Cooperative Education & Careers Division

In considering how accessible your work environment is you may find the following checklists and related websites useful.

Physical access for all:

• Parking with spaces for wheelchairs alongside (may experience difficulties accessing this page)
• Entrance clearly signed and ramped
• Steps Stairs and corridors checked for clear signs and access
• Correct heights for doors, seats phones and so on for wheelchair users
• Attachments to phones /alarms for those with hearing difficulties
• Regular checks for obstructions.

Training for staff in disability awareness:

• One member of staff should be responsible for ensuring that there are reasonable adjustments.
• Staff training in disability issues/etiquette
• Customer-care policies re: customers with disabilities.
• Publicity about accessibility of your service
• Statements of committment to equality and diversity

Recruit and retain good employees:

• Written equal-opportunities policy statement
• Staff Development program
• Flexi-working available
• Training and development/promotion opportunities for all
• Staff retention policy for those who become disabled
• Manage sickness absence
• Reduce risk and lost working time/Maximise contribution by reducing risk and lost working time.

Reasonable Accommodations:

Under the reasonable accommodation clause of the Employment Equality Act, an employer must do all that is reasonable to facilitate employees with disabilities. Reasonable adjustment covers the whole range of employment including:

• Recruitment & Selection
• Training
• Promotion
• Career development
• Transfer and retention

It is worth noting that very many employees with disabilities do not require any adaptations at all. The Ahead (Association for Higher Education Access & Disability) website provides useful guidelines.

Where adaptations are required, employers and employees have access to state funding.

Details of the Workplace Equipment/Adaptation Grant (WEAG) are available on the Fas website.

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