Disability Discrimination Webinar Slides
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Transcript of Disability Discrimination Webinar Slides
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A little bird told me….
0113 322 7240 [email protected] www. shorebird-rpo.com
SHOREBIRD ATTRACT
SHOREBIRD MANAGE
SHOREBIRD SUPPORT
Help companies with their direct hiring strategy
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Shorebird Manage
0113 322 7240 [email protected] www. shorebird-rpo.com
Promote, Communicate and Organise your Recruitment…
Want to know
more?
Why not ask for an
online demo?
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Marie Walsh Winston Solicitors LLP 112 Street Lane Roundhay Leeds
Disability Discrimination
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Summary
Eligibility
Direct discrimination
Discrimination arising from disability
Indirect discrimination
Victimisation and harassment
Reasonable adjustments
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Definition - disability
Equality Act 2010 – “A person (P) has a disability if P has a physical or mental impairment and the impairment has a substantial and long term adverse effect on his ability to carry out normal day to day activities” (Section 6 (EA 2010))
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Four key questions: 1
1. Is there a physical or mental impairment?
Identify the impairment
Medical advice
Beware of deemed disabilities
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Four key questions: 2
2. Is there an affect on the employees ability to carry out normal day-to-day activities?
Activities must be normal, e.g. shopping, reading and writing, getting dressed etc
Effects on ability at work?
Personal statement?
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Four key questions: 3
3. Is the affect substantial?
More than minor or trivial
Likely to reoccur
Progressive condition
Medical advice
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Four key questions: 4
4. Is the affect long term?
Lasted at least 12 months or
Likely to last 12 months or
Likely to last for the rest of their life
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Eligibility
Day 1 rights
Advertisements
Application to termination
Unlimited compensation
Injury to feelings
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Direct discrimination
“Because of disability, a person (A) treats another (B) less favourably than A treats or would treat others”
(Section 13(1) EA 2010)
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Discrimination arising from disability
A treats B unfavourably because of something arising in consequence of B’s disability; and
A cannot show that the treatment is a proportionate means of achieving a legitimate aim.
(Section 15(1) EA 2010)
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Indirect discrimination
A applies to B a provision, criterion or practice (PCP)
B has a disability
A applies (or would apply) that PCP to a person who does not have B’s disability
The PCP puts (or would put) those with B’s disability at a particular disadvantage when compared to other persons.
The PCP puts (or would put) B at that disadvantage
A cannot justify the PCP by showing it to be a proportionate means of achieving a legitimate aim
(Sections 6 and 19 EA 2010)
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Victimisation
A subjects B to a detriment because either:
B has done a protected act; or
A believes that B has done or may do a protected act
(Section 27(2) EA 2010)
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Harassment
1. A engages in unwanted conduct related to disability;
2. The conduct has the purpose or affect of violating B’s dignity or creating an intimidating, hostile, degrading, humiliating or offensive environment for B.
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Harassment (cont’d)
In deciding whether conduct should be regarded as having the required affect, the following must be taken into account:
1. B’s perception
2. The other circumstances of the case
3. Whether it is reasonable for that conduct to have that affect.
(Section 26(4) EA 2010)
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Reasonable adjustments
The Equality Act imposes a duty on employers to make reasonable adjustments.
The duty can arise where a disabled person is placed at a substantial disadvantage by reason of:
1. An employer’s provision, criterion or practice (PCP)
2. A physical feature of the employer’s premises
3. An employer’s failure to provide an auxiliary aid
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Questions?
? ?
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Winston Solicitors - contact details
Telephone: 0113 320 5000
Website: www.winstonsolicitors.co.uk
email: [email protected]
LinkedIn: www.linkedin.com/in/mariewalshsolicitor
Twitter: @MarieWinstonLLP
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• View more FREE webinars at
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and recordings http://linkd.in/1acZPdh
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Thank you
0113 322 7240 [email protected] www. shorebird-rpo.com