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Equality Policy

VIEWS: 3 PAGES: 20

									                                                                    
 
Equality Policy 
 
 




Approved by Board 2 February 2011

Last updated 02/02/2011


Web version http://www.tcd.ie/about/policies/equality-policy.php
Equality Policy




Equality Policy
Equality Policy ........................................................................ 2 
  1 Introduction ...................................................................... 3 
    Context/legislation ............................................................. 3 
    Scope of policy: ................................................................ 4 
  2 Statement of Commitment .................................................. 4 
    2.1 The College: ................................................................ 4 
    2.2 Mainstreaming ............................................................. 5 
    2.3 Other policies .............................................................. 6 
  3. Equality in employment (staff) ........................................... 7 
    3.1 Recruitment and selection ............................................. 7 
    3.2 Training and development ............................................. 8 
    3.3 Progression ................................................................. 8 
    3.4 Retention and wellbeing ................................................ 9 
  4. Equality in service provision (students and other service users)
  ....................................................................................... 10 
    4.1 Widening Participation ................................................ 10 
    4.2 Accommodating diversity ............................................ 10 
    4.4 Student and Service user feedback ............................... 11 
    4.5 Promoting equality in services...................................... 12 
  5. Implementation .............................................................. 13 
    5.1 Responsibility ............................................................ 13 
    5.2 Communications ........................................................ 13 
    5.3 Equality infrastructure ................................................ 14 
    5.4 Equality and Diversity awareness ................................. 15 
    5.5. Business contracts .................................................... 15 
    5.6 Complaints- staff, students, service users ...................... 15 
    5.7 Monitoring and review ................................................ 16 
    5.8 Further sources of information ..................................... 17 
    Staff supports ................................................................. 17 
    Student Supports ............................................................ 17 
    5.9 Appendix 1 Definitions ................................................ 18 




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Equality Policy




1 Introduction
The purpose of this policy is to outline Trinity College Dublin’s
commitment to promoting equality in all aspects of the College’s
activity: employment, education and service provision; and to detail
how this policy will be implemented.

The College aims to provide an inclusive environment which
promotes equality and values diversity – and is committed to
maintaining an environment of dignity and respect where all staff
and students can develop their full potential. The concept of
equality is central to the College’s ethos of academic and service
excellence.

Trinity College Dublin is an equal opportunities employer and is
committed to the continued development of employment policies,
procedures and practices which do not discriminate on grounds such
as gender, civil status, family status, ethnicity, age, disability,
sexual orientation, religion or membership of the Travelling
community.

This policy outlines the actions the College will take to identify and
remove any barriers to accessing and participating in College as a
student or staff member or service user.

Context/legislation
This policy is developed in the context of the Employment Equality
Acts 1998-2010 and Equal Status Acts 2000-2010 which prohibit
direct and indirect discrimination, sexual harassment, harassment
and victimisation in relation to nine equality grounds: gender,
family status, civil status, sexual orientation, age, disability,
religion, ethnicity and membership of the Traveller community.

The Employment Equality Acts prohibit discrimination in
employment – including recruitment, promotion, pay and other
conditions of employment. The Equal Status Acts prohibit
discrimination in access to and provision of services,
accommodation and educational establishments.

The Universities Act 1997 places obligations on universities to
promote equality, including gender balance, and access.

The Disability Act 2005 places significant obligations on public
bodies in terms of providing integrated access to services and
information to people with disabilities, as well as promoting the
employment of people with disabilities.

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Equality Policy



This policy reflects the College’s commitment to meet its obligations
under these Acts.

Scope of policy:
This policy applies to:

All applicants for employment, employees and all those who work
for the College and relates to all decisions in relation to recruitment
and selection, promotion, access to training and terms and
conditions of employment.
All students and student applicants and relates to all decisions in
respect of the admission of students and the provision of all
services to students including teaching and supervision,
assessment, progression and award and support services.
All service users, visitors, customers and clients of the College and
relates to all services provided by the College in its diverse activities
both internal and external.

