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{{org_field_name}}

Registration Number: {{org_field_registration_no}}

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Accessible Premises and Disability Inclusion Policy

1. Purpose and Scope

The purpose of this Accessible Premises and Disability Inclusion Policy is to ensure that {{org_field_name}} identifies and removes barriers which may place disabled people at a substantial disadvantage and makes reasonable adjustments in accordance with the Equality Act 2010.

{{org_field_name}} is committed to ensuring that:

• Services are accessible to disabled people.
• Premises under the organisation’s control are considered for accessibility.
• Reasonable adjustments are made where required.
• Information and communication are accessible.
• Digital barriers are identified and addressed.
• Staff understand disability inclusion and reasonable adjustments.
• People are supported to access care with dignity, choice and independence.

This policy applies to employees, contractors, service users, representatives and visitors.

As a domiciliary care provider, {{org_field_name}} recognises that regulated care is primarily delivered in service users’ own homes.

The organisation does not normally control the physical design of a service user’s private home. Where an accessibility issue within a person’s home affects safe delivery of care, {{org_field_name}} will:

• Assess the impact on the person and staff.
• Discuss the issue with the service user.
• Consider reasonable adaptations or alternative ways of delivering care.
• Liaise with relevant professionals, commissioners, landlords or other agencies where appropriate.
• Record agreed arrangements within the person’s care plan or risk assessment.

2. Policy Statement

{{org_field_name}} is committed to:

• Providing services that disabled people can access without unlawful discrimination.
• Making reasonable adjustments where disabled people would otherwise be placed at a substantial disadvantage.
• Anticipating potential barriers to access rather than relying solely on individuals to identify difficulties after they arise.
• Considering accessibility when using, acquiring, adapting or altering premises under the organisation’s control.
• Providing accessible information and communication support.
• Promoting equality, dignity, independence and participation.
• Consulting people about adjustments which affect them.
• Keeping accessibility arrangements under review.

The organisation will not assume that one adjustment will be appropriate for every disabled person.

Adjustments will be considered according to individual circumstances while recognising the anticipatory nature of the Equality Act duty applying to service providers.

3. Legal and Regulatory Framework

This policy will be implemented in accordance with applicable legislation, regulations and current national guidance, including:

• Equality Act 2010, including the duty to make reasonable adjustments for disabled people.
• Health and Social Care Act 2008 and Health and Social Care Act 2008 (Regulated Activities) Regulations 2014, including requirements relating to:
  • Person-centred care.
  • Dignity and respect.
  • Consent.
  • Safe care and treatment.
  • Good governance.
  • Staffing.
• Care Act 2014, where applicable.
• Human Rights Act 1998.
• Building Regulations 2010, where applicable to building work, including current requirements and statutory guidance concerning access to and use of buildings.
• Approved Document M – Access to and use of buildings, where applicable.
• Part T of Schedule 1 to the Building Regulations 2010 and current Approved Document T – Toilet accommodation, where applicable to relevant buildings and building work.
• Regulatory Reform (Fire Safety) Order 2005, where applicable to premises under the organisation’s responsibility.
• Current CQC Fundamental Standards and assessment guidance concerning equality, human rights, reasonable adjustments, accessible information and equity in access.
• The current Accessible Information Standard (DAPB1605) where it applies to the services provided by {{org_field_name}}.

Disability Discrimination Act 1995

The Disability Discrimination Act 1995 must not be cited as the current disability discrimination framework for services provided in England.

Its relevant provisions in Great Britain were superseded and repealed through the Equality Act 2010.

The Equality Act 2010 is therefore the principal current legislation governing disability discrimination and reasonable adjustments for the purposes of this policy.

Building Regulations and the Equality Act

Compliance with Building Regulations does not automatically establish compliance with the Equality Act 2010.

Building Regulations provide technical requirements applicable to relevant building work.

The Equality Act places broader duties on service providers and employers to consider and make reasonable adjustments where required.

4. Principles of Accessibility and Inclusion

Our approach to accessibility and inclusion is guided by the following principles:

4.1 Equality and Non-Discrimination:

• Ensuring that all individuals have equal access to services and premises without discrimination.
• Promoting fair treatment regardless of disability, age, gender, race, or other characteristics.

4.2 Dignity and Respect:

• Treating all service users, staff, and visitors with dignity and respect.
• Creating an inclusive environment that values diversity.

4.3 Inclusive Design:

• Designing premises, services, and communication methods to accommodate diverse needs.
• Implementing reasonable adjustments to remove barriers to access.

4.4 Empowerment and Participation:

• Encouraging service users and staff with disabilities to participate fully in decision-making.
• Supporting independence and self-determination.

5. Accessibility of Physical Premises

{{org_field_name}} will take reasonable and proportionate steps to ensure that premises under its control do not create avoidable barriers for disabled people.

Accessibility will be considered through:

• Equality Act reasonable-adjustment assessments.
• Health and safety risk assessments.
• Fire risk assessments.
• Accessibility audits where appropriate.
• Consultation with people using the premises.
• Applicable Building Regulations where building work is undertaken.

