TISA Tayside Integrated Safety Association 6th September 2017 Equalities in the workplace “Kindness is the language which the deaf can hear and the blind can see” Mark Twain TISA Tayside Integrated Safety Association 6th September 2017

TISA Tayside Integrated Safety Association 6th September 2017 Equalities in the workplace The Equality Act 2010 replaces the Disability Discrimination Act 1995, the Race Relations Act and the Sex Discrimination Act. Equality strands: age disability gender reassignment pregnancy and maternity (includes breastfeeding) race religion or belief gender marriage and civil partnerships sexual orientation TISA Tayside Integrated Safety Association 6th September 2017

Equality Discrimination Awards 2013 - £5,268,597: 47% injury to feelings £2,469,566; rest financial loss i.e. loss of earnings Awards made for categories of discrimination as follows:- Protected Characteristic Highest Award Disability £235,825 https://www.eveningtelegraph.co.uk/fp/dundee-united-discriminated- receptionist-due-disability/ Age £136,592 Gender £81,400 Race £61,459 Sexual orientation £36,433 Religion & belief £18,600

QUIZ How many people with disabilities in the UK? A – 6,500,000 B – 7,750,000 C – 9,800,000 Answer: C – 9,800,000 Who registers someone as disabled under Equality Act 2010? A – GP B – Benefits Agency C – No-one Answer: C – No-one

QUIZ What % of people with disabilities work? A – 25% B – 33% C – 50% Answer: C – 50% What % of people with disabilities use a wheelchair? A – 5 - 7% B – 8 - 10% C –10 - 12% Answer: A – 5 - 7%

QUIZ What is the symbol for some-one who is deaf-blind? A – eyeball with red line through it B – nothing as they are accompanied when they go out C – a white cane with red strips on it Answer: C – a white cane with red strips on it What % of disabled people have a disability which is not visible? A – 40% B – 70% C – 90% Answer: B – 70%

Equalities in the workplace Employers must make reasonable adjustments to make sure disabled workers aren’t disadvantaged when doing their jobs. Recruitment process – e.g. providing an interpreter Making physical changes – e.g. a ramp for wheelchair users Where in the premises you work e.g. wheelchair user working on the ground floor Evacuation; e.g. managed fire evacuation plan PEEPS, evacuation lift/ evac chairs. Audio-visual fire alarm for deaf persons to evacuate Equipment – e.g. providing special keyboard if arthritis Flexible working e.g. part-time or employees acquiring a disability making a phased return to work

Equalities in the workplace When are reasonable adjustments required? What are reasonable adjustments? Long term i.e. have an adverse effect for at least 12 months Substantial and long-term adverse effect on person’s ability to carry out normal day-to-day activities If the substantial adverse effect is likely to recur, it should be considered long-term e.g. rheumatoid arthritis, epilepsy, or clinical depression Do not make assumptions. The worker is the person knows effect of his/her condition. Cancer is deemed a disability as soon as it is diagnosed HIV is deemed a disability as soon as it is diagnosed

Equalities in the workplace Discrimination can come in one of the following forms: direct discrimination – treat less favourably than others indirect discrimination - rules that put someone at an unfair disadvantage harassment - unwanted behaviour that violates dignity or is offensive victimisation - treating someone unfairly because they’ve complained Favouring disabled candidates When a disabled person and a non-disabled person both meet the job requirements, you can treat the disabled person more favourably. An employee who thinks they’ve been discriminated against may raise a grievance or take their case to an employment tribunal. You’re responsible for discrimination carried out by your employees unless you can show you’ve done everything you could to prevent it

Why go for inclusion? Recognising, valuing and taking account of people's different backgrounds, knowledge, skills, and experiences, and encouraging and using those differences to create a productive and effective workforce The working population is getting older and the economy is dependant on more women and people from ethnic minorities at work Employers find that making adaptations to their working practices to accommodate a diverse workforce makes good business sense It makes business more attractive to both potential employees and customers and helps them recruit and retain the best people This is not only good business sense but helps businesses meet the requirements of legislation

Reasonable Adjustments Back Pain “tackling back pain needs good management and a partnership approach” H & Safety Executive. Always ask the worker. Reasonable adjustments, depending on the nature and degree of disability, may include: Training on lifting techniques. Trolleys to move files Light duties only. Reduction of physical exertion Ergonomic chair and workplace design Locating frequently used supplies at waist height Automatic door opening. Accessible parking and toilets Mobility aids if long-distance walking is necessary Providing an occupational physiotherapy service

Reasonable Adjustments Depression Always consult the worker. Appropriate adjustments depend on each individual and the nature of their difficulties. Possibilities could include: Shorter or flexible hours. Time-off for counselling If the worker is off sick, not pressurising by setting deadlines for return Training supervisors on positive response; ensuring no isolation or bullying from colleagues Dealing with any underlying cause of stress, eg bullying, excess workload Careful handling of any disciplinary hearings, with flexibility and good notice of dates

Reasonable Adjustments Hearing loss Always ask the worker. Possible adjustments, depending on the worker’s level of deafness, whether s/he uses BSL and his/her level of English: Providing interpreter (BSL interpreters booked ahead) Training on conducting inclusive meetings; lip-reading - good lighting and positioning (a round table is best) Induction loop in office and training or meeting rooms Good lighting and acoustics (deaf people rely on visual clues and reduced background noise). Positioning worker where s/he can see colleagues and not in isolated position, eg with back to door. Explaining fire procedures; visual alarm/ vibrating pager.

How do you know you are getting it right? Involve disabled people Ask disabled people – what adjustments would make it easier to work for you and to use your services You could make this part of your business equality policy You could develop an Access Statement for your service e.g. Royal Yacht Britannia and good practice for your workplace It’s good business sense to keep improving so keep checking with disabled customers and employees Your improvements for disabled people may end up good for everyone which is good for business

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