Disability Discrimination Act Products and Services
The Disability Discrimination Act (DDA) came into effect on 1 October 2004.
From 1 October 2010, the Equality Act replaced most of the Disability Discrimination Act (DDA). However, the Disability Equality Duty in the DDA continues to apply.
Equality Act 2010
The Equality Act 2010 aims to protect disabled people and prevent disability discrimination. It provides legal rights for disabled people in the areas of:
The Equality Act also provides rights for people not to be directly discriminated against or harassed because they have an association with a disabled person. This can apply to a carer or parent of a disabled person. In addition, people must not be directly discriminated against or harassed because they are wrongly perceived to be disabled.
More information about the Equality Act, and how you can obtain copies of the Act, can be found on the Government Equalities Office website.
Discrimination and reasonable adjustments
Under the Equality Act 2010 it is unlawful for service providers to treat disabled people less favourably because they are disabled. The service provider must not indirectly discriminate against a disabled person unless their is a clear reason to do so.
Also service providers must not treat a disabled person unfavourably because of something connected with their disability, unless there is a clear and fair reason. For this form of discrimination the service provider must know or should reasonably have been expected to know that the person is disabled.
A service provider must not harass a disabled person in relation to access to everyday services.
There is protection from discrimination against:
Examples of reasonable adjustments could include:
What is considered a reasonable adjustment for a large organisation, like a bank, may be different from a reasonable adjustment for a small local shop. It is about what is practical in the service provider’s individual situation and what resources the business may have. They will not be required to make adjustments that are not reasonable because they are unaffordable or impractical.
Reasonable adjustments in the workplace
Under the Equality Act 2010 an employer has a duty to make reasonable changes for disabled applicants and employees. These are know as 'reasonable adjustments'. Adjustments should be made to avoid you being put at a disadvantage compared to non-disabled people.
The need to make reasonable adjustments can apply to the working arrangements or any physical aspects of the workplace. For example, adjusting your working hours or providing you with an adapted piece of equipment to help you to do the job. Physical adjustments might include replacing steps with a ramp.
Also, if it is reasonable, the employer needs to provide an extra aid to ensure the disabled worker is not disadvantaged. This might mean providing special or adapted equipment to do the job.
Here at Electric-wise, we are able to provide you with any of the following products:
Refuge Alarm for Disabled People in Public Places: Simple effective 2-way communication system for use in 'refuge' areas in public buildings with more than one-storey. Wheelchair users cannot 'leave the building' if required to do so in an emergency so a 'refuge' area is a safe place they can go to and the system assists rescue teams and assures the evacuee that help is on the way.
Vibrating Pagers and Underpillow Vibrating Pads: BS5839 part 1 2002 states "...additional means of giving warning to people with impaired hearing might be appropriate" This is very important if a hearing impaired person might visit, work in, or sleep in, your work premises.
Disabled Persons Assistance System: An easy to install and expand solution to meet the growing requirement for a means of indicating that assistance is required. If you operate any premises where these solutions are required, we can help.
Wireless Disabled Toilet Alarm
Shop Signage Sets
Channel Door Openers
Induction Loop Systems: These systems allow hearing aid users to hear more clearly. Under the DDA, any organisation offering goods, facilities or services to the general public, must make 'reasonable adjustments' to ensure they do not unlawfully discriminate against disabled people. Employers must also take measures to ensure that existing and potential employees are not disadvantaged in the workplace