The Equality Act 2010 (previously known as The Disability Discrimination Act (DDA)) requires employers, service providers, educational and other qualifying bodies to make reasonable adjustments to their premises and environment, and to provide auxiliary aids as necessary for people with disabilities.
Our team of access auditors are all registered with the National Register of Access Consultants (NRAC) and able to provide you with an independent viewpoint. The access team have a broad range of building services knowledge making them completely qualified to deliver the most effective access services for your premises.
What a “reasonable adjustment” is will depend on the different circumstances of each business and each building, as well as the cost of the proposed adjustment itself. In terms of future developments, service providers certainly need to think ahead and address the potential barriers to people with disabilities using their services. One way to identify those barriers is to carry out a building access audit.
- Access audits
- Access audit management reviews
- Access policies and statements
- Equality, diversity, inclusivity and accessibility training, including training for frontline staff
Our access auditors are familiar with a wide range of environments, as well as the legal situation (e.g. the landlord/tenant relationship). They deliver clear, concise yet detailed reports, specific to your situation, your issues and your obligations.
They will provide you with independent, impartial advice on how your workplace can be most cost-effectively and reasonably adjusted, giving you the reassurance that your property is both inclusive and welcoming for all. By being inclusive, your organisation will have an enhanced reputation and will be fulfilling its moral responsibilities.
You get the key facts and impartial advice on which to act. Our NRAC registered consultants are extremely experienced in judging what a “reasonable adjustment” is and what it is not.
Reports and follow-up
Our consultants’ reports are clear and concise, with a detailed analysis of your specific obligations.
Confidence and compliance
Retaining our Accessibility and Equality Act consultancy services gives you the confidence that your environment is welcoming to all people and compliant with all legislation.
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Effectiveness of measure
Cost (availability of financial or other aid)
Extent of disruption
Extent of the company resources and considering other resources available
You directly treat them less favorably than others
Through your policies, procedures and arrangements in place for all, you indirectly put someone with a disability at an unfair disadvantage.
Unwanted behaviour creates an offensive environment or violates the dignity of a disabled person
You treat a disabled person unfairly because they’ve complained about discrimination or harassment.
Be aware of the barriers to access your premises/workplace has and consider what is needed.
Consult with any employees with disabilities, as to any adjustments you may need to make on their behalf.
Ensure any facilities you have provided (e.g. disabled washrooms and car parking spaces) are fit for purpose.
Consider what provisions you need to make for visitors or others who may want/need to access your premises/workplaces
If you have a member of staff with an impairment that may affect their ability to leave the building in the event of emergency, you must have procedures and methods in place to be able to evacuate. The best starting point for this is to create a Personnel Emergency Evacuation Plan (PEEP) with them.
During a pre-planned practice drill, if there is risk of the members of staff being put at further injury through the evacuation process then there is no requirement to evacuate them. However, you must have a means of being able to evacuate all persons from your refuge points without further assistance from the fire brigade in a true emergency. Techniques could include assistance from buddies, evacuation chairs, powered stair climbers and firefighting lifts.
Reasonable adjustments must be made for workers with disabilities under The Equality Act 2010 to remove any potential barriers or provide auxiliary aids to assist them in their job role. Reasonableness is determined by the following;
These factors will vary dependent on the nature of the business, location and for each disabled person. Our access auditor experts are able to offer advice on what would be considered reasonable in your situation.
Compliant is not the right word to use when referring to disability in the context of the The Equality Act 2010. The requirement of the act is to not discriminate and not to treat people with disabilities less favourably.
There is guidance to help do this. However, it is difficult to determine if you comply, as the act is none specific and non-prescriptive. Your level of accessibility will also be constantly changing, as people and the surrounding environment change.
The best way to determine your current accessibility is to undertake an access audit or access management review.
Disability is one of a number of ‘protected characteristics’ covered by the Equality Act 2010. Within the Act, disability is defined as a physical or mental impairment that has a substantial (more than minor or trivial) and long-term (typically 12 months or more) negative effect on your ability to do normal daily activities.
Where a condition may be progressive or deteriorate over time, they can be classed as a disability, such as sufferers with cancer, HIV or multiple sclerosis for example, meet the disability definition from their day of diagnosis.
Some conditions, such as addiction to non-prescription drugs, are not covered by the definition of disability and other recurring or fluctuating conditions (e.g. arthritis) have special rules in place.
With qualified National Register of Access Consultants (NRAC) on our team we can help with any questions you may have about the suitability of your access provisions.
Originally, through parts II and III of the Disability Discrimination Act (DDA) 1995 worked to protect people with disabilities from discrimination in areas such as employment and service provision. Since then the DDA Act only applies in Northern Ireland and the Equality Act 2010 now covers the requirements in England, Scotland and Wales.
You could be considered as discriminating against a disabled person if:
For premises accessibility and inclusivity, you need to consider and make as appropriate, “reasonable adjustments” to ensure the workplace has the right facilities and equipment for any disabled employees or anyone else that may (reasonably) enter the premises or workplace.
You are not obliged to make any alterations/adjustments, but you should:
Our team of qualified National Register of Access Consultants (NRAC) can help with any questions you may have about the suitability of your access provision or provide comprehensive access audits, so you know the options available to you.