5.1. Access to Premises

Where reasonably required, adjustments may include:

• Step-free access or an appropriate alternative means of access.
• Ramps or lifts.
• Handrails.
• Suitable door widths and opening arrangements.
• Accessible entrance arrangements.
• Appropriate parking arrangements.
• Clear information about accessible routes.

The exact adjustment required will depend on:

• The building.
• The nature of the service.
• The people who use the premises.
• The physical barrier identified.
• Whether the adjustment is reasonable in the circumstances.

Where a physical feature cannot reasonably be altered, {{org_field_name}} will consider whether the service can be provided in another accessible way or location.

5.2. Internal Accessibility

The organisation will consider the accessibility of:

• Routes through the premises.
• Doorways.
• Waiting and meeting areas.
• Floor surfaces.
• Furniture layout.
• Toilets.
• Lighting.
• Seating.
• Signage.
• Access to equipment and facilities.

Where building work falls within the Building Regulations, the applicable requirements and current Approved Documents will be considered.

Where Part T applies to relevant new non-domestic buildings or a material change of use, the applicable toilet-accommodation requirements will be followed.

5.3. Signage and Wayfinding

Signage and wayfinding will be appropriate to the needs of people reasonably expected to use the premises.

Depending on assessed needs, this may include:

• Clear and legible signs.
• Good visual contrast.
• Appropriate symbols.
• Tactile information.
• Braille.
• Appropriate lighting.
• Clear identification of accessible facilities and escape routes.

Braille or tactile signage will be provided where this is an appropriate reasonable adjustment or is required by applicable building standards; it is not treated as a universal requirement for every sign in every premises.

5.4. Emergency Evacuation

Fire and emergency planning for premises under the organisation’s responsibility will take account of disabled people and others who may require assistance to evacuate.

The fire risk assessment and emergency plan will consider:

• Mobility impairment.
• Visual impairment.
• Hearing impairment.
• Learning disability.
• Autism.
• Cognitive impairment.
• Other conditions which may affect evacuation.

Where an employee or regular visitor requires individual arrangements, an appropriate Personal Emergency Evacuation Plan or equivalent individual evacuation arrangement will be developed.

Equipment such as:

• Evacuation chairs.
• Visual alarm devices.
• Vibrating or alternative warning devices.
• Refuge communication equipment.

will be provided where the fire risk assessment and evacuation strategy identify that it is reasonably necessary.

The policy does not assume that an evacuation chair is mandatory in every premises.

Emergency evacuation arrangements must not depend solely on rescue by the Fire and Rescue Service.

6. Communication and Information Accessibility

{{org_field_name}} will identify and meet people’s individual information and communication needs so that disability, impairment or sensory loss does not create an avoidable barrier to accessing care.

6.1. Accessible Information Standard

Where {{org_field_name}} provides publicly funded adult social care, the organisation will have regard to and implement the current Accessible Information Standard (DAPB1605).

The Standard applies to people who have information or communication support needs relating to:

• Disability.
• Impairment.
• Sensory loss.

It also applies to carers and family members involved in a person’s care where they themselves have a relevant information or communication support need.

The organisation will follow the six essential stages of the current Standard:

1. Identify

Staff will proactively identify whether a person has information or communication needs and what support is required.

Staff must not rely solely on the person making a specific request.

2. Record

Identified information and communication needs will be recorded clearly and consistently in the person’s care record and relevant administration systems.

Records will describe the actual need and required adjustment, for example:

• Requires information in Easy Read.
• Uses British Sign Language.
• Requires large-print correspondence.
• Requires information to be read aloud.
• Uses a communication aid.
• Requires additional processing time.
• Requires support from an appropriately qualified interpreter.

3. Flag

Relevant systems will clearly flag or alert staff to a recorded communication or information need so that it is not repeatedly overlooked.

4. Share

Information about relevant communication needs will be shared appropriately as part of:

• Care delivery.
• Referral.
• Handover.
• Transfer.
• Ongoing care coordination.

Information will only be shared in accordance with applicable data-protection and confidentiality requirements.

5. Meet

{{org_field_name}} will take appropriate steps to meet identified needs.

This may include:

• Easy Read information.
• Large print.
• Braille.
• Audio information.
• British Sign Language interpretation.
• Communication aids.
• Alternative contact methods.
• Qualified interpreters.
• Accessible digital information.
• Additional time for communication.
• Other individually appropriate adjustments.

Staff must not assume that family members should routinely act as interpreters where an appropriately qualified interpreter is required.

6. Review

Information and communication needs will be reviewed:

• At appropriate care reviews.
• When the person’s circumstances change.
• Where an existing adjustment is not effective.
• When the person requests a change.

Records and flags will be updated accordingly.

6.2. Equality Act Reasonable Adjustments

Where the Accessible Information Standard does not directly apply, {{org_field_name}} will nevertheless meet its applicable duties under the Equality Act 2010.

Reasonable adjustments may include changes to:

• Written information.
• Verbal communication.
• Appointment arrangements.
• Digital communication.
• Complaints processes.
• Care-planning meetings.
• Methods of contacting the organisation.

