How to Prevent Disability Discrimination in the Workplace

Most of the work to prevent disability discrimination happens before anyone discloses anything. If your process only starts when someone asks, you have already lost the candidates who did not think it was worth asking.

Start with recruitment, because that is where adjustments are most often skipped. Say in the advertisement that adjustments are available and name who to contact. Check that your application system, testing and interview format do not exclude people by design. Describe the genuine requirements of the role rather than the way the work has always been done.

Then run a standing adjustment process rather than improvising. One clear route to request, a person who owns it, a decision timeframe, and a written outcome. Managers should know that the obligation runs up to unjustifiable hardship and that the burden of showing hardship sits with the employer.

The Commission’s guidance on employee rights under the Disability Discrimination Act is the reference point. This is general information rather than legal advice.

See Sentrient’s equal employment opportunity course and work health and safety course.