Disability

Disability can affect your employees and potential candidates in a variety of ways, and many people develop a disability at some point in their life, so it's important to regularly review your Human Resources policies and procedures to ensure you are not unintentionally being discriminatory. Furthermore, additional legislation is in place to protect people with disabilities from disadvantage in the workplace. Inclusive Employers guides you through: 

  • understanding the wide range of disability and who it affects;
  • identifying elements of the employment life cycle that can be exclusive;
  • adjustments, beyond accessibility;
  • gauging reasonable adjustments and legal requirements;
  • best practice and useful links.

Here's a taste of what you'll read as a member on our website...

Disability | Including disabled colleagues in your workplace | Creating a workplace that aims to include disabled people should be a priority for all employers. Disability is a very broad term and it covers many different individuals and groups, not just wheelchair users or blind people. Fewer than 50% of disabled people of working age are in employment in the UK. This is around 25% less than the number of non-disabled people. | Recruitment, day-to-day line management, disciplinary procedures | The good news is that you might actually be employing a number of disabled people already without knowing it. Whether you know that one of your employees has a disability or not, it is important not to assume that you know if they do have a disability, or indeed what that disability is. Employers don't actually need to know what the person's disability is - and employees are under no obligation to tell you. Of course, the more inclusive and supportive a working environment you have, the more likely your employees will feel confident enough to tell you about their disability. So, as an employer, it is important that you know how to get things right for your disabled colleagues. That means that everything from your recruitment practices, day-to-day line management, to your disciplinary procedures must not discriminate against or exclude disabled people. | Pre-employment questionnaires | Many employers like to find out about their future employees by getting them to fill in a monitoring and/or health questionnaire...

As a member, you'd get access to the full contents and other benefits, including a supplementary inclusive guide to positive action, which makes rights, responsibilities and legislation easy to understand and accessible for both HR teams and employees. It's free for members to download and available for non-members to purchase.

Members also enjoy free and reduced rate tickets to our events, including an introduction to inclusion and interactive sessions exploring inclusion and diversity, which can be tailored for in-house delivery. We'll keep you updated on the top news on inclusion each week, monthly case law briefings and are always available to answer legal queries through our helpline. 

If you'd like to learn more about membership, we invite you to read more on our site or to contact us at info@inclusiveemployers.co.uk or 020 7803 0689 to have a chat. If you're ready to join, you can do so right on our site by invoice or company credit card.

If you're already a member, log in to access full site contents, including our digital and downloadable resources.

Tags: 
disability
access
reasonable adjustment
discrimination
pre-employment questionnaire
Equality Act