6.3. Digital Accessibility

Digital information and services used by {{org_field_name}} will be designed and operated with accessibility in mind.

The organisation will:

• Consider the needs of people using assistive technology.
• Use clear structure and language.
• Provide alternative formats where reasonably required.
• Avoid unnecessary digital barriers.
• Make reasonable adjustments where a disabled person would otherwise be substantially disadvantaged.

Recognised WCAG standards may be used as an accessibility benchmark where appropriate.

A specific WCAG standard will only be described as a statutory requirement where the organisation or digital service is actually subject to legislation imposing that technical standard.

6.4. Staff Training

Relevant staff will be trained to:

• Identify communication barriers.
• Ask sensitively about people’s needs.
• Record needs accurately.
• Recognise and respond to system flags.
• Arrange accessible information and communication support.
• Make reasonable adjustments.
• Review whether adjustments are effective.

Where the Accessible Information Standard applies, staff training will reflect its current requirements.

7. Inclusive Service Delivery

We provide person-centred care that respects individual needs and preferences:

7.1 Needs Assessment:

• Conducting comprehensive assessments that consider physical, sensory, cognitive, and emotional needs.
• Involving service users and families in care planning.

7.2 Reasonable Adjustments:

• Implementing adjustments to support equal access, such as flexible appointment times and accessible transportation.
• Providing adaptive equipment, such as hoists and adjustable beds.

7.3 Promoting Independence:

• Encouraging service users to engage in daily activities while receiving appropriate support.
• Offering skill-building opportunities to enhance autonomy.

8. Staff Training and Awareness

All staff receive training on accessibility, disability awareness, and inclusive practices:

• Understanding the Equality Act 2010 and disability rights.
• Identifying and addressing barriers to access.
• Communicating respectfully and effectively with individuals with disabilities.

Training is refreshed annually, and staff competency is regularly assessed.

9. Monitoring and Quality Assurance

We maintain high standards of accessibility through continuous monitoring and improvement:

9.1 Accessibility Audits:

• Conducting regular audits of premises, services, and communication methods.
• Identifying and addressing accessibility gaps.

9.2 Service User Feedback:

• Encouraging service users to share experiences and suggest improvements.
• Using feedback to inform accessibility initiatives.

9.3 Incident Reporting:

• Recording and investigating incidents related to accessibility barriers.
• Implementing corrective actions to prevent recurrence.

10. Complaints and Concerns

Service users, families, and staff can raise concerns about accessibility through our complaints procedure:

1. Submitting complaints verbally or in writing.
2. Investigating complaints promptly and fairly.
3. Communicating outcomes and implementing improvements.

11. Data Protection and Confidentiality

All disability-related information is handled in accordance with GDPR:

• Secure storage of accessibility assessments and care plans.
• Restricted access to personal information.
• Safe disposal of outdated records.

12. Continuous Improvement

We are committed to continuous improvement through:

• Regular policy reviews and updates based on feedback and best practices.
• Staff training and awareness initiatives.
• Collaboration with disability advocacy organisations.

13. Policy Review

This policy will be reviewed at least annually, or sooner where necessary, to ensure that accessibility and disability-inclusion arrangements remain lawful, effective and consistent with current CQC and national requirements.

An earlier review will take place where:

• The Equality Act 2010 or associated statutory guidance materially changes.
• Building Regulations relevant to accessibility materially change.
• Approved Document M materially changes.
• Part T or Approved Document T materially changes.
• Fire-safety requirements affecting disabled people’s evacuation materially change.
• The Accessible Information Standard is materially revised.
• CQC requirements concerning equality, accessibility, reasonable adjustments or communication materially change.
• Digital accessibility requirements applicable to {{org_field_name}} materially change.
• A complaint identifies a significant accessibility barrier.
• An incident demonstrates that an adjustment or evacuation arrangement was inadequate.
• An accessibility audit identifies significant deficiencies.

The Registered Manager will ensure that the review considers:

• Physical access to premises under the organisation’s control.
• Reasonable adjustments.
• Access to services delivered in people’s own homes.
• Toilets and facilities.
• Signage and wayfinding.
• Fire evacuation arrangements.
• Individual evacuation needs.
• Accessible information.
• Communication support.
• The Accessible Information Standard where applicable.
• Digital accessibility.
• Care planning.
• Equipment and assistive technology.
• Staff training.
• Complaints and feedback.

Where weaknesses are identified, {{org_field_name}} will:

• Remove or reduce identified barriers where reasonably practicable.
• Make or review reasonable adjustments.
• Review individual care arrangements.
• Review emergency evacuation arrangements.
• Improve accessible information or communication support.
• Obtain specialist accessibility, building-control or fire-safety advice where required.
• Provide additional staff training.
• Implement corrective and preventative action.

Material changes will be documented, approved and communicated to relevant staff.

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Responsible Person: {{org_field_registered_manager_first_name}} {{org_field_registered_manager_last_name}}
Reviewed on: {{last_update_date}}
Next Review Date: {{next_review_date}}
Copyright © {{current_year}} – {{org_field_name}}. All rights reserved.