Overcoming Disability And Discrimination In The Workplace

Those with disabilities have just as much legal right to gain the enjoyment and fulfilment that comes from hard and honest work. Obviously a person with a certain type of disability will be unable to perform certain tasks or jobs but this distinction also applies to the non-disabled. For example a blind man would not be suitable as a bus driver. But there are many useful steps that both employers and employees can take to ensure there is a relative equality in the workplace that works against discrimination which is based on beliefs and prejudices about disability.

The first step is for both the employer and employees, especially any disabled workers, are made aware of the body of law that surrounds the issue of disability discrimination in the workplace. The Disability Discrimination Act of 1995 unequivocally states that discrimination based on disability is illegal if applied to the areas of facilities, good and services, transportation, application, dismissal, training and promotion. The employer should make sure their employees are aware not only of what constitutes disability discrimination but also what the procedure to follow in the event of a discrimination claim being lodged. The Equality Act of 2006 places the duty on employers to endeavour to promote equality in the workplace, eliminating discrimination and promoting participation by disabled people.

The next step is to carry out a detailed review of the workplace environment and formulate an action plan to remove any barriers that might hinder disabled people at work. Again it is important that both the employer and the employees are involved and aware of these plans and the reason why they are being implemented. Regular reviews of the strategy that involve liaisons with employees are also important.

Another step is to make sure that pay is equal in the workplace. What this means in practice is that people who do the same kind, and amount, of work receive the same pay as each other no matter what condition they are in. Avenues for advancement must also be opened to all employees and based on merit as this will encourage a friendlier or inclusive atmosphere in the workplace. It is also a good idea to document how decisions on hiring, firing and promotion are made so that the process is seen as one that is as egalitarian and meritocratic as possible.

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