DISABILITY ANTI-DISCRIMINATION POLICY by gcz16449

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									               DISABILITY ANTI-DISCRIMINATION POLICY


Policy
The Trustees of [insert organisation name] seek to ensure that clients, volunteers,
staff and others within the community who have disabilities, as defined in the
Disabilities Discrimination Act, (see below *) are not discriminated against. This
policy will inform all aspects of the Trustees Development Plans and services. The
Trustees recognise the duty not to treat those who are, or apply to be, pupils,
students, trainees, volunteers or members of staff, less favourably than others, if
they have disabilities, and to take steps to avoid putting them at a substantial
disadvantage.

The Chief Executive and Senior Managers will support the policy by improving
access to content and method of programmes for those with disabilities, by planning
improvements to buildings and physical environment in general, and by improving
provision of information in a range of formats. They will observe the terms of the
'positive about disabled people' standard in employment practice. They will ensure
that staff, students and volunteers working for the [organisation/trust/...] are aware of
the policy, including through training, and of their obligation to implement it.

Staff, Students and volunteers are to plan and carry out activities so as to include
clients who have disabilities, and to make reasonable adjustments to plans,
procedures and environment to support their inclusion. In relation to early years'
work, child care, play and youth activities, the [organisation/trust/...] will seek
resources to enable babies, children and young people to have support from
inclusion workers in gaining access to play, learning and other opportunities. In
admitting applicants to programmes and activities, or in excluding clients, staff are to
ensure that those with disabilities are not discriminated against.

* The Act defines a disabled person as one 'with a physical or mental
impairment which has a substantial and permanent adverse effect on their
ability to carry out normal day to day activities'. This definition is based on a
medical approach. It places the emphasis on impairment and distracts from the
problems which arise from the environment, and from the behaviour and attitudes of
other people


Procedures
The Departments of the [organisation/trust/...] will structure admissions; curriculum,
programme contents; access to facilities; training; clubs; meals; assessment;
examinations; visits and trips; work experience; work with other agencies;
timetabling, meetings; policies and procedures; group arrangements and other
relevant provision so that those with disabilities are not discriminated against.
Improvements are to be made even though a Department may not have clients with
disabilities, so as to prepare for them.
All Departments are to have a nominated member of staff responsible for ensuring
that Equalities policies and procedures are upheld, and that training is undertaken by
staff and volunteers.

Departments are to be active and thorough in seeking information about any
disability that clients may have to assist them in carrying out this Policy. However, in
the case of children and young people, parents have the right to ask that
confidentiality is maintained in respect of this information. This may inhibit making
the best provision for the client, which will usually entail making sure all staff who
work with the child or young person are aware of their special needs and advised
how to support them. Where confidentiality is requested it must be observed.

This Policy is to be monitored by the nominated members of staff and reports made
to the Board annually through the Chief Executive. The Board will review the Policy
continuously.

Related policies: Anti-Harassment; Equal Opportunities.

Reviewed February 2004

								
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