Disability Discrimination Act: Implications for Practice Placements

Speaker 2 - Hilary Davies

In relation to the DDAct'95 employers are grappling with the implications for employees and service users. Hopefully this can be built on for student placements.

The Human Rights Act is also important.

Agencies need to provide formats which are accessible to all staff.

Selection and recruitment policies need to be open and inclusive.

• Was information put out about the programme in advance - on tape, in Braille?
• Has the student's suitability and readiness for training been checked out?
• Have people's needs been checked in advance?

What is the student's experience of the taught programme? Is the Curriculum accessible?

If so, all this needs to be taken into placement.

Staff teams need disability training-knowledge of how disabled people are marginalised and disadvantaged in the employment market.

It will be hard work for staff members. Total avoidance or inclusion.

Does the workplace have an enabling culture?

Anticipatory work needs to be undertaken.

Good disability practice = good practice.

Therefore need

• to make reasonable adjustments (31% of adjustments have no cost; only 12% of adjustments cost over £1000).
• to see the whole person
• to take into account - learning needs, aids, adaptations, workloads and opportunities.
• flexibility of work days, work weeks and length of placement.
• to consider colour coding, lighting, doors, phone systems.
• to review placements early because people with disabilities can face discrimination.
• to provide mentors.
• to be clear about assessment - disabled people often think that they have to be twice as good.