disability discrimination – what you need to know
TRANSCRIPT
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Disability Discrimination – What you need to know By: Marie Walsh On: 14th July 2015 @ 13:00
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Housekeeping
“Please use the chat box for questions,
thoughts and Debate”
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Applicant Tracking System (ATS)
Careers websites
Recruitment Support
Streamline your recruitment processes
Improve recruitment communications Promote your employer brand Reduce the costs of recruitment Tighter control on recruitment decisions Manage the ROI of recruitment Attract better quality people, faster
Recruitment Advertising
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Disability Discrimination 14th July 2015
Marie Walsh
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Disability ?
• Equality Act 2010
• Physical or mental impairment • Impairment must have substantial
adverse effects • Adverse effects on normal day to day
activities. • Long term.
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Legislation
• Covers – Employees, Contract Workers,
Partners and Office Holders
• Applies to recruitment, terms and conditions, promotions, transfers, dismissals and training.
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Types of Discrimination
• Direct • Indirect • Unfavourable treatment because of
something arising in consequence of a disability
• Failure to make Reasonable Adjustments • Harassment related to disability • Victimisation
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Direct Discrimination
• Section 13 EqA 2010
• Because of disability a person treats another less favourably than he/she would treat others
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Indirect Discrimination
• Section 6 and Section 19 EqA 2010
• A provision criterion or practice (PCP)
• C had a disability
• The PCP is applied to everyone
• The PCP puts or would put those with the Claimants disability at a particular disadvantage
• The PCP puts or would put the Claimant at that disadvantage
• PCP can not be justified by Respondent.
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Arising From …
• Section 15 EqA 2010
– Respondent treats Claimant unfavourably because of something arising in consequence of the Claimants disability
– Respondent can not show the treatment is a proportionate means of achieving a legitimate aim.
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Reasonable Adjustments
• Section 20 EqA 2010
– Duty on employers to make reasonable adjustments to premises or working practices to help disabled job applicants and employees.
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Harassment
• Civil Claim. • Also under the EqA 2010 – section 26
• Unwanted conduct related to disability • Purpose or effect of violating Claimants
dignity or creating an intimidating hostile degrading, humiliating or offensive environment for the Claimant
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Harassment Cont
• Taking into account C’s perception, circumstances of the case and whether its reasonable for the conduct to have that effect.
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Victimisation
• If the Employer subjects the employee to a detriment because he/she has don’t intends to do or is suspected of doing or indtending to do a protected act.
• Protected act are for example bringing proceedings under the EqA
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Questions
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Thank You
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