Equality and Diversity

Reasonable adjustments

The People Survey 2011 suggests those with a declared disability (40 staff) felt less involved than others in decisions affecting their work, feeling they lacked the tools to do their job effectively and that they were failing to achieve a good balance between work and private life. We are taking a fresh look at these issues when reviewing the effectiveness of line management training.

Following the people survey and recognising that the Intellectual Property Office (IPO) is undergoing a considerable change programme, managers and staff were reminded that the range of possible adjustments is potentially very wide exemplified by the kind of steps the IPO has taken at various times to rectify a disadvantage resulting from a disability.

These include:

• Altering hours or the place of work;
• Installing voice recognition software;
• Display Screen Equipment (DSE) adjustments such as suitable chairs, desks, armrests, footrests, keyboards, adapted mouse devices;
• Specialist screen and magnifying equipment for partially sighted staff;
• Hearing loops;
• Adjustments to duties or working hours on a permanent or temporary basis;
• Adjustments to sick absence triggers;
• Ability to return to work on reduced hours for a period of time;
• Disabled car parking spaces;
• Tailored personal emergency evacuation plans where required.

We have an Accessibility Advisory Group (AAG), which brings to the attention of management any accommodation or related issues which affect staff because of their disability. The group meets quarterly and attendees include staff with a disability, representatives of the trade unions (PCS, Prospect), Facilities Management, IT and others with an interest.

The AAG is helping encourage a climate where people are encouraged to come forward with requests for reasonable adjustments.

Next: Flexible working