Disability Equality Scheme

Introduction

The Disability Discrimination Act (1995) [hereafter DDA] was introduced in order to improve access and opportunities for people with disabilities. Under the DDA it is unlawful to discriminate against a person with a disability. Additionally, organisations are required to make ‘reasonable adjustments’ so that people with disabilities can access employment and services. The new legislation, which is referred to as the Disability Equality Duty and is incorporated into the Disability Discrimination Act 1995 by means of the Disability Discrimination Act 2005 requires organisations to be proactive in promoting positive attitudes and disability equality. Part of the new legislation requires that all public bodies publish a Disability Equality Scheme which details the organisation’s plans for promoting disability equality.

This is the Academy’ first Disability Equality Scheme.

The scheme will aim to remove, wherever possible, any barriers that exist for disabled staff and students who try to access employment and education at the Academy of Forensic Medical Sciences.

In time, it is hoped that this scheme and successive schemes will enable the Academy to become a disability confident organisation in the area of employment to ensure that all current and potential employees are aware that they will be valued for the skills, attributes and experience that they bring to the organisation.

Staff and disability

The diversity training that all staff at the Academy must undertake contains an element that concentrates on general disability equality issues. It is recognised, however, that more needs to be done in this area to promote disability equality. The new Disability Equality Duty requires that the Academy becomes proactive and actively promotes disability equality.

Students and disability

Support for students with disabilities and learning difficulties happens in a variety of ways. These are described below.

Admission to the Academy

Our Admissions Policy states that all students will be judged primarily on academic merit and only after a decision whether or not to offer a place has been taken do we consider the implications of any disability. Any final offers of admission will be made after discussions with applicants about measures necessary to offset any disadvantage arising from a disability.

Student Services

Student Services provide a comprehensive range of support for all students; some of the services provided will be of particular benefit to students with disabilities, ongoing medical conditions, mental health difficulties or learning difficulties.

Academia

It is expected that students will find the staff at the Academy committed to assisting students in whatever way they can. As well as providing assistance academic staff can be required to provide their course material in an accessible format. To streamline the process of placing academic material into accessible formats (e.g. Audio, large print etc).

Impact assessments

The aim of an impact assessment is to examine policies and practice in a structured way to ensure that disproportionately adverse effects on particular groups, in this instance, disabled people, are avoided.

Disability Scheme

General action points:

Staff, student and public involvement

• Involve disabled staff and students, as well as those externally who have an interest in disability equality in all aspects of the DES.
• Target: Consider innovative ways to do this on an ongoing basis.

Disability Equality Policy

• Outlines the approach of the Academy to students and staff with disabilities.
• Target: To annually review this policy in June.

Disability Information

• Provide better information on support for student with disabilities during their studies at the AFMS.
• Target: Overhaul the current Disability Statement to provide up to date information for applicants and existing students by August 2007.

Feedback

• To collect accurate data on the student experience at the Academy.
• Target: Review and enhance feedback systems for students with disabilities.

Staff Action Points

Information/Statistics

• Develop a management information resource that provides an accurate picture of the numbers of staff with disabilities and the types of disabilities that are prevalent within the AFMS.

External Resources

• Various external resources exist to aid organisations when dealing with staff disabilities.
• Target: Investigate what resources are available and consider whether they are useful for the Academy.

Organisational Culture

• It is very difficult to get staff to come forward and declare a disability because, at present, they cannot see a benefit to doing this or are suspicious as to why the Academy would want to know about a disability.
• Target: Considers ways to change this culture if possible by training, raising awareness etc. This will be an ongoing long-term objective.

Recruitment and Selection

• The Academy already ensures that disability discrimination does not come into the recruitment and selection process but the processes should be reviewed and enhanced if appropriate.

Support for Disabled Staff

• Staff need to be aware what help is available for them from the Academy should they have or develop a disability.
• Target: Devise a document that explores the different practical aspects of supporting a member of staff who develops or has a disability and ensure that it is publicised effectively.

If you have any queries regarding the content of this document, or, if you would like to become involved with the disability equality agenda at the Academy, please contact: Professor P. Vanezis OBE at info@afms.org.uk