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{{org_field_name}}

Registration Number: {{org_field_registration_no}}

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Supporting Employees with Disabilities Policy

1. Purpose This policy outlines {{org_field_name}}’s commitment to supporting employees with disabilities, ensuring they are treated fairly, have equal opportunities, and receive reasonable adjustments to perform their roles effectively. The policy aligns with CQC regulations, the Equality Act 2010, the Health and Safety at Work Act 1974, and the Health and Social Care Act 2008 (Regulated Activities) Regulations 2014. {{org_field_name}} is dedicated to fostering an inclusive workplace that values diversity and removes barriers for employees with disabilities.

2. Scope This policy applies to all employees of {{org_field_name}}, including full-time, part-time, temporary, bank, and agency staff. It covers all aspects of employment, from recruitment to ongoing support, ensuring compliance with equality and disability inclusion principles.

3. Legal and Regulatory Framework

• Equality Act 2010: Prohibits discrimination and mandates reasonable adjustments for employees with disabilities.
• Health and Safety at Work Act 1974: Requires employers to ensure a safe working environment for all employees, including those with disabilities.
• CQC Regulations: Requires care providers to ensure a fair and inclusive working environment that does not discriminate against staff with disabilities.
• Disability Discrimination Act 1995: Protects disabled employees from unfair treatment and ensures workplace accessibility.

4. Commitment to Disability Inclusion

• Equal Opportunities: All employees, regardless of disability, have equal access to recruitment, training, promotion, and career development opportunities.
• Anti-Discrimination: No employee will be treated less favourably due to a disability.
• Workplace Adjustments: Reasonable adjustments will be made to ensure employees can perform their job effectively.
• Supportive Culture: {{org_field_name}} fosters a culture of inclusion, understanding, and respect for employees with disabilities.

5. Recruitment and Selection

• Accessible Application Process:
  • Job adverts will be available in accessible formats upon request.
  • Candidates with disabilities can request reasonable adjustments during the recruitment process.
• Fair Assessment:
  • Selection criteria will focus on skills and competencies, avoiding bias related to disabilities.
  • Interview panels will be trained in inclusive recruitment practices.
• Guaranteed Interview Scheme:
  • Candidates with disabilities who meet the minimum criteria for a role may be offered an interview under a guaranteed interview scheme.

6. Reasonable Adjustments in the Workplace

• Examples of Adjustments:
  • Physical modifications (e.g., ramps, accessible desks, ergonomic chairs).
  • Flexible working hours or remote working where appropriate.
  • Assistive technology, such as screen readers or voice recognition software.
  • Additional support, such as job coaching or workplace mentoring.
• Requesting Adjustments:
  • Employees can request adjustments via HR.
  • A reasonable adjustments assessment will be conducted in consultation with the employee.
  • Adjustments will be reviewed periodically to ensure they remain effective.

7. Supporting Employees with Long-Term Health Conditions

• Health and Well-being Support:
  • Access to occupational health services.
  • Mental health support, including counselling and Employee Assistance Programmes (EAPs).
• Managing Absence:
  • Flexible leave policies for medical appointments and treatment.
  • Return-to-work plans for employees recovering from illness or surgery.
  • Phased return options to ease employees back into their roles.

8. Workplace Accessibility and Inclusive Environment

• Physical Accessibility:
  • Workspaces will be assessed for accessibility, ensuring ease of mobility.
  • Accessible restrooms and communal areas.
• Digital Accessibility:
  • Internal systems, training materials, and communication methods will be accessible.
  • Alternative formats available for key documents (e.g., large print, braille, audio).

9. Training and Awareness

• Staff Training:
  • All employees receive disability awareness training.
  • Managers trained in making reasonable adjustments and providing support.
• Promoting Inclusivity:
  • Awareness campaigns to reduce stigma and increase understanding.
  • Encouragement of open dialogue about disabilities and support needs.

10. Handling Complaints and Grievances

• Zero-Tolerance Approach:
  • Any form of disability discrimination or harassment will not be tolerated.
• Reporting Mechanism:
  • Employees can report concerns to HR confidentially.
  • Complaints will be investigated and handled fairly in line with CH31-Disciplinary and Grievance Policy.

11. Monitoring and Compliance

• Regular Review:
  • HR will monitor disability inclusion efforts and track workplace adjustments.
  • Employee feedback will be gathered through surveys and consultations.
• CQC Compliance:
  • The policy will be aligned with CQC standards to ensure fair treatment of staff.
  • Adjustments will be recorded and reviewed for regulatory compliance.

12. Related Policies

• CH28-Staff Conduct and Code of Ethics Policy
• CH30-Equality, Diversity, and Inclusion Policy
• CH16-Health and Safety at Work Policy
• CH31-Disciplinary and Grievance Policy
• CH27-Staff Supervision, Training, and Development Policy

13. Policy Review

• This policy will be reviewed annually or sooner if required due to changes in CQC regulations, employment laws, or business needs.
• Updates will be made to ensure continued compliance and best practices.

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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.