1. 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

2. 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

3. Equality Discrimination Awards
£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
receptionist-due-disability/
Age £136,592
Gender £81,400
Race £61,459
Sexual orientation £36,433
Religion & belief £18,600

4. 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

5. 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 – % C – % Answer: A – 5 - 7%

6. 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%

7. 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

8. 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

9. 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

10. 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

11. 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

12. 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

13. 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.

14. 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

16. New