Disability Policy and Procedures
Brightside Training and Consultancy recognises its responsibilities and legal obligations in ensuring, as far as is reasonably possible, that people with disabilities are afforded equal opportunities with respect to employment and to receiving education
and are not discriminated against for a reason relating to their disability.
To this end, as an education provider, Brightside Training and Consultancy will take reasonable steps to:
- develop procedures and practices that enable those with disabilities to make use of our training;
- provide auxiliary aids or services that will assist disabled people to access our training;
- provide the service by an alternative method where physical barriers make it impossible or difficult for disabled people to use our service.
As an employer, Brightside Training and Consultancy will take reasonable steps to ensure:
- recruitment processes and terms of employment do not discriminate for reasons related to disability;
- opportunities offered for promotion, transfer, training or other benefits are the same for all employees;
- a disabled person is not put at a disadvantage because of their disability (e.g. provide specialist equipment, reorganise the working environment).
Every member of the Brightside Training and Consultancy team is expected, and encouraged, to show consideration towards disabled colleagues and learners, and to help implement this policy and related procedures. Discrimination on the grounds of disability will not be tolerated by Brightside Training and Consultancy.
If any member of staff has any queries about this policy, please contact Brightside Training and Consultancy Manager/Director.
Service to Learners
The accessibility of the centre will be reviewed 12 monthly, and reasonable steps to improve accessibility will be taken. When identifying reasonable steps, the following will be considered:
- whether taking particular steps would be effective in overcoming the difficulty that disabled people face in gaining access to our centre;
- the extent to which it is practicable for the Brightside Training and Consultancy to take the steps;
- financial and other costs of making the adjustment;
- the amount of disruption caused by taking the steps;
- the extent of our financial and other resources;
- money already spent by Brightside Training and Consultancy on making adjustments;
- the availability of financial or other assistance.
Any changes will be incorporated into a plan, and into Brightside Training and Consultancy maintenance programme, where appropriate, and implemented according to a realistic timescale.
Auxiliary aids that facilitate access to disabled patients are highlighted in the practice information leaflet, and include:
- external and internal ramps;
- induction loop;
- large-print information or other alternative formats, on request.
On induction, staff will be provided with the centre policy and procedures related to disability and made aware of issues relating to the Equality Act 2010, and the legal obligations of Brightside Training and Consultancy and its staff.
Staff will not discriminate on the basis of disability and will not treat a learner (or colleague) less favourably for reasons of disability. Note that there might be situations where a learner or a member of the centre team would be harmed if treatment was not refused; for genuine health and safety reasons, therefore, it might not be possible to provide care for a disabled person in our centre.
Staff are encouraged to:
- be aware that disabilities take a variety of forms and are not always visible;
- move from behind the desk if the desk is not at a level that is comfortable for wheelchair users to see staff or to lean on the desk;
- familiarise themselves with the centres evacuation procedures and how disabled patients are helped from the premises;
- avoid cluttering the centre with obstacles such as bags or boxes;
- treat all patients with dignity and respect and bear in mind that disabled patients have a right to good service, just like anyone else.
Responsibilities to Employees
- All person specifications, job descriptions and advertisements will clearly outline the genuine essential requirements of the post.
- All applicants will be assessed on their individual merits.
- Reasonable adjustments will be made in the recruitment and selection process, as required.
- The discussion of support requirements to enable an applicant with a disability to fulfil the duties of the post will take place after those involved in recruitment have taken the decision to appoint the applicant. The offer of employment to the applicant may be conditional on the nature of the disability and the reasonableness of any adjustments that may be required to be made.
- Training and development opportunities for promotion are offered equally to all employees.
- Reasonable adjustments that will help a disabled employee fulfil the functions of their position and avoid putting them at a disadvantage will be discussed with the employee and put into action.
The following staff have read and understood this policy.
Centre Team Member