Disability Discrimination In The Workplace

Disability

The Equality Act 2010 makes it unlawful to discriminate against employees because of a mental or physical disability.

Under the act, a person is identified as disabled if they have a physical or mental impairment which has a significant and long-term effect on their ability and hinders their progress in carrying out normal day-to-day activities.

In the work place the activities mentioned above may include using a computer and telephone, communicating with colleagues, undertaking and completing tasks given, physical activity and driving.

Employment is one of the areas covered by the Equality Act 2010

There are six main types of disability discrimination.

Direct discrimination

Is when a person is treated differently because of disability,

Victimisation

Treating someone differently because they have made or supported a complaint about disability discrimination.

Discrimination arising from disability

Where a person is treated 'unfavourably' because of a factor linked to their disability, but not the disability itself.

Failure to make 'reasonable adjustments'

One of the most common types of disability discrimination is when an employer fails to make 'reasonable adjustments' for a disabled job applicant or employee. If adjustments are deemed as 'reasonable', an employer must enforce them to ensure its workplace do not disadvantage a disabled job applicant or employee already within the organisation.

Equality and Diversity including bilingualism (Welsh and Irish/Gaelic)

The aim of the Equality Act 2010 is to ensure there are equal job opportunities and fairness for employees and job applicants. All organisations must have policies in place so that this happens and to prevent discrimination.

Under the Act, it is unlawful to discriminate against people at work because of nine areas termed in the legislation as protected characteristics:

• age

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