Note: hereafter ‘service user’ will be used to denote customers,
members of the public, visitors and clients.

Consultation:
Consultation was carried out with a range of administrative and
student service areas, senior management, student representatives
and the Equality Committee in drawing up this policy.


2 Statement of Commitment
2.1 The College:

    •   Is committed to non-discrimination (direct or indirect) in
        access and participation in education and employment in
        relation to any of the nine equality grounds: gender, family
        status, civil status, sexual orientation, age, disability, religion,
        ethnicity and membership of the Traveller community.

    •   Seeks to ensure that services provided are free from
        discrimination and harassment.

    •   Supports an inclusive environment of dignity and respect
        where all staff and students can develop their full potential.
        Will not tolerate harassment or bullying of staff, students or
        other members of the College community. [All members are
        protected by the College Dignity and Respect Policy, failure to
        comply can result in disciplinary action].

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Equality Policy



    •   Is committed to a programme which will seek to identify
        barriers to equality and full participation and imbalances
        within College practices where they exist, and take action to
        redress these.

    •   Is committed to providing integrated accessible services and
        information to people with and without disabilities. Will seek
        to ensure that information is produced in accessible
        information formats [in compliance with the College
        Accessible Information Policy].

    •   Will seek to provide reasonable accommodation to students,
        staff and service users with disabilities. Will support the
        employment of staff with disabilities [as outlined in the
        College Code of Practice for the Employment of People with
        Disabilities].

    •   Is committed to widening participation and facilitating access
        to its programmes by students from under-represented
        groups and by mature students [as per the College Access
        Plan].

    •   Will develop positive action measures to support particular
        groups who may be disadvantaged or under-represented in
        accessing education, employment or promotion where
        appropriate.

    •   Will seek to accommodate diversity in service provision across
        all 9 equality grounds where practicable.


2.2 Mainstreaming
College seeks to mainstream equality in its planning processes so as
to ensure an equality perspective comprehending the nine protected
equality groups is incorporated into all College activities and
policies.
The implementation of this policy will mean taking into account the
impact of strategic plans and other business, academic or
development strategies on staff, students and services users from
across the nine equality grounds as part of the usual decision-
making process.
Guidance on equality mainstreaming and proofing can be sought
from the Equality Officer.




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Equality Policy


2.3 Other policies
This policy should be read in conjunction with the following policies:
Accessible Information Policy
Code of Practice Applying to the Employment of People with
Disabilities.
Code of Practice Applying to Students with Disabilities
College Access Plan 2009-2013
Dignity and Respect Policy
Fitness to Practice policy
Recruitment procedures
Service Charter (currently being drafted)
Student Charter
Student Mental Health Policy


Definitions
Definitions are included in Appendix 1.
-




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Equality Policy


3. Equality in employment (staff)

This section outlines how the College’s commitments to equality,
non-discrimination and equal access and participation apply to the
College’s employment practices and procedures. The policy affects
all areas of employment practice including recruitment and
selection, training and development, progression, pay, employment
conditions and retention.

3.1 Recruitment and selection
In relation to recruitment and selection the College will:

    •   Not discriminate directly or indirectly against any applicant or
        candidate to employment in relation to any of the nine
        equality grounds.
    •   Select candidates on the basis of Merit – ensuring the
        candidate with the talent, skills, competencies and experience
        most suited to the post is selected.
    •   Identify and remove any unnecessary barriers that might
        impede the application or selection of an eligible candidate,
        across all nine equality grounds. Ensure the application
        process is open to any eligible candidate who wishes to apply.
    •   Provide reasonable accommodation to applicants with
        disabilities throughout the selection process as outlined in the
        College’s Code of Practice Applying to the Employment of
        people with disabilities.
    •   Develop inclusive recruitment practices that acknowledge the
        diversity of applicants and candidates to College.
    •   Provide a flexible service and facilitate communication
        between applicants and Recruitment staff in order to facilitate
        the recruitment process for all. Provide materials in accessible
        or alternative formats as per the Accessible information
        policy.
    •   Seek information on the diversity profile of employment
        applicants to ensure College is attracting a representative
        sample of people from different backgrounds. Seek feedback
        and consult with applicants or other interest groups to ensure
        quality of service.
    •   All Recruitment staff will receive training in the
        implementation of this policy.
    •   Ensure transparency of recruitment procedures.

