Disability Discrimination: Policy vs. Practice. Disability policies are commonplace in 2015. Nearly nine in 10 employers have a formal disability policy in place.
But – some employers are not doing all they can to accommodate disabled job applicants.
The most common arrangement is for disability issues to be covered as a diversity strand within the main organisational disability policy. More than half of organisations with a disability policy in place cite this approach.
A further one organisation in five said that disability issues are covered by their main employment policy document. Only one in eight operates a standalone disability policy.
Across the whole economy, one organisation in seven has no formal disability policy in operation. This situation is more common in the private sector, where around one employer in six does not have a disability policy, compared with around one in 10 in the public sector.
Consensus HR encourages clients to have a policy in place that covers all areas including:
- Recruitment & selection,
- Career development
- Training & development
This will ensure that disability discrimination does not occur in their workplace. But – the behaviours and culture of an organisation must demonstrate what the policy states. If the policy is not used correctly, it will end up being just a typed document with no benefit. In fact, it could lead to discrimination taking place and an uncapped award being made against the company in an Employment Tribunal.
It is essential to get both the policy and practice right to optimise the performance of employees and to minimise the risk of discriminatory behavior – and possible Employment Tribunal action.
How robust is your policy? Talk to Matthew at Consensus HR and find out!