Tipperary Centre for Independent Living Ltd.

DISABILITY AND THE WORKPLACE

For most people going to work is central to their lives; providing a structure, a routine and an income.  Many also know what it feels like to have no work or to have little or no job security; the worry, the frustration and the anger that results.

Being without work and money is a daily reality for the vast majority of disabled people.  They may want to work, they may have the skills and abilities required but they are considered ‘unfit’ or ‘unable’ because the workplace is inaccessible or because of negative attitudes towards disability on the part of some employers and co-workers.

Discrimination against any person who wishes to work is unacceptable.  I hope you will find useful the following information and guidelines for action, which you can use to make your workplace more accessible.

USING WORKPLACE STRUCTURES

You already understand workplace structures and procedures and the level of commitment to disability equality which currently exists.  Introducing new approaches and ways of thinking is not an easy task and at times developing an equal opportunities culture may appear overly ambitious. I have listed some suggestions, which you could follow and use as the starting point for implementing disability equality policies.

  • Promote an awareness of the value of equal opportunities policies among employees, e.g. in recruitment and employment practices.
  • Assist members with problem solving, e.g. provide support and practical assistance to a disabled member who may be experiencing difficulties at work.

 

Checklist for Actions in the Workplace

EQUAL OPPORTUNITIES POLICY

  • Does the employer have an Equal Opportunities Policy which includes the employment of people with disabilities?
  • Is a senior company representative responsible for its implementation throughout all levels within the company?
  • Is all discriminatory behaviour clearly dealt with through company policy and grievance procedures?

RECRUITMENT

  • Are advertisements positively worded to welcome applications from people with disabilities?
  • Are notices of job vacancies, job descriptions and application forms available in an accessible format for disabled applicants, e.g. available in Braille or on computer disk for blind and visually impaired people?
  • Do advertisements state that necessary arrangements can be made at the interview to accommodate the needs of people with disabilities?
  • Have the appropriate State or Voluntary agencies working with disabled people been notified of the vacancies?
  • Does the employer have links with local disability representative organisations and local agencies?
  • Does the employer automatically grant an interview to all qualified applicants with a disability and state this in company advertisements?
  • Does the employer discuss any questions s/he might have about a person’s ability to do a particular job/task with either the individual or appropriate agency prior to making a final recruitment decision?
  • Is the employer aware of the range of employment supports and advice services available and the requirements of Employment Equality legislation?

CAREER DEVELOPMENT AND PROMOTION

  • Is there regular consultation with disabled workers or their Union representatives to determine if the employees require assistance to overcome any problems?
  • Do disabled workers have the same opportunities to train/retrain and develop their skills as other workers?
  • Has consideration been given to varying job content, location or working hours to further facilitate disabled employees?
  • Has retraining for alternative work, or re-assignment on equal terms, been considered for employees who have recently acquired a disability or whose disability is progressive (i.e. becomes more pronounced over time)?
  • Is the composition of the workforce reviewed on a regular basis to ensure equal opportunities for all, including employees with disabilities?

ACCESS

Outside and around buildings: 

  • Are pedestrian routes kept free from obstruction?
  • Are pathways wide enough for wheelchair access?
  • Are pathway surfaces slip resistant?
  • Are shallow ramps provided at change of levels?
  • Are steps and stairways provided with handrails?

Parking and moving to buildings:

  • Are clearly marked parking spaces available for disabled drivers/passengers as near as possible to entrances?
  • Are parking spaces wide enough to allow wheelchair access?
  • Is there a level route or accessible ramps from parking areas to building entrances?

Entrance to buildings:

  • Is the entrance easily identified?
  • Is the access to buildings free from obstruction?
  • Are doors easy to open and wide enough for wheelchair access?

ACCESS

Inside buildings:

  • Are floor surfaces slip resistant?
  • Are ramps provided at change of levels?
  • Are lift control buttons, light switches, sockets, heating controls etc., at an accessible height for wheelchair users?
  • Does the lift serve all main areas?
  • Are amenities such as toilets and telephones clearly signposted accessible?

