Creating disability confident workplaces

Overview

Since the introduction of the Disability Discrimination Act 10 years ago, 72% of private sector employers do not have disability goals according to the Employers Forum on Disability. However, one in five people in the UK has a disability or long term health condition. A key reason that employers need to understand about disability in the workplace is that the vast majority of disabled people acquire their disability during their working life rather than being born with it. As our working population continues to age, employers will need to ensure that their organisational practices do not impact negatively on those living with a disability. 

What do I need to know?

Disability isn’t only about physical accessibility to buildings. The definition of disability also includes people who have:

• visual or hearing impairments
• mental health conditions such as depression and bi-polar disorder
• long-term health conditions, such as diabetes and multiple sclerosis
• dyslexia and dyspraxia
• autism spectrum conditions, such as Asperger’s syndrome
• learning disabilities

A person is disabled if they have 'a physical or mental impairment which substantially adversely affects their ability to carry out normal day to day activities'. The effect must be long-term - it must have lasted or be expected to last for 12 months. 

There are currently three progressive conditions – cancer, multiple sclerosis and HIV infection – that count as a disability from when the condition is first developed. The person doesn’t have to wait 12 months before fitting within the DDA’s definition of disability. The courts will further define what is covered by disability legislation as cases are decided.