Disability Equality

Disability Equality Peter Bailey Disability Matters Ltd

The ‘Medical Model of Disability’ • Views the disabled person as the problem. We are to be adapted to fit the world as it is. • If this is not possible, then we are likely to live and work in special places where our (basic) needs can be met. • The medical model values people where they can fit in and excludes them when they cannot. (Often described as the hidden model because it is used implicitly. It focuses on cures and 'special' services) Diversity, Disability and Difference ~ 2003 - European Year of People with Disabilities

The ‘Social Model of Disability’ ‘In our view it is society which disables physically impaired people. Disability is something imposed on top of our impairments by the way we are unnecessarily isolated and excluded from full participation in society’ (UPIAS 1976) • By this model disability is not an individual problem that can be solved individually. • Disability is external to the individual. • Disabled people cannot be included into work and social life because of the barriers they face in transport, buildings and excluding attitudes Diversity, Disability and Difference ~ 2003 - European Year of People with Disabilities

Disability Discrimination Act 1995 • DDA Definition • The Act defines a person as having a disability if they have a physical or mental impairment which has a substantial and long-term adverse effect on their ability to carry out normal day to day activities Diversity, Disability and Difference ~ 2003 - European Year of People with Disabilities

Disability Discrimination Act 1995 • Definition continued: • Physical and mental impairment includes sensory impairments • Mental impairment includes learning disabilities • Mental impairment must be ‘clinically well recognised’ (e.g. WHO - depression, agoraphobia) Diversity, Disability and Difference ~ 2003 - European Year of People with Disabilities

Disability Discrimination Act 1995 • Definition includes: • Physically controlled impairments (e.g. epilepsy) • Progressive conditions (e.g. Multiple Sclerosis) • Severe disfigurement (special category because of past discrimination) • History of disability (e.g. past nervous breakdown) Diversity, Disability and Difference ~ 2003 - European Year of People with Disabilities

Disability Discrimination Act 1995 • And normal day-to-day activities means: • ability to lift, carry or otherwise move everyday objects (e.g. a kettle) • memory or ability to concentrate, learn or understand (compared with the population) • perception of the risk of physical danger (visual, hearing or mental ability) Diversity, Disability and Difference ~ 2003 - European Year of People with Disabilities

Disability Equality - DDA Timetable • 2nd December 1996 - unlawful for employers and service providers to treat disabled people less favourably (e.g. can’t put job applications in the bin or send people away) • 1st October 1999 - DDA required service providers to make reasonable adjustments (e.g. large print council tax statements) • 1st October 2004 - DDA requires service providers to make adjustments to the physical features of premises (e.g. lower reception counters) Diversity, Disability and Difference ~ 2003 - European Year of People with Disabilities

Disability Equality - DDA Timetable • Code of Practice on service provision to support DDA - revised Code for 2004 available 26.2.02 on reasonable adjustments to physical structures for service providers • Special Education Needs and Disability Act extends DDA to Education providers from September 2001 to September 2005. • Disability Rights Commission began April 2000 - 1/3 complaints so far concern LA’s and 1/2 of these concern physical access (Life long services and in or out - Several ET cases usually Stress) Diversity, Disability and Difference ~ 2003 - European Year of People with Disabilities

Disabled People - Quiz Answers (1) • 8.4m disabled people covered by the DDA (15%) • 20% of the working age population are disabled • The minimum spending power is £40B a yearPercentages • 3% primary school children covered by the DDA • 10% are covered aged 16 to 24 • 33% at age 50 to 64 • 90% by age 90 Diversity, Disability and Difference ~ 2003 - European Year of People with Disabilities

Disabled People - Quiz Answers (2) • 180,000 people are totally blind • 1 million people have a visual impairment • 8.7 million people have a hearing impairment • 5.5 million people have a mobility impairment • 4 million people have a mental health need • 1.2 million people have a learning disability • 83% of disabled people acquired their impairment Diversity, Disability and Difference ~ 2003 - European Year of People with Disabilities

Disabled People in Southwark (1) • LA’s should establish local profiles to plan ahead • 1m/220 = 4,545 with visual impairments (S- 300) • 180,000/220 = 818 are totally blind • 8.7m/220 = 39,545 hearing impairment (S - 3,000) • 663 P, 2,440 S, 15,000 Mod, 20,000 Mild • 2m/220 = 9,090 use hearing aids • 5.5m/220 = 25,000 mobility impairment (S - 6,400 ) • 750,000/220 = 3,409 wheelchair users • 4m/220 = 18,000 mental health needs (S - ?) • 1.2m/220 = 5,454 learning disabilities (S - 870) Diversity, Disability and Difference ~ 2003 - European Year of People with Disabilities

Disabled People in Southwark (2) • LA’s should establish local profiles to plan ahead • 1.4m/220 = 6,363 Southwark people with diabetes • 420,000/220 = 1,909 with epilepsy • 200,000/220 = 909 with facial disfigurement • 120,000/220 = 545 with Parkinson’s disease • 85,000/220 = 386 with multiple sclerosis • 27,500/220 = 125 with muscular dystrophy Diversity, Disability and Difference ~ 2003 - European Year of People with Disabilities

The Disability Business Case 1 • Disabled people are just as productive • Many develop good problem solving skills • Better attendance records • Lower sickness absence once onset of impairment has settled • Fewer accidents • Most require no adjustments Diversity, Disability and Difference ~ 2003 - European Year of People with Disabilities