VISUAL, AUDIO AND TACTILE AIDS

  • Are signposts legible and well lit?
  • Are names and numerals on doors at a level to facilitate people using wheelchairs?
  • Are audible signs (e.g. alarms) linked to visual signals (e.g. flashing lights)?
  • Are colour contrasts used to distinguish routes or areas of buildings?
  • Are changes in floor texture used to warn a person with a visual impairment of hazardous areas such as stairwells?
  • Does the employer know that financial grants and expert advice are available to make physical adaptations to buildings for workers with disabilities?

SAFETY PROCEDURES

  • In the event of emergencies or evacuation drills, are specific members of staff designated to assist employees with visual impairments or others who cannot use the stairs?
  • Are disabled employees familiar with escape routes and trained in all safety procedures?
  • Are visual alarms for hearing impaired workers installed in all areas of the premises, including toilet blocks?
  • Are exit routes and procedures designed to cater for the slower movement of people with disabilities
  • Are exit routes clearly signposted?
  • Is the employer aware that a building which is adapted to meet the needs of workers with disabilities also becomes a building which is safer for all workers and customers?

WORKPLACE FACILITIES

  • Are toilets, restrooms and canteen areas accessible to workers with disabilities?
  • Is provision made for special dietary needs?
  • Are there no-smoking areas for workers with coronary or chest conditions?
  • Are floors non-slip and corridors wide enough to facilitate people with mobility disabilities or people using wheelchairs?

JOB ACCOMMODATION STRATEGIES

I have included some practical examples of how a job or workstation can be made accessible for a disabled worker.  There is a belief that all job accommodation strategies are costly.  In fact, as the following examples illustrate, this is not always the case.

The level of adaptation required in making a workplace or work station accessible for a disabled worker varies greatly and depends on the specific requirements and needs of the worker.  Rather than presuming the costs involved will be high, it is far more important to establish what level of adaptation needs to be carried out and to investigate all possible solutions before making a final decision.  Financial assistance towards workplace adaptation is available from State agencies.

The examples given are based on the experiences of disabled people in America where the process of adapting work places to facilitate disabled workers is far more advanced than in Ireland.

Problem:           A worker had a condition which required two-hour rest periods during the day.

SOLUTION:            The company introduced flexi-time for her.

                        COST = $ Zero.

Problem:           A person with a learning disability worked in the post room and had difficulty remembering which streets belonged to which city area code.

SOLUTION:       A rolodex card system was filed by street-name alphabetically with the area code.  This helped the worker increase his output.

COST = $150.

Problem:           An employer wanted an individual who was short statured to drive a heavy loading machine.  His legs did not reach the brake pedals.

SOLUTION:            The machine was fitted with special seating.

                        COST = $1,200.

Problem:           A production worker with a learning disability, who had limited fine motor dexterity, had to use tweezers and a magnifying glass to perform his job.  The worker had difficulty holding the tweezers.

SOLUTION:       Giant tweezers were purchased.

                        COST = $5.

Problem:            A garage mechanic with epilepsy was unable to drive vehicles.

SOLUTION:       The employer negotiated with the Trade Union and reached an agreement that any qualified employee, regardless of job held, could drive the vehicles to the mechanic’s work station.  He kept his job.

COST = $ ZERO

Problem:           An accountant with HIV was experiencing sensitivity to fluorescent light.  As a result, she was not able to see her computer screen or written materials clearly.

SOLUTION:       The employer lowered the wattage in overhead lights, provided task lighting and a computer glare screen guard.

COST = $80

Problem:           A worker who used a wheelchair could not use a desk because it was too low and he could not place his knees under it.

SOLUTION:       The desk was raised with wood blocks.

COST = $ Zero.

How would these costs compare with the costs involved in laying off a disabled worker who acquires a disability; company pension costs, social security costs or the expense involved in losing a trained, experienced and valuable worker?

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