Advertising
Provide a job specification that specifies essential and desirable
requirements, skills, knowledge, experience and competencies for
the position.

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Equality Policy


Ensure the job descriptions and advertisements do not directly or
indirectly exclude any potential applicant or include any
unnecessary requirements that would unfairly exclude an applicant
in relation to any of the nine equality grounds.
Direct recruitment to ensure that advertisements reach candidates
across all nine equality grounds (by advertising in a variety of
media for example).


Interviews
   • Provide training in equality and diversity (as well as
       recruitment skills) to all members who participate on
       interview panels.
   • Committed to an agreed and objective system of rating
       candidates (by experience, skill, qualifications etc as
       relevant).
   • Any medical test required will be assessed in relation to the
       specific duties of the job. Employees who disclose a disability
       will be provided with reasonable accommodation as outlined
       in the Code of Practice.

Particular responsibility for the implementation of these actions lies
with the Staff Office and Recruitment section.

3.2 Training and development
College will
•     Ensure every employee has equal access to training and
development opportunities regardless of disability or any other
equality ground.
•     seek to ensure that programmes provided are inclusive and
accommodate the diversity of staff.
•     Mainstream equality issues in training programmes where
relevant

3.3 Progression
College will
   • Ensure all staff enjoy equal access to progression and
      promotional opportunities regardless of any of the nine
      equality grounds.
   • Monitor promotional processes regarding gender (and other
      equality criteria where appropriate) in order to ensure
      equality of opportunity in career progression in College.
   • Remove any identified barriers to progression for particular
      groups of staff under the nine grounds and where appropriate
      implement measures to redress imbalances.




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Equality Policy


3.4 Retention and wellbeing
    •   Seek to retain and develop talent in College’s diverse staff
        from across all nine equality grounds.
    •   Every effort will be made to retain employees who develop a
        disability, as per the Code of Practice.
    •   Provide equal access to work life balance policies and benefits
        as appropriate.
    •   Provide access to the College’s Employee Assistance
        Programme as widely as possible.
    •   Provide regular information to staff on benefits and
        entitlements through the Staff Office web page.
    •   Ensure that College’s Dignity and Respect Policy is upheld
        through awareness-raising.
    •   Throughout all industrial relations matters (grievances,
        disciplinary matters etc) consideration will be given to
        accommodating diversity across the nine equality grounds.


Other
All other employment practices and procedures will be reviewed
regularly to ensure they comply with this policy and support
equality of access, opportunity and participation.

See Section 5 for details on the responsibilities and implementation
of this policy.




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Equality Policy



4. Equality in service provision (students and other service
users)

This section outlines how the College’s commitments to equality,
non-discrimination and to equal access and participation apply to
the College’s educational and other services.

College will ensure equality of access and opportunity for students
and will ensure its admissions process, assessment and other
procedures do not discriminate directly or indirectly against any
student in relation to any of the nine equality grounds.

College services will seek to provide high quality services in an
inclusive, accessible and flexible manner to the diversity of the
student and service user population.

4.1 Widening Participation
The College facilitates access to its programmes by students from
under-represented groups through its outreach activities, its
foundation courses and its alternative admissions routes. The
College maintains a range of student services so as to support
students appropriately during their academic careers, and to aid
them in the successful completion of their course.

Specific targets and objectives, as well as the resources for
implementation, are outlined in the College Access Plan 2009-2013.


