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Disability Equality Scheme and Action Plan
December 2006
Foreword from the Chief Executive............................................................... 2 Executive Summary ...................................................................................... 4 Summary of DESch Objectives..................................................................... 7 The North West Development Agency........................................................ 11 The North West evidence base................................................................... 14 NWDA work on disability……………………………………………………….17 Overview of the Disability Equality Duty ..................................................... 22 Involving disabled people in developing the DESch ................................... 24 Assessing impact ........................................................................................ 26 Our Disability Equality Scheme................................................................... 29 Feedback, compliments and complaints..................................................... 32
Appendices.................................................................................................. 33 Defining disability....................................................................................................... 33 The Disabled People’s Reference Group .................................................................. 35 Glossary of Terms ..................................................................................................... 36 Organisational Structure ............................................................................................ 37 Disabled People’s Organisations in the Northwest .................................................... 38
Foreword from the Chief Executive The Northwest Regional Development Agency (NWDA) successfully leads the economic development of England's Northwest. For the NWDA to be effective, it is vital that all communities are engaged and can contribute to the success and regeneration of our region. The NWDA recognises the diversity of the Northwest’s people and communities as a real economic asset and seeks to deliver the opportunity of economic participation for all. We welcome the Disability Equality Duty as a means to actively promote this involvement for our disabled community. This Disability Equality Scheme has been drafted to reflect the NWDA’s key role as a strategic economic leader, regional facilitator, investor and employer. Delivery of the Scheme, both by ourselves and by our partners will mean embedding the actions firmly in the mainstream of both our internal and external facing work. Our Executive Management Board will be at the forefront of leading the successful delivery of this change. Internally we aim to quickly develop exemplar practice in many areas and will use our management systems to ensure effective delivery and ongoing monitoring of performance. Many of our partners will have developed their own Disability Equality Schemes and we will be looking to them to complement, enhance and challenge our progress – as we will challenge them. Working with our Board, Executive Management Team, Equality & Diversity Champions and our employees, we have had significant engagement with disabled people in order to develop our Disability Equality Scheme (DESch). We are convinced this process has already given rise to a re examination of some of our ways of working, both internally and externally, and plan for this learning to continue. We have undoubtedly benefited from their insight and their willingness to be our “critical friends” and we look forward to continuing to work with them as we turn our DESch into action. At NWDA we are committed to promoting disability equality, and so are proud to present our first Disability Equality Scheme. We aim for it to make a positive impact both in our own work and our work with partners. Signed Steven Broomhead… 2
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Executive Summary The NWDA has committed, through the Regional Economic Strategy to: “deliver sustainable economic development – enabling all people to satisfy their basic needs and enjoy a good quality of life, without compromising the quality of life of future generations. It recognises that the diversity of the Northwest’s people is a real economic asset and seeks to deliver the opportunity of economic participation for all” (RES, p3) This Disability Equality Scheme (DESch) addresses the Northwest Regional Development Agency’s (NWDA) general and specific duties under the Disability Discrimination Act (DDA) 1995. The Act requires all public bodies to show how they will eradicate unlawful discrimination, promote equality of opportunity and promote positive attitudes towards disabled people. The DESch is a three year plan that aligns with the Regional Economic Strategy (RES) and the Corporate Plan. It links closely to the Regional Equality and Diversity Strategy (REDS) and addresses both the Agency’s internal processes and its strategic influencing role. Like most public sector organisations, the NWDA has a statutory obligation to produce a Disability Equality Scheme by December 2006. Section 27 of the Regional Development Agencies (RDAs) Act 1998 also charges RDAs to work towards achieving equality, and organisations such as the Disability Rights Commission are required to investigate public sector organisations’ progress in meeting Disability Equality targets. “I was out in Chester one Saturday afternoon and it was very busy. A lady approached me and asked why I came into the city on Saturdays when it was busy. I bounced the question back to her. She said that she had no choice as she worked all week. Clearly she assumed that I don’t because I use a wheelchair. These assumptions are so widespread and I get them all the time.”
