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DISABILITY DISCRIMINATION
December of 2005 saw the full enactment of the Disability Discrimination Act 1995. Although the Act has been implemented over a very lengthy period there is still a great deal of confusion over the duties it imposes. With the full implementation of the Act we have set out below our top ten tips for businesses dealing with the Act.
- Appoint someone within the organisation to be in charge of dealing with the issues arising from the Act.
- Ensure that the appointed person is given adequate training and authority to implement any steps necessary to ensure compliance.
- Put in place or review your own anti discriminatory policies and ensure these are properly communicated to all staff.
- Review the accessibility of your premises and consider an access audit.
- Review existing procedures to ensure they do not inadvertently discriminate against the disabled.
- Review your website to ensure it is accessible to those with disabilities.
- Monitor your policies and practices to ensure they remain up to date and are being implemented properly by all staff.
- Consult with disabled clients and staff to ensure that their needs are being met.
- Remember that the term “disability” covers a vast array of issues and don't let your own view be restricted, if in doubt take professional guidance.
- Above all do not ignore the issue it could cost you dearly both in terms of compensatory awards being made against you and in terms of adverse publicity. Employers should note that they are potentially liable for the acts of their staff and not reacting to discriminatory behaviour by a member of staff could lead to an award being made against the employer.
This is always likely to be a sensitive area and one which should be handled with care by all businesses. The issues raised by the Act can seem daunting given the countless forms of disability that may be encountered but if approached properly the duties imposed by the Act can be used to the advantage of many businesses by making them more accessible to a source of new potential clients and staff.
Additional guidance can be obtained from the Disability Rights Commission and as always we would urge anyone with a specific issue to obtain specific advice as this article is of a general nature only.
For further information and advice on training courses on the above issues please contact Mark Pelopida at Machins on 01582 514331.
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