Inclusive teaching and learning
College aims to embed inclusiveness within all activities and
academic practices. The Trinity Inclusive Curriculum (TIC) is a
project supporting the College’s overall mission to enhance the
student experience, and in line with the strategic aims of increasing
diversity and internationalisation. TIC and the Centre for Academic
Practice and Student Learning offer a range of guidelines, templates
and resources to enable staff to embed inclusive principles within
their teaching and assessment practices.

4.2 Accommodating diversity
The College will seek to accommodate the diversity of students and
service users from across the nine equality grounds and other
under-represented groups by:
Actively identifying and addressing student and service user needs
across the nine grounds and from other under-represented groups.
Different data, feedback and consultation methods will be used for
this purpose.

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Equality Policy


Providing reasonable accommodation for students and service users
with disabilities and providing integrated access to services where
practicable.
Exploring barriers to participation for service users and students.
Taking positive action measures to promote equality of opportunity
for disadvantaged persons where necessary.
Ensuring flexibility in the operation of systems and services to allow
for the diversity within the service user and student base to be
accommodated.

Reasonable accommodation of people with disabilities
College seeks to ensure that students, staff and service users with a
disability have as complete and equitable an access to all services
and facets of College life as can reasonably be provided. College is
committed to a programme of improving the physical access of
facilities and to providing accessible information.

The College’s Code of Practice for Students with Disabilities sets out
the supports available, rights and responsibilities of students with
disabilities in College and procedures for availing of reasonable
accommodation. The College Disability Service is the centralised
service offering support to students with disabilities.

Other service users: College will seek to anticipate the requirements
of other service users and visitors to the College with disabilities
and to identify and remove any unnecessary barriers to these
service users accessing the relevant services. College will facilitate
the provision of accessible information, alternative formats or
means of communication and other accommodations where
practicable (as per the Accessible Information policy). College seeks
to create an environment where service users with disabilities can
discuss what their needs are with staff.


4.4 Student and Service user feedback
College welcomes feedback from students and service users from
across the nine equality grounds.
College has developed quality enhancement systems to collect
feedback on academic programmes from students.
College services have feedback and complaint systems in place;
College is currently in the process of developing Guidelines in
Respect of Quality Customer Service for Customer clients.
Regular consultation with student and staff representatives occurs
via the College Committee system.




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Equality Policy


4.5 Promoting equality in services
The College will continue to develop systems to collect and examine
information relating to the diversity of the student and service user
body regarding the nine equality grounds and other under-
represented groups in order to ensure service quality for all. The
College will seek to identify areas of disadvantage and barriers to
participation from students and service users -from time to time
surveys, focus groups or other means of consultation will be
implemented as appropriate, including external reviews. The
Equality Committee has a particular role in overseeing the
development and embedding of equality monitoring processes.

The College will implement measures to ensure equality of access
and participation to its students and service users.

Each area which provides a service (academic, student service or
other) will have the responsibility for ensuring the inclusiveness of
their services and for identifying strategies to address any potential
barriers to student or service user participation. Service areas will
report annually on the implementation of this policy within their
annual reports.




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Equality Policy



5. Implementation
5.1 Responsibility
The Board of the College is responsible for the management and
control of the affairs of the College, subject to the provisions of the
Statutes and Charter. The Board has appointed an Equality
Committee charged with responsibility for the development and
monitoring of policies and practices in relation to equality.

Each area that provides a service, academic, student service or
other type of service, has the responsibility to ensure the service
provided upholds the commitments outlined in this policy.

Deans, Heads of School and Discipline, Line Managers, Supervisors
and others in positions of authority should seek to ensure that the
equality policy is upheld in respect of staff, students, service users
and other members of the College community.

All staff play a role in implementing this policy. All students, service
users and others conducting business with the organization should
cooperate with the implementation of this policy. Business contracts
will reflect this requirement.

Specific targets for the participation of under-represented students
have been set in the College’s Strategic Plan 2009-2013.
College will include objectives for the implementation of this policy
in future strategic plans.

