Code
of practice on equality of opportunity for people with disabilities
1.
INTRODUCTION
1.1
It is the policy of the Southern Education and Library Board that
all eligible persons should have equal opportunity for employment
and advancement in the Board on the basis of ability, qualifications
and aptitude. In this context, the Board is committed to achieving
equality of opportunity for existing and potential employees
with disabilities.
1.2 It is recognised that some disabilities may affect performance
and employment potential, but a great many people with disabilities
are fully effective employees. The extent of disability and
the implications for work capacity will vary from individual
to individual. Some people with disabilities will improve
over a period of time, some remain stable, whilst others may
deteriorate, as with some neurological diseases. Some people
disabled from birth may have found ways of overcoming their
disability whilst others, disabled later in life, may need
more time and support to enable them to perform to the best
of their ability.
1.3 Officers with disabilities must have the same opportunities as
every other officer and the Board will give support and encouragement,
where possible, to enable them to fully develop their potential.
1.4 Amidst competing demands on time and resources, it is all too
easy for managers to overlook the potential of officers with
disabilities. The Code aims to encourage managers to examine
their perception of officers with disabilities so that the
Board can benefit fully from the skill, abilities and commitment
of officers or potential officers with disabilities.
2.
OBJECTIVES
The
objectives of the Southern Education and Library Board in
relation to the employment of officers with disabilities are:-
2.1.1 To ensure that potential officers with disabilities know that
they will receive equitable treatment and will be considered
solely on their ability to do the job;
2.1.2 To be recognised by the community as an employer which provides
good employment opportunities for people with disabilities;
2.1.3
To ensure that officers with disabilities are integrated into
the work environment and that any special needs that they
may have concerning work or the working environment will be
examined fairly and met, where possible.
2.1.4 To ensure that officers who become disabled are retained in
suitable employment, if possible;
2.1.5 To ensure that the skills and potential of officers with disabilities
are developed to the full and that they are offered training
and promotion opportunities on the same basis as their colleagues;
2.1.6 To ensure that, whenever possible, buildings will be provided
with facilities which will enable persons with disabilities
to gain access and egress.
3.
SCOPE
3.1 The Code of Practice applies to officers and potential officers
with a disability.
3.2 This covers those whose disability is or is not immediately apparent.
It includes those who choose to register as disabled under
the Disabled Persons (Employment) Act (Northern Ireland) 1945
and those who opt not to register.
4.
LEGISLATION
4.1 The Board's main responsibilities under the Disabled Persons (Employment)
Acts (Northern Ireland) 1945 and 1960 are as follows:-
4.1.1
To employ a three per cent quota of registered disabled people;
4.1.2
If below quota, not to discharge a registered disabled person
without reasonable cause;
4.1.3 If below quota, to give preference to a registered disabled
person over a non-disabled person if otherwise the respective
ability, qualifications and aptitude of the candidates are
evenly balanced.
4.2 The Chronically Sick and Disabled Persons (Northern Ireland) Act 1978,
as amended by the Disabled Persons (Northern Ireland) Order
1982, requires new or substantially altered buildings or premises
in which disabled people are employed to be provided with
facilities which meet their needs.
4.3 Where possible, existing buildings will be adapted to facilitate
the employment of people with disabilities. Special attention
will be given to the safety of officers with disabilities.
5.
EMPLOYMENT PRACTICES
5.1 Monitoring
Procedures
for the collection of statistics on officers with disabilities
in the work-force have been agreed with the Trade Unions.
5.2 Recruitment
It
is the policy of the Board to provide full and fair consideration
for potential officers with disabilities. In particular:-
5.2.1 Advertisements will make it clear that persons with disabilities
are welcome to apply;
5.2.2 Job descriptions and personnel specifications will not contain
nor imply unnecessary physical requirements;
5.2.3 If necessary, and where possible, special arrangements will
be made for candidates with a disability when attending an
interview.
5.3 Appointments to Posts
Care
will be taken when placing officers with disabilities to ensure
that they settle into work as smoothly as possible and that
any particular needs arising from their disability are examined.
Where necessary supervisory and other officers will be informed
about the disability of an officer, and special arrangements
will be made to facilitate the officer. Where appropriate,
the Board may liaise with the Disablement Employment Adviser
in the Department of Economic Development when placing appointees
with a disability.
5.4 Training
The
Board will ensure that officers with disabilities are provided
with the same access to training and development opportunities
as their colleagues. Every effort will be made to ensure that
training material is available in a suitable medium and that
there is appropriate physical access to training locations.
Those
with responsibility for recruitment and selection will be
given training to ensure that persons with disabilities are
treated in a fair and equitable manner.
All
officers will be made aware of the need to treat persons with
disabilities in a responsible and objective manner.
5.5
Career Development
The
assessment of job and career prospects of officers with disabilities
will be considered solely on the basis of their performance.
5.6 Officers who become Disabled During the Course of Employment
Officers
who become disabled will be retained if possible in the same
or similar job. If this is not possible, every effort will
be made to find a suitable alternative post. Consideration,
in consultation with the appropriate Trade Union, will be
given to job restructuring, part-time work or other flexible
working arrangements including sheltered employment. If considered
necessary the Employment Medical Advisory Service will be
consulted and an assessment sought from the Employment Rehabilitation
Unit of the Department of Economic Development.
6.
SHELTERED EMPLOYMENT
6.1 The Sheltered Placement Scheme (SPS) is financed and managed by
the Department of Economic Development under the Disabled
Persons (Employment) Acts (Northern Ireland) 1945 and 1960.
It provides job opportunities for persons with disabilities
in an ordinary work place environment. People with physical
disabilities, sensory impairments or learning difficulties
may be considered for placement.
6.2
Recognising the difficulties that disabled people face in gaining
employment, the Board will actively encourage the use of the
Sheltered Placement Scheme.
7.
AVAILABILITY OF ADVICE AND ASSISTANCE
7.1 The Equal Opportunities Officer will co-ordinate the implementation
of this Code of Practice, and will be responsible for:-
7.1.1 Maintaining accurate details on officers with a disability;
7.1.2 Seeking to ensure effective implementation of the Code of Practice;
7.1.3 Advising any officer who becomes disabled while in the Board's
employment and who wishes to remain in employment;
7.1.4 Advising and assisting line managers and officers with any problems
which may occur in the employment of people with disabilities.
Note
As
a consequence of the enactment of the Disability Discrimination
Act 1995, this Code of Practice is being revised and will
be reissued as soon as it has been finalised.
|
