Managing disability in the workplace can be a sensitive subject and sometimes makes employers and employees feel awkward, nervous of offending, or embarrassed. It doesn’t need to, though. Sensitively managing disability in the workplace is achievable with good HR management, proper planning, and timely actions. Let’s have a look at some key areas for approaching disabilities in the workplace with sensitivity.
This week is National Assistance Dog Week. Assistance Dogs in the Workplace perform practical assistive tasks for their disabled partner. This is to avoid them being at a disadvantage and to enable them to be independent. They also provide guiding skills in the case of blind or partially sighted people. For employers, the issues around assistance dogs in the workplace comes down to making reasonable adjustments. The Equalities Act 2010 and Disability Discrimination Act 1995 require employers to make reasonable adjustments. This is to avoid discriminating against people with disabilities. A disabled person should not be put at a disadvantage due to their assistance dog. For example, an applicant for a job who is accompanied at interview by their assistance dog should not be treated differently. You must not consider them less able to do the job than candidates without assistance dogs. The obligation of the employer is to objectively assess the candidate’s ability to perform the duties in the job they are applying for. If you appoint a candidate who has an assistance dog, there may be some changes that you need to consider making in the workplace. It’s reasonable to assume that assistance dogs in the workplace: will […]