The Equality Committee is responsible for reviewing the
implementation of this policy regularly and for any amendments to
the policy [the policy will be reviewed at least every three years].

5.2 Communications
Communication with students, staff and service users:
Information
Materials produced by the College will be provided in a relevant and
accessible manner to students, staff and service users across the
nine equality grounds.

The Accessible Information Policy of the College sets out a formal
commitment by the College that information should be available in
an accessible format, without discrimination against those with print
disabilities. Information in paper, electronic and web formats will be
made accessible following the guidelines on clear print and
alternative formats included in this policy.


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Equality Policy


advertising and marketing
Advertising and marketing strategies will be non-discriminatory and
communicate the College’s commitment to equality and diversity.

Direct contact
College will seek to ensure that in its direct contact students, staff
and service users are treated in a courteous and professional
manner consistent with an environment of dignity and respect

Communicating the Policy
College will seek to communicate this policy effectively to all staff,
managers, students, service users, Trade Unions and associations,
and business contracts by a variety of internal means of
communication: website, e-mail, information materials, provision of
training, publication and dissemination etc.

5.3 Equality infrastructure
The Equality Committee will support the implementation of this
policy. The Equality Committee is a Principal Committee of Board
with staff and student representation.

The Equality Officer has an advisory role to the Equality Committee
and will support College in implementing this policy, liaising with
relevant departments and services and providing advice to staff and
students on the contents of this policy.

Other relevant units with particular roles regarding the
implementation of this policy:

Disability
The College Disability Service: The Disability Service aims to
provide appropriate advice, support and information to help
students and staff with disabilities.

Mental Health
Unilink: Unilink is a confidential, practical support service for staff
and students who may be experiencing mental health difficulties.
Unilink is based on campus and is run by the Discipline of
Occupational Therapy in collaboration with the Disability Service.

Widening Participation
Trinity Access Programmes: The Trinity Access Programmes (TAP)
are part of Trinity's contribution to tackling social exclusion, through
a range of innovative, targeted initiatives for individuals who, for
socio-economic reasons, have not yet realised their full educational
potential.



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Equality Policy


The National Institute for Intellectual Disability(NIID): has been
established at Trinity College to promote the inclusion of people
with intellectual disability and their families in further education.

Mature students (23 and over)
The Mature Students Officer: Trinity College Dublin’s Mature
Students Officer, Clodagh Byrne, provides advice and support to
both prospective and current mature students.

Inclusive curriculum
Trinity Inclusive Curriculum Project (TIC): TIC is a project
supporting the College’s aim to enhance the student experience and
embed inclusive teaching and assessment practices.

Women in science
WiSER: the Centre for Women in Science, Engineering and Research
(WiSER) works to recruit, retain, return and advance women in
academic science, engineering & technology.

5.4 Equality and Diversity awareness
College will implement equality and diversity training and
awareness programmes in order to ensure the implementation
throughout College of this Equality policy with regard to
employment and service delivery. Equality and diversity will be
mainstreamed in training programmes relevant to employment,
teaching or service user service.

The Staff Office and Equality Committee have a particular
responsibility with regard to these commitments.

5.5. Business contracts
College will seek to ensure that other companies from whom it has
contracted to receive goods and services are aware this policy is in
place and that these companies are expected to comply with it.
Breach of this policy or the Dignity and Respect policy will constitute
grounds to suspend the contract.

5.6 Complaints- staff, students, service users

The College’s Code of Governance requires the College to prepare
‘Guidelines in respect of Quality Customer Service for Customer and
Clients’. This work is at the early stage of development and when
completed will provide a framework for handling complaints across
all areas of the College’s activities.




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Equality Policy


The College’s complaint procedures do not affect the right of a
person to initiate a complaint under the Equal Status Acts 2000 to
2010 or the Employment Equality Acts 1998 to 2010.

