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We are committed to implementing, developing and maintaining a strong culture of support with equality and diversity for all members of staff regardless as to any disability they may have.

The Equality Act 2010 provides that 'A person has a disability if they have a physical or mental impairment, and the impairment has a substantial and long-term adverse effect on his or her ability to carry out normal day-to-day activities. "Substantial" means 'more than minor or trivial' and an impairment is considered to have a long-term effect if it has lasted for at least 12 months, it is likely to last for at least 12 months.

It is our aim to eliminate any discrimination, harassment or victimisation and ensure that there is equal opportunity for everyone.

OUR RESPONSIBILITIES

We have a duty to make reasonable adjustments to our business practices and premises to accommodate disabled people in circumstances when any current practice or the physical layout of our premises causes a substantial disadvantage.

In executing these duties we may:

• Make changes to the physical layout of our premises;

• Assign the disabled person a more convenient working space;

• Allow flexible hours

• Obtain equipment which will assist them

• Make changes to our normal business practices

• Provide training or support

We will do these things where it is reasonably practicable to do so.

RECRUITMENT

We actively encourage applications from all members of society regardless as to any disability or impairment that they may have.

The selection process will be based on merit. Any considerations in relation to reasonable adjustments will be dealt with separately.

EXISTING STAFF

So far as it may be reasonably practicable to do so, our aim is to ensure that members of staff who become disabled during the course of their employment with us are able to remain in their existing role. It is only when this is not reasonably practical that alternatives will then be considered.

In such circumstances staff can make specific requests themselves and we may also seek input from experts as to the suitable provisions which can be made.

In the event that the overall role of the employee is to change, we will provide training to assist in their transition into the new role and we will support them in all ways which it is reasonable to do so.

DISCLOSURE

Staff are encouraged to disclose any disability or impairment that they may have to allow us the opportunity to consider if reasonable adjustments could be made to assist them.

CONCERNS

If a member of staff has any concerns in relation to how their disability is being dealt with by us or believes that we could do more, they should report such a concern to ${contact_name}.

The concerns will be dealt with on an informal basis in the first instance and our aim will be to resolve the concerns quickly and efficiently.

If the concern is not dealt with to the satisfaction of the staff member, they can opt to escalate their concern as a complaint and should do so in accordance with our normal Grievance Procedures. A copy of the Grievance Procedure is available to all staff on request.

This Policy will be reviewed by us on an annual basis and will be updated / improved were necessary.