Disability Discrimination Act 1995
- Created by: Daniel Kirkbride
- Created on: 18-04-17 13:19
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- Disability Discrimination Act 1995
- Features
- Employment
- Applies to all applicants, workers and employees
- Employers should make 'reasonable adjustments' to the working environment e.g. stair lift or equal opportunity policy
- Employers do not have to be aware of disability to discriminate
- Trade unions must admit disabled member and give them the same benfits
- Goods, facilities and services
- Applies to both paid and unpaid services (e.g. hotels, entertainment, training
- Services must make adjustments (disabled access) and provide equal services
- Housing
- Housing providers must provide aids for disabled people e.g. handrails or ramps for the use of premises
- Education
- Schools must provide support to disabled pupils and prepare access ability plans
- Services should be equally available
- Schools cannot discriminate e.g. refusing disabled pupils
- Transport
- Taxis should adhere to accessibility provisions
- Taxis should not charge extra to carry wheelchairs
- Taxis should give reasonable assistsance and ensure passenger safety
- Discrimination is classed as treating a disabled person less favourably than an able person for reasons related to disability that cannot be justified
- Does not apply to...
- Firefighters, police and armed forces (for safety reasons)
- Employers working mainly abroad
- Employers with 15 or less employees (likely don't have funds for adapting)
- Employment
- 4 main criteria for disability
- Physical or mental impairment
- Mental impairment includes clinically well-recognised mental illnesses (medical evidence may be required)
- The ability to carry out daily activities
- Difficulties with: mobility; dexterity; physical coordination; ability to carry/move everyday objects; memory and concentration and perception of risk
- Substantial adverse effect
- Impairment must be more than minor and may worsen over time
- Long term
- Impairment must have lasted for at least 1 year. Progressive conditions like cancer and HIV are classed as disability once it becomes symptomatic. However, proposed changes would be classed as disability from diagnosis
- Physical or mental impairment
- Weaknesses
- People may be scared to report abuse
- Not everyone knows their rights
- It can be difficult to enforce laws (e.g. on small businesses)
- Discrimination can often be hidden
- Cases are time consuming and expensive
- Top positions are still held by able people
- There are still wage gaps and stereotypes
- Strengths
- Recognised by all public bodies (e.g. the NHS)
- Covers both direct and indirect discrimination and protects disabled people
- Provides clear details about who is included
- Perpetrators must prove that they didn't discriminate rather than the victim having to prove it happened
- Places a duty on providers to consider equality
- More equality and inclusion in mainstream schools
- Provides a system of redress
- Examples of indirect discrimination
- Not having disabled access
- Not providing aid for learning disabilities
- Examples of direct discrimination
- Refusing services
- Refusing employment
- Effects of discrimination
- Isolated
- Depressed
- Low self-esteem
- Ill-health
- Self-fulfilling prophecy
- Why people may not want to report discrimination
- Fear of victimisation
- Do not know their rights
- Do not know who to go to
- Features
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