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Action in the Workplace

This section contains information on actions that can be taken to enhance accessibility and opportunities for people with disabilities in the workplace and is intended to facilitate learning by highlighting good practice.



Checklist for Action in the Workplace

Tips on action that can make the workplace a user-friendlier place for both employees and customers

Equal Opportunity Policy:

  • Does the employer have an Equal Opportunities Policy, which includes the employment of people with disabilities?
  • Is a senior company representative responsible for its implementation through all levels within the company?
  • Is all discriminatory behaviour clearly dealt with through company policy and grievance procedures?

 

Recruitment:

  • Are advertisements positively worded to welcome applications from people with disabilities?
  • Are notices of job vacancies, job descriptions and application forms available in an accessible format for disabled applicants, e.g. available in Braille or on computer disk for blind or visually impaired people?
  • Do advertisements state that necessary arrangements can be made at the interview to accommodate the needs of people with disabilities?
  • Have the appropriate State or Voluntary agencies working with disabled people been notified of the vacancies?
  • Does the employer have links with local disability representative organisations and local agencies?
  • Does the employer have links with local disability representative organisations and local agencies?
  • Does the employer automatically grant an interview to all qualified applicants with a disability and state this in company advertisement?
  • Does the employer discuss any questions s/he might have about a person?s ability to do a particular job/task with either the individual or appropriate agency prior to making a final recruitment decision?
  • Is the employer aware of the range of employment supports and advice services available and the requirements of Employment Equality legislations?

Career Development and Promotion:

  • Is there regular consultation with disabled workers or their Union representatives to determine if the employees require assistance to overcome any problems?
  • Do disabled workers have the same opportunities to train/retrain and develop their skills as other workers?
  • Has consideration been given to varying job content, location or working hours to further facilitate disabled employees?
  • Has retraining for alternative, or re-assignment or equal terms, been considered for employees who have recently acquired a disability or whose disability is progressive (i.e. becomes more pronounced over time)?
  • Is the composition of the workforce reviewed on a regular basis to ensure equal opportunities for all, including employees with disabilities?

 

Safety Procedures:

  • In the event of emergencies or evacuation drills, are specific members of staff designated to assist employees with visual impairments or others who cannot use the stairs?
  • Are disabled employees familiar with escape routes and trained in all safety procedures?
  • Are visual alarms for hearing impaired workers installed in all areas of the premises, including toilet blocks?
  • Are exit routes and procedures designed to cater for the slower movement of people with disabilities?
  • Are exit routes clearly signposted?
  • Is the employer aware that a building, which is adapted to meet the needs of workers with disabilities, also becomes a building, which is safer for all workers and customers?

 

Facilities:

  • Are toilets, restrooms and canteen areas accessible to workers with disabilities?
  • Is provision made for special dietary needs?
  • Are floors non-slip and corridors wide enough to facilitate people with mobility disabilities or people using wheelchairs?

Under the Reasonable Accommodation Fund, the Department of Social protection help the employer to take appropriate measures to enable a person with a disability/impairment to have access to employment by providing the following grants and schemes the Workplace Equipment/Adaptation Grant, the Personal Reader Grant, the Job Interview Interpreter Grant and the Employee Retention Grant.




For further information on this topic, please contact:

Name: Department of Social Protection
Address: Aras Mhic Dhiarmada , Store Street , Dublin 1 , Ireland
Telephone: 01-8748444
Email: info@welfare.ie
Webaddress: https://www.welfare.ie/secure/info.html


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