Employment
Complaint procedure for staff members regarding employment
matters - follow the usual staff grievance procedures through line-
management structures. For information contact the Staff Office or
see http://www.tcd.ie/Staff_Office/procedures/disciplinary/

Academic
Complaint procedures for academic matters (students) - academic
appeals procedures. For information on undergraduate appeals
consult the College Calendar Part I, General Regulations
http://www.tcd.ie/calendar/part1/ or contact the Senior Tutor’s
Office. For information on postgraduate academic appeals consult
the College Calendar Part II http://www.tcd.ie/calendar/part2/ or
contact the Dean of Graduate Studies.

Bullying and harassment
Dignity and Respect complaints procedures: consult the Dignity and
Respect Policy detailing formal and informal processes
www.tcd.ie/about/policies/respect.php .

Access and service provision
Disability Act complaints procedure: The College has appointed two
Inquiry Officers to process complaints which people with disabilities
may have in relation to the services offered by Trinity College
Dublin. The Inquiry Officer will investigate a complaint and report
their findings in writing to both the Provost and the complainant.
http://www.tcd.ie/disability/disact2005/index.php#inquiry


5.7 Monitoring and review
College will actively seek feedback on the implementation of this
policy from staff, students and service users.
The implementation of the policy will be reviewed on a regular basis
by the Equality Committee and the policy updated on foot of this
review or other legal developments, at least every three years.

Each service, administrative and academic area will include a report
on the implementation of this policy in their Annual Report and will
facilitate the Equality Committee with the relevant information in
order to monitor implementation.

The Equality Committee will report on the overall implementation of
this policy in its Annual Report.

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Equality Policy




5.8 Further sources of information

Equality Officer
West Theatre
Trinity College, Dublin 2
equality@tcd.ie
T 01 896 3282
www.tcd.ie/equality

Equality Committee
www.tcd.ie/committeepapers/equality
The Equality Committee secretary is the Equality Officer, contact
details for correspondence above.


Staff supports
Employee Assistance Programme
College Health Service
Staff Office
Trade Unions


Student Supports
College Health Service
Student Counselling Service
Postgraduate Advisory Service
Tutorial Service
S2S Peer mentoring
Students’ Union Welfare Officer
Graduate Students’ Union President
College Disability Service
Unilink
College Careers’ Advisory Service
Student Parent Group
Day Nursery




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Equality Policy



5.9 Appendix 1 Definitions

About Equality
The principal of equality is enshrined in many international and EU treaties and
declarations.
The Universal Declaration of Human Rights sees equality as a fundamental principle
in terms of a person’s human rights – ‘All human beings are born free and equal in
dignity and rights’, Art. 1.

The key equality legislation in Ireland are the Employment Equality Acts 1998-2010
and Equal Status Acts 2000-2010.

Equality grounds

gender: a man, a woman, or a transsexual person

civil status: single, married, separated, divorced, widowed, civil partner, former civil
partner.

family status: pregnant, a parent of a person under 18 years, or the resident primary
carer or parent of a person with a disability;

age: this only applies to people over 16 except for the provision of car insurance to
licensed drivers under this age;

race and ethnicity: a particular race, skin colour, nationality or ethnic origin;

religion: different religious belief, background, outlook or none;

disability: this is broadly defined including people with physical, intellectual, learning,
cognitive or emotional disabilities and a range of medical conditions

sexual orientation: Gay, lesbian, bisexual, or heterosexual;

membership of the Traveller community: people who are commonly called
Travellers, who are identified both by Travellers and others as people with a shared
history, culture and traditions, identified historically as a nomadic way of life on the
island of Ireland.

Discrimination
Discrimination is prohibited and has a specific meaning in the Employment Equality
Acts and Equal Status Acts. Discrimination is defined as the treatment of a person in
a less favourable way than another person is, has been or would be treated in a
comparable situation on any of the nine equality grounds.
Discrimination can be direct, indirect, by association or imputation.

