Reasonable adjustments are changes to the professional environment or work patterns intended to respond to the barriers experienced by disabled people at work. Note: there is no requirement for a diagnosis because many people live with undiagnosed impairments and conditions, instead an individual can self identify as disabled. The type of reasonable adjustments people may ask for include:
- Computer software or equipment
- Equipment such as chairs or desks
- Neutral workspaces, with controlled sensory input, e.g. changing the lighting above someone’s desk or workstation
- Hybrid working arrangements including home working and staggered starts and exits
- Flexibility and understanding, e.g. with provision for time outs before and after meetings
- Improving access, e.g. changing the layout of a work area or the entrance to a building
- Providing an accessible car parking space or holding a job interview in a room that is accessible for someone who uses a wheelchair.
Examples of reasonable adjustments provided to people in the trust of the last two years include:
- Coaching sessions
- Text Help Read Write software
- Dragon software
- Noise-cancelling headphones
- Digital notebook
Why We Must Increase Accessibility At Work
Accessibility at work is about removing barriers to make sure disabled people can take an active part in working life. CNTW must make sure the workplace, and the way they work, is accessible to as many people as possible. This is on top of the legal requirement to make reasonable adjustments for disabled staff and job applicants.
Why Accessibility is Important
By focussing on accessibility you can:
- Support more people
- Reduce stress in the workplace and reduce related absences
- Potentially reduce requests for reasonable adjustments
- Build a culture that encourages inclusive behaviour
- Help to prevent discrimination
- Improve staff morale by treating everyone according to their needs
- Show a commitment to equality.
If an organisation feels they do not have enough resources to make changes, they should still do as much as they can. Some changes can be made at little or no cost and may prevent more costly interventions.
Making All Areas of Work Accessible
Accessibility can be about the workplace, for example making sure people can access a work premises. But it is not just about the physical workplace. Areas of work that can be made more accessible include:
- How people access and get around your estate, e.g. the entrance and access to things like toilets and staff rooms
- Anywhere staff are working, including working from home, e.g. making sure our staff can access everything they need when they are working remotely
- The tools, systems, and technology people use
- The way information is presented, in training courses, staff induction, presentations, interviews and written documents
- Decisions around ways of working, e.g. flexible or hybrid working
- How processes are carried out, e.g. staff consultation
- Recruitment, e.g. how information is given to job applicants and how interviews are carried out, to make sure nobody is excluded from fully taking part
- Access to meetings and training courses, including if they are being held outside of the usual workplace, paying attention to timings and workload as long days may not be conducive to inclusivity and accessibility.
There is NHS guidance on expectations of line managers which can be seen here: https://www.england.nhs.uk/long-read/the-expectations-of-line-managers-in-relation-to-people-management/#equality-diversity-and-inclusion-edi