disabled peoples’ reference group member The economic imperative of developing activity which encourages excluded groups of the region’s adult population into the workforce has a clear and positive business impact on the region’s economy. There is a strong
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business case for developing effective mechanisms to ensure economic inclusion for disabled people in the Northwest. The region is very diverse with a population of approximately 6.8 million, with about 20% being disabled people. Therefore equality and inclusion are not insignificant minority concerns and it is central to the region’s success for everyone to be fully able to participate in, and contribute to our economy and society. The Agency’s three year DESch has 44 Strategic Objectives. The Objectives are linked to the RES, and outline our proposed activities and timelines under the following key headings: a) Strategic Objectives, b) Equality Impact Assessment, c) Policy*, d) Infrastructure and Development*, e) Enterprise, Innovation and Skills*, f) Operations*, g) Corporate Resources*, h) HR, Organisational Change and Development* (HROC&D). (* NWDA Directorates) Following detailed discussion within the Agency, and with the disabled peoples’ reference group, the overarching strategic priorities which have emerged for the DESch are: a) Disability Equality Impact Assessments (EIA), b) Project development and appraisals, c) Procurement and contract compliance, d) HROC&D processes and procedures, e) Positive promotion relating to the NWDA and the region, f) Ongoing involvement of disabled people. To ensure the delivery of these priorities we will be assessing the impact of our activities, policies and strategies on disability equality, and subsequent monitoring and review will identify any adverse impact. We will deliver the necessary briefings and training to colleagues, building on the training already received by the Equality Champions, and will be resourcing the further development and involvement of the disabled peoples’ reference group. 5
The Agency will ensure that the Disability Equality Scheme is effectively delivered by embedding the requirements of the Duty into our mainstream work through an inclusive, crossAgency approach and an agreed implementation structure. This will include regular reports to the Board and the Social Inclusion Sub Committee, a lead Executive Director, and the Equality Champions Group, which is chaired by the Chief Executive. The Equality Champions have been identified across the Agency, from all directorates and with wide ranging job roles. They have already undertaken equality training and will be supported and facilitated by the Health & Social Inclusion team as well as HROC&D. Performance against the targets will be measured through mainstream management processes and published annually. The Social Inclusion Sub Committee will maintain an overview and report annually to the Board on progress. The Scheme will be reviewed in its entirety in the third quarter of 2009.
“I really feel excluded as a disabled person from civic life and community activities. I can’t attend parish council meetings because they are inaccessible. Other people can get involved in anything they’re interested in that’s going on, whereas disabled people need to do far more planning and even then, they may not be able to take part.”
disabled peoples’ reference group member
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Summary of DESch Objectives Strategic Objectives 1.
Involve disabled people and their organisations in NWDA activity.
2.
Ensure inward investment activities of the NWDA promote the involvement of disabled people.
3.
Work with the Regional Skills Partnership to better promote skills and training provision to disabled people.
4.
Commission a cost / benefit analysis of the exclusion of disabled people from employment, housing and transport.
5.
Work with the Regional Skills Partnership to ensure that the Regional Statement of Skills Priorities, and actions to address them, positively include disabled people.
Equality Impact Assessment (EIA) 6.
Ensure the EIA process fully addresses the new legal duties and promotes disability equality across the NWDA.
7.
Build NWDA expertise in, and quality of, EIA’s.
Policy 8.
Ensure NWDA Policy and Strategy developments take full account of Disability Equality Duty (DED) requirements.
9.
Ensure that review and delivery of the Regional Equality and Diversity Strategy takes full account of DED requirements.
10.
Influence the development of new opportunities for ERDF & ESF to ensure maximum potential for disabled people’s inclusion.
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11.
Ensure our DED duties are passed on the Sub Regional Partnerships, where appropriate.
12.
Use NWDA expertise and knowledge to influence how the organisations we partner with, and/or fund, understand and are delivering their devolved responsibilities under the DED.