Indirect discrimination – indirect discrimination happens when there is less
favourable treatment in effect or by impact. It happens when people are, for example,
refused employment or training not explicitly on account of a discriminatory reason
but because of a provision, practice or requirement which they find hard to satisfy. If
the provision, practice or requirement puts people who belong to one of the grounds
covered by the Acts at a particular disadvantage then the employer will have


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Equality Policy

indirectly discriminated, unless the provision is objectively justified by a legitimate aim
and the means of achieving that aim are appropriate and necessary.

Harassment
Harassment is any form of unwanted conduct related to any of the nine
discriminatory grounds that has the purpose or effect of violating a person’s dignity
and creating an intimidating, hostile, degrading, humiliating or offensive environment
for the person.

Sexual harassment is any form of unwanted verbal, non-verbal or physical conduct of
a sexual nature.

In both cases the unwanted conduct may include acts, requests, spoken words,
gestures or the production, display or circulation of written words, pictures or other
material.
The emphasis is on the effect of the unwanted conduct on the recipient, not on the
intention of the perpetrator.

There are other forms of bullying and harassment which are not included in the Acts
but covered by other legislation such as the Employment Equality Acts, the Unfair
Dismissals Acts, the Safety, Health and Welfare at Work Act 2005, Civil Law and
Criminal Law.


Gender Mainstreaming
Gender mainstreaming is the (re)-organization, improvement, development and
evaluation of policy processes, so that a gender equality perspective is incorporated
in all policies at all levels and at all stages, by the actors normally involved in policy
making. (Council of Europe Group of Specialists definition).

The aim of gender mainstreaming is to achieve gender equality in practice. Equality
impact assessments and equality proofing are tools to achieving the goal of gender
mainstreaming.
 Gender mainstreaming involves an analysis of the effects of policies and practices
on women and men respectively, as part of the usual decision-making process.

Positive action
The Equality Acts allow for preferential treatment or the taking of positive measures
which are bona fide intended to
   • Promote equality of opportunity
   • Cater for the special needs of persons, or a category of persons who because
       of their circumstances, may require facilities, arrangements, services or
       assistance

The Equality Acts do not allow for Positive discrimination.

Reasonable accommodation of people with disabilities - in service provision
A person selling goods or providing services, a person providing accommodation,
educational institutions and clubs must do all that is reasonable to accommodate the
needs of a person with a disability.

This involves providing special treatment or facilities in circumstances where without
these, it would be impossible or unduly difficult to avail of the goods, services,
accommodation etc.


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Equality Policy

However, they are not obliged to provide special facilities or treatment when this
costs more than what is called a nominal cost. What amounts to nominal cost will
depend on the circumstances such as the size and resources of the body involved.
(Equal Status Acts).

Reasonable accommodation of people with disabilities - in employment
Nothing in the Act requires an employer to recruit or promote a person who is not
fully competent and fully available and capable of undertaking the duties attached to
the position. For the purposes of the Act a person who has a disability is considered
fully competent and capable on reasonable accommodation (referred to as
appropriate measures) being provided by the person’s employer.

An employer is obliged to take appropriate measures to enable a person who has a
disability:
    • to have access to employment
    • to participate or advance in employment
    • to undertake training
unless the measures would impose a disproportionate burden on the employer.

Appropriate measures are practical measures to adapt the employer’s place of
business including:
   • the adaptation of premises and equipment,
   • patterns of working time
   • distribution of tasks
   • or the provision of training or integration resources
   • The employer is not obliged to provide any treatment, facility or thing that the
       person might ordinarily or reasonably provide for himself or herself.

In determining whether the measures would impose a disproportionate burden,
account is taken of the financial and other costs entailed, the scale and financial
resources of the employer’s business, and the possibility of obtaining public funding
or other assistance.
(Employment equality acts)

Service user: the policy applies to all service users, visitors, customers and clients
of the College. The term ‘service user’ is then used as shorthand for all customers,
visitors, clients, guests and service users of the College, including students.

Vicarious liability
Employers are liable for discriminatory acts of an employee in the course of his or her
employment, unless they can prove that they took reasonably practicable steps to
prevent the conduct.




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