The Disability Business Case 2 • Adjustments are often modest and Work & Pensions can help with costs • Bring insights and understanding to new markets • Own spending power is £40+ billion • Staff morale and team development are enhanced when businesses are seen as inclusive employers • Organisations that are accessible to disabled people will be more accessible to all. (Source: Employers Forum on Disability) Diversity, Disability and Difference ~ 2003 - European Year of People with Disabilities

The Social Model of Disability and Barriers to Inclusion • Behavioural or attitudinal (people) • these arise when assumptions or stereotypes are made about the needs and abilities of disabled people such as deaf people cannot use the telephone. • solutions lie in training and exposure to new information • Environmental or physical (things) • these arise because the physical world is designed without effective consideration for all users. This includes transport, buildings, induction loops and alternative formats for information. • solutions lie in consulting disabled people and developing programmes to meet their needs Diversity, Disability and Difference ~ 2003 - European Year of People with Disabilities

The Social Model of Disability and Barriers to Inclusion • Organisational or institutional (rules) • these barr1iers arise when organisations agree policies without incorporating the needs of disabled people such as Health & Safety, fire regulations, seating all deaf people or wheelchair users together to make it easier to provide the service, rigid educational barriers for jobs. • solutions lie in regular reviews and in asking disabled people about their experiences using the service. • Negative self beliefs (internal) • these arise when disabled people internalise the stereotypes associated with care and dependence. • solutions lie in exposure to new information. Diversity, Disability and Difference ~ 2003 - European Year of People with Disabilities

Disabled People & DDA • How can discrimination occur?Inappropriate perception of needs = unintentional discrimination • Bringing about change in teams • people prefer to move a little at a time (Tom Peters) • good examples are better than good arguments (peer behaviour, letters from customers and ET decisions) Diversity, Disability and Difference ~ 2003 - European Year of People with Disabilities

Disabled People & Best Value • The four C’s of Best value include: • Consulting e.g. during service delivery and convene service user groups • Challenging how services are deliverede.g. disabled people traditionally have not spoken for themselves as others have spoken for them and services are often still service driven and not needs led based on consultation Diversity, Disability and Difference ~ 2003 - European Year of People with Disabilities

Disabled People and Accessing Services(examples 1) • Social Services sponsor 2 staff to learn British Sign language to ensure equivalent communication for clients who are deaf • Leisure Services install a swimmers hoist and train staff to improve access for mobility impaired • Housing install induction loops at a number of interview stations for hearing aid users • Highways accept a non written complaint from someone with learning disabilities who cannot read and write (use Council provided tape machine) Diversity, Disability and Difference ~ 2003 - European Year of People with Disabilities

Disabled People and Accessing Services (examples 2) • Registrar of Births etc assists visually impaired parents to complete register • Town Hall staff install distinctive banding to all glass doors for visually impaired visitors • Parking control staff are trained to recognise distress in someone with a mental health need • Corporate services publish an access guide to inform disabled clients of the main reasonable adjustments Diversity, Disability and Difference ~ 2003 - European Year of People with Disabilities

Disabled People and Accessing Services (examples 3) • Finance services make available large print versions of Council Tax statements • Environmental Services staff assist a person with dexterity problems to unload her car at the local amenity site • Council refurbishment programmes include acoustic barriers between interview areas to improve access for hearing impaired clients • Street furniture assessed for ease of identification by visually impaired people Diversity, Disability and Difference ~ 2003 - European Year of People with Disabilities

Disabled People and Accessing Services (Corporate examples) • All departments clear clutter away from public areas to improve access to all areas • All departments limit height of leaflet displays • All departments introduce random checks on parking bay misuse • All departments test wayfinding to their services using a colleague unfamiliar with the location • All departments aim to remove disabling barriers and become enabling environments Diversity, Disability and Difference ~ 2003 - European Year of People with Disabilities

Disabled People and Understanding Employment Needs (examples 1) • Reasonable adjustment (being effective) • Making adjustments to premises (door openers, ramps etc) • Allocating some duties to another person (vertigo and occasional roof tasks) • Transferring the recently disabled person to an existing vacancy (must search vacancies ASAP) • Altering the person’s working hours (fatigue and additional {unpaid} breaks) Diversity, Disability and Difference ~ 2003 - European Year of People with Disabilities

Disabled People and Understanding Employment Needs (examples 2) • Reasonable adjustment (being effective) • assigning the person to a different place to work (no longer able to climb stairs) • allowing absences for rehabilitation, assessment or treatment (therapy for depression) • providing training adjusted for the impairment (altering programme for dexterity problems) • providing equipment (magnification equipment for people with a visual impairment) Diversity, Disability and Difference ~ 2003 - European Year of People with Disabilities

Disabled People and Understanding Employment Needs (examples 3) • Reasonable adjustment (being effective) • modifying instructions or reference manuals (put manual onto audio tape for blind staff) • modifying procedures for testing and assessment (oral test for recent amputee) • providing a reader or interpreter (colleague reads mail for visual or hearing impairment - BSL) • providing supervision (fear when travelling between office buildings) Diversity, Disability and Difference ~ 2003 - European Year of People with Disabilities

Disabled People and Understanding Employment Needs • Areas subject to reasonable adjustments: • recruitment (ask if any requirements) • offering jobs (in appropriate format) • contracts and working conditions (agree adjustments) • training (ensure venue and course accessible) • promotion (and no assumptions about abilities) • transfer (ensure local manager is up to speed) • dismissal (only if no reasonable adjustment) ~ End of presentation ~ Diversity, Disability and Difference ~ 2003 - European Year of People with Disabilities

Disability Equality