Infrastructure and Development 13.
Disabled people are involved in ensuring that projects and programmes which include premises take account of DED/DDA requirements.
14.
Embed equality and inclusion in the design and delivery of all programmes.
15.
Ensure principles of inclusive design are built into all our work on planning
16.
Embed Corporate Social Responsibility (CSR) within businesses through delivery of the Responsibility NW programme.
Enterprise, Innovation and Skills 17.
Establish the prevalence and needs of existing and potential disabled entrepreneurs in the Northwest.
18.
Link into, and support the development of, networks for disabled entrepreneurs in the Northwest.
19.
Work with training delivery agencies and providers to address the skills gap for Incapacity Benefit (IB) claimants.
20.
Work with employers to raise awareness of the barriers to entering employment for disabled people
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21.
Influence NW Business Link to increase the confidence and effectiveness of SME employers in recruiting, retaining and developing disabled staff.
22.
Raise the understanding of SMEs of the lost opportunity of excluding disabled people, and the market benefits of being positive about disabled people.
23.
NW Business Link will be viewed as delivering best practice in terms of DED.
Operations 24.
NWDA to ensure that all PR and information produced is accessible.
25.
Promote positive attitudes towards disabled people in all our internal communications.
26.
Ensure that funded events promote positive attitudes towards disabled people.
27.
Ensure the highest possible access standards at NWDA run / sponsored events.
28.
Work with Regional Tourist Boards to ensure that disabled people are encouraged to visit the NW and diversity amongst our visitor base is actively welcomed.
29.
Ensure that best practice in welcoming disabled visitors is promoted widely.
Corporate Resources
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30.
Ensure positive action to diversify the Agency’s supplier base.
31.
Ensure disability equality is embedded into NWDA procurement documentation and processes.
32.
Review standard legal documentation for procurement of goods and services, and grants.
33.
Ensure that all significant and ‘high profile’ projects meet DED requirements.
34.
Ensure exemplary access standards at all NWDA buildings so that disabled people who visit our premises will feel welcomed and comfortable
HR, Organisational Change and Development 35.
NWDA staffing profile to more accurately reflect the diversity of the NW to become an exemplar employer.
36.
The NWDA will develop a better understanding of why disabled people do not apply for jobs within the Agency.
37.
Provide a recruitment and retention guide for staff and line managers.
38.
Develop robust and distinct NWDA sickness and disability absence policies.
39.
Develop Line Managers to ensure that staff are comfortable reporting mental health issues such as stress and anxiety to them.
40.
Ensure the harassment policy addresses disability harassment.
41.
Positively integrate disabled staff into existing internal consultation processes, also ensuring a dedicated process for disabled staff.
42.
Ensure staff training integrates disability equality and diversity education 10
The North West Development Agency The NWDA is one of nine regional development agencies established by the government to enable businesses and communities in the regions to develop solutions for the different economic challenges they face. The Agency covers the sub regions of Cheshire and Warrington, Cumbria, Greater Manchester, Lancashire and Greater Merseyside. Leading on the sustainable economic development and regeneration of England’s Northwest, the NWDA provides a crucial link between the needs of business and government policies, and helps to create an environment in the region in which business can flourish. The Agency has consistently met or exceeded all targets set by government, helping to boost economic development in the Northwest. Since its inception in 1999 the Agency has: · · · ·
Created or safeguarded 161,200 jobs, Created 12,000 new businesses, Reclaimed 3,700 hectares of brownfield land, Levered £2.1 billion of private sector investment.
