Statement of Intent
One World Action and ACTS are jointly committed to equal opportunities for all employees, including those who have a physical, mental or sensory impairment. This will apply to the operation and implementation of all policies. Please also refer to One World Action’s Equal Opportunities Policy.
1.Recruitment
All job applicants will be assessed on the basis of whether or not they can do the job. Applicants who are suitable for the job at the time of interview will not be treated differently because they have a disability.
2.The Placing of Advertisements
2.1To encourage disabled people to apply for vacancies, adverts may be placed in the disability media and other places where a wider audience can be reached
2.2Recruitment information will be available in large print
2.3All advertisements will include a statement on equal opportunities for all
3.Interviews
For candidates with particular employment needs, reasonable adjustments will be made to allow them to attend the interview, without being placed at a disadvantage.This is in accordance with the Disability Discrimination Act 1995 (DDA; the Code of Practice gives an example of adjustment at interview in Section 4.12, p11).
4.Appointment
4.1If a candidate is suitable for the job, we will make reasonable adjustments, as suggested in the Code of Practice under the DDA, to enable them to carry out their duties. Examples given in the Act of reasonable steps which we may take in this connection include: adjusting the premises; allocating some of the duties to another person; altering work hours; allowing time off for treatment; modifying training/reference manuals; acquiring or modifying equipment
4.2If another person or persons will take over any duties, they will be fully consulted, along with a representative, if required and the most suitable arrangement for all parties will be reached.
5.Retention/Disability Leave
5.1If an employee has an injury or symptoms of an illness which affects their ability to do the job we will ensure that they are offered the following:
Time and help to adjust to their changed circumstances, including paid disability leave
Referral to their line manager to discuss appropriate counselling and support
Facilities to discuss with their line manager, the union representative and any other relevant specialists to identify any problems and assess where paid time away from work is needed and, if so, how long this period of time will be.
5.2Following on from this a further meeting will be arranged with the employee, the line manager, the union representative and any other relevant specialists to:
assess potential for employee to carry on with their own job
assess any adaptations or training which may be required to enable the employee to carry on their own job
where it is agreed, if necessary, alter duties, including working hours or offer alternative job [NB adaptations and changes to work organisation may be required by the Disability Discrimination Act as a reasonable adjustment]
5.3At all times, paid time off for medical appointment will be granted. In certain circumstances, a longer period of disability leave may be mutually agreed in order to assist the employee to return to their own job. Full and proper arrangements will be made to ensure that work changes do not have an unfavourable impact on other employees.
6.Special Leave
All those who have a responsibility caring for disabled people will be eligible to apply for changes to working hours and reasonable paid and unpaid time off to assist with these caring responsibilities.Additionally, carers will be entitled to special and compassionate bereavement leave, if necessary.
7.Benefits and Services
No one will be denied a benefit or service to which they are entitled because they have a disability.All facilities, including toilets, shall be fully accessible to all employees and we will consult with our disabled employees, the relevant trade union and disability organisations when alterations are to be made.
8.Career Development
In accordance with the Disability Discrimination Act, any employee who has a disability and has applied for promotion or training, will be treated on their merit and will not be discriminated against on the basis of their disability.Reasonable adjustments will be made to all such employees to have an equal chance to be in line for promotion or to undertake training and make them fully accessible to all, including alterations to venues for training, provision of accessible materials and providing a signer or induction loop.
9.Education/Training
All Managers and staff will be made aware of this policy on disability and equality, and training will be included in inductions for new staff and any appropriate training courses.
10.Health & Safety
All employees shall have equal access to all health and safety provision.Safety inspections will include the specific safety requirements of disabled employees.Health and safety arrangements will not be used to justify discrimination against disabled people.
11.Harassment/Bullying
One World Action aims to provide a safe and supportive environment for all employees.Any harassment or bullying such as taunts, mental and physical abuse, unfair allocation of work, deliberate exclusion from normal workplace conversation or social events, based on a person's disability, will be taken very seriously and regarded as a matter for disciplinary action, in line with the agreed grievance and disciplinary procedures, and One World Action’s policy on harassment.
12.Procedural Agreements
12.1All procedural agreements shall apply equally to all staff, regardless of whether or not they are disabled.In particular, an employee's impairments shall not be a valid reason for selection for redundancy, disciplinary or for failing to deal satisfactorily with a grievance.
12.2Any employee who believes that they are at a disadvantage due to the failure to implement this Agreement, or any other discrimination based on their disability, should make a complaint, which shall be dealt with fully and sensitively through the existing grievance procedure.
13.Commitment to Publicity, promotion and monitoring
13.1This agreement will be brought to the notice of all new and existing employees and will be widely circulated throughout the workplace to raise awareness, prevent discrimination and to promote a working environment of respect and dignity for all
13.2The Director will be responsible for the implementation of each element of this policy
13.3One World Action and ACTS will work together to review existing agreements, action plans, policies and procedures with the aim of eliminating both direct and indirect discrimination
13.4As part of One World Action’s review of Equal Opportunities data, disability issues will be examined, including: numbers of disabled employees, area of work, type of disability, any adjustments made, numbers of applicants with disabilities, numbers of applicants taken on and if not, why not and numbers of employees with disabilities applying for promotion and training with results and reasons.Every effort will be made to ensure the involvement of disabled people themselves in the review
13.5Based on information from the audit, targets will be set to measure success of positive action
13.6All staff involved in recruitment and selection will be given guidance and/or training to make sure that the process is discrimination-free
Updated August 2005
