as in simple, plain English for a person with learning disability or braille or audio tapes; check the entrance to your premises and floor surfaces are level, if not fit a handrail, or replace with a ramp, or at least fit a buzzer; ensure aisles are wide enough for wheelchairs; provide chairs for customers who have to queue; ensure premises are well lit and sharp edges are easily seen; fit easy-grip handles, or adjust existing handles to a accessible height.

Amendments such as extra training, transferring certain duties to other staff and flexibility in working hours may be necessary too.

There are also many Health and Safety issues to consider with the employment of a disabled person: emergency procedures; the individuals movement and awareness around the workplace; and tasks entailed in their job role. An employer should be aware of the facets of the individual's disability and medical conditions, without prying intrusively. A risk assessment should be carried out incorporating the person's disability, and should consider the impact on the working environment and fellow workers in the process. Many of these issues can be simply resolved through common sense and practical measures, where an employer has an obligation to make reasonable adjustments to accommodate. However, there are many instances where it is extremely complex and involves specific circumstances, such as evacuating a person in a wheelchair from a tower block office.

Getting it right can also be presented as a benefit to your clients and you, your candidates and clients all benefit. Get it wrong and it could cost in the form of discriminative litigation, tribunal preparation, solicitor fees, awards and compensation. Do not judge disabled people by what they cannot do, judge them by what they can.