Purpose
This document outlines Tramshed Tech Cardiff’s policy towards applicants for employment, disabled employees and visitors to the premises. It also outlines our compliance with the employment-related requirements of the 2010 Equalities Act.
Policy - Employees
Tramshed Tech Cardiff are strongly committed to taking positive steps towards encouraging an environment where disabled staff can maximise their potential, contribute to the best of their abilities and have equality of opportunity in recruitment, training and promotion within the organisation.
We will attempt to the best of our ability to identify the needs of disabled employees in consultation with them, provide appropriate support, reasonable adjustments to practices and the physical environment of Tramshed Tech Cardiff, raise awareness and understanding of the issues surrounding disability and challenge prejudices in relation to disability.
We will take action to identify good practice and ensure that it is adhered to at all times by carefully monitoring the effectiveness of this policy. We will encourage any disabled employee to discuss specific needs with their manager or with the Personnel Advisor in order that, wherever possible, we can provide support, access or equipment to meet their requirements. In accordance with the Data Protection Act any information regarding an employee’s impairment will be treated in confidence. Disclosure of this information should not normally occur, even for health and safety reasons, without prior permission of the individual involved.
Discrimination
“Discrimination” against a disabled person could occur if:
- For a reason which relates to a person’s impairment, (s)he was treated less favourably than Tramshed Tech Cardiff treated, or would treat, others to whom that reason does not apply; and if we could not show that the treatment is ‘reasonable’.
Unlawful discrimination against disabled job applicants could occur:
- During the recruitment and selection process ((i.e. anything done by or on behalf of ourselves as part of the recruitment process, or in making employment offers, including application forms, interviews and other selection methods etc.)
- In the terms and conditions on which jobs are offered;
- By refusing to offer, or deliberately not offering someone a job because of their impairment.
Recruitment and Selection
Disabled job applicants will be given the opportunity to request reasonable adjustments in the application process (eg large print or Braille application form). Texts of any adverts and job descriptions will be made available in a variety of formats on request.
Personnel will make information available for short-listing and for those involved in the selection process in order to minimize any chance of potentially discriminatory practice occurring. Only those selection criteria which are necessary for the position should be specified and care must be taken not to use criteria which may unjustifiably place a disabled applicant at a disadvantage in the selection process.
The essential criteria should be the minimum ones needed to carry out the job. All candidates should be assessed on their abilities, experience and suitability for the position according to objective criteria. Any discrimination or less favourable treatment on grounds of an individual’s impairment must be justified on ‘substantial and material’ grounds in accordance with the Equality Act and must take into account the requirements of the job and consider any reasonable adjustments which might reduce or eliminate the effect.
Thought should be given to interview arrangements so that a disabled applicant is not disadvantaged in comparison to other candidates. All applicants should be asked beforehand whether they have any particular access requirements when invited to attend an interview.
During an interview with a disabled applicant, the individuals’ impairment should be discussed as to how it may affect their ability to carry out the role and what reasonable adjustments could be made in order to allow them to perform to the best of their ability.
Reasonable Adjustments.
We will make reasonable t to the workplace and to employment arrangements to ensure that any disabled employee is not put at a disadvantage when compared to other employees.
Reasonable adjustments are changes to duties of the post or employment arrangements to enable a disabled employee to undertake, or continue to undertake, a job. They might include delegating minor tasks to other employees, altering working hours, modifying furniture or equipment or requiting a personal assistant to undertake their work.
The employee concerned must be consulted about the sort of reasonable adjustments that need to be made. A number of issues need to be considered regarding reasonable adjustments including the extent to which the adjustment will affect the employees ability to do the job, the cost and the disruption the adjustment may have on other employees. Advice regarding making reasonable adjustments is available from the Governments Access to Work scheme and can be obtained by contacting Job Centers or online to provide information.
Career Development
Career development opportunities will be communicated as appropriate, to all employees and those with disabilities will be given equal access to those opportunities.
Training opportunities will also be open to all employees. In order that a disabled employee is not put at a disadvantage, we will endeavour to ensure that any request for reasonable adjustments will be met with as fully as possible.
Disability Equality based Awareness Training
Disability Equality based awareness training is intended to raise awareness of the issues concerning disabled people and to explore the myths, attitudes and beliefs surrounding disability. It will be given to all employees and will become an integral part of the induction process. Refresher courses will be held on a regular basis so that all employees are reminded about issues surrounding disability equality and our commitment to disability equality continues to be re-enforced.
Disabilities Arising During Employment.
When an existing employee becomes disabled during employment with Tramshed Tech Cardiff, it is our policy to take all reasonable steps to accommodate the effects of their disability in order for them to remain in our employment. A number of options may be possible, these are:
- Remaining in the existing post with reasonable adjustments to duties and/or the working environment or provision of equipment;
- Redeployment to another role;
- Consideration of early retirement/resignation on ill-health grounds;
- Or, if having thoroughly explored all other available options, it is apparent that the employee cannot realistically continue employment, than a decision to terminate the employment may be made. In such cases the employee will have the usual right of appeal. In such circumstances we will provide help to the employee so that they may contact support groups who will be able to offer them support and advise regarding their future.
Discrimination and Non-Compliance.
All employees are expected to treat disabled colleagues with the same respect and dignity as their non-disabled colleagues. Any form of discrimination or harassment of an individual on account of their disability is unacceptable and will be dealt with via our Disciplinary procedure. Employees should be aware that serious cases may ultimately result in dismissal of the guilty employee.
Responsibilities.
Everyone working for Tramshed Tech Cardiff has a responsibility for ensuring that they are aware of and adhere to this policy at all times.
Complaints.
Any employee who feels that they have been discriminated against as a result of their disability should make use of Grievance procedures in order that the matter may be dealt with.
Policy – Employees and Visitors.
It is our intention to make Tramshed Tech Cardiff as accessible as possible to everyone and to allow disabled people to participate as equal citizens at all times.
Discrimination and Non-compliance.
All employees are expected to treat disabled colleagues visitors with the same respect and dignity as their non-disabled counterparts.
Any form of discrimination or harassment of an individual on account of their disability is unacceptable and will be dealt with via our Disciplinary procedure. Serious cases could ultimately lead to dismissal of the guilty employee.
Complaints
Any complaint from a disabled individual, as with any other complaint, will be dealt with promptly. Complaints regarding disability issues will be monitored and analysed to establish the effectiveness of this policy and to measure how well we are meeting the needs of people with disabilities. This will help in prioritising and developing better practices
