Interface

30 Summer 2021 T ake just a minute now to put yourself in the wheelchair of a disabled person. Stop and think. Imagine the worry of visiting somewhere new. How will you get in? Will there be the necessary facilities? Will there be anyone there that can assist you? These could be your first thoughts for a job interview, your first day in a new job, if you have to attend a meeting, or even if you have recently developed a new disability. Are you, as a business, ready and prepared for a visitor to arrive who may need alternative access? With more than 13.9 million people registered as disabled in the UK, incorporating sensory, mental health conditions, physical, hidden and learning disabilities, it is imperative that employers are prepared and aware of their responsibilities when employing or recruiting a disabled member of staff. MAKING REASONABLE ADJUSTMENTS By law, an employer must consider making reasonable adjustments when: • they know, or could be expected to know, an employee or job applicant has a disability • an employee or job applicant with a disability asks for adjustments • an employee with a disability is having difficulty with any part of their job Reasonable adjustments are changes that your business can make to ensure the employee is able to do their job effectively, without causing damage or interruption to your business. This includes a new starter to your business or an existing member of staff who needs additional support. The size of your business will be considered when determining how reasonable an adjustment is. Larger businesses would be expected to be able to do much more for disabled staff, including things that a small business could not realistically afford to do while trying to run a viable business. If a physical feature within the workplace creates a disadvantage for a disabled employee, steps must be taken to amend or remove the obstruction. Physical adjustments can include changes such as: • The addition of a ramp rather than steps to access buildings • Providing disabled toilet facilities to accommodate those that need them • The widening of doorways to allow for wheelchair access • Repositioning door handles and/ or light switches etc to ensure they can be reached • Changing the equipment, they use, e.g. providing a special keyboard for someone with arthritis • Offering flexible hours to those that are stressed or get tired easily due to a physical or mental disability ARE YOU ADEQUATELY SUPPORTING YOUR EMPLOYEES AND VISITORS WITH DISABILITIES?