In addition, the Agency was one of the first RDAs to be assessed by the National Audit Office (NAO) in 2006, being awarded the highest available ranking of “Performing Strongly”. Governance is through a private sectorled Board which sets the strategic direction for the Agency across all activities and ensures a strong focus on the themes, actions and priorities within the Regional Economic Strategy (RES). Operationally the Agency is divided into Directorates managed by the Executive Management Board and led by the Chief Executive. In the last year the Agency has undergone significant internal changes to realign its resources against strategic priorities. Launched in March 2006 the RES was drawn up by an Advisory Group of 25 private and public sector partners and following extensive and inclusive consultation with over 4,000 organisations. It sets out a clear vision for the region’s economy, and identifies specific priority actions to meet the economic challenges and opportunities for the next ten years and close the
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economic gap with the rest of England. The RES vision is for a dynamic, sustainable international economy which competes on the basis of knowledge, advanced technology and an excellent quality of life for all where: · Productivity and Enterprise levels are high, in a low carbon economy, driven by innovation, leadership excellence and high skills, · Manchester and Liverpool are vibrant European Cities and, with Preston, are key drivers of cityregion growth, · Growth opportunities around Crewe, Chester, Warrington, Lancaster and Carlisle are fully developed, · Key growth assets are fully utilised, · The economies of East Lancashire, Blackpool, Barrow and West Cumbria are regenerated, · Employment rates are high and concentrations of low employment are eliminated. The RES identifies three major drivers to improve the Northwest’s economic performance: · Improving productivity and market growth, · Growing the size and capability of the workforce, · Creating the right conditions for sustainable growth and private sector investment. There are 122 RES actions for achieving the vision, across five themes, with 45 actions being designated as ‘transformational actions’. The themes are: · Business, · Skills and Education, · People and Jobs, · Infrastructure, · Quality of Life. The NWDA Equality Vision Working with partners, the NWDA has a key role to play in the economic growth of England’s Northwest. A central theme within the Agency’s Corporate Plan is to secure this growth through economic and social inclusion, ensuring that some of the most disadvantaged communities and 12
neighbourhoods are able to compete fairly for economic and employment opportunities. The NWDA recognises the diversity of the Northwest’s people and communities as a real economic asset and seeks to deliver the opportunity of economic participation for all. This Disability Equality Scheme has been drafted to reflect the NWDA’s key role as a strategic economic leader, regional facilitator, investor and employer. The RES identifies many actions to tackle the exclusion faced by disabled people, for example: · Promoting enterprise to nontraditional entrepreneurs (RES 3) · Facilitating a reduction in skill disparities for equality groups (RES 34) · Tackling discrimination in the Labour Market (RES 41) · Developing and delivering intensive support for those groups with low employment rates compared to England, including disabled people (RES 44) Key, however, is the RES Transformational Activity 111, to deliver the Regional Equality and Diversity Strategy (REDS), with a focus on: · Economic participation for all, · Reducing hate crime and violence, · Promoting diversity as an asset. The NWDA aims to ensure that everyone is able to fully participate and has a stake in a thriving economy – a fair, tolerant and inclusive Northwest. Turning this vision into reality will require the Agency to respond effectively to a diverse customer base and workforce by mainstreaming equality and inclusion into all strategies and delivery mechanisms. Our Disability Equality Scheme is designed to ensure this delivery from the Agency and, where possible, from its partners.
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The North West evidence base The Northwest is the largest region in the UK outside London and the South East. In 2003 it generated just over 10% of UK national income with a £98 billion economy. It is home to the largest media hub outside London (Manchester), one of the world’s most famous waterfronts (Liverpool), the largest concentration of advanced manufacturing and chemicals production in the UK (Lancashire and Cheshire) and to one of Europe’s leading National Parks (The Lake District). However, the Northwest also has challenges to overcome with significant concentrations of worklessness: despite recent improvements there are still major concentrations of deprivation and poor conditions restricting economic growth, closely associated with health inequalities and high crime levels. In addition, the incidence and experience of disability differs by a range of factors such as socioeconomic status, gender, age, religion and ethnicity. There is a need to unlock the economic potential of the region’s diverse but currently disadvantaged communities, including disabled people, as well as tackling discrimination within the labour market itself. The Northwest is a very diverse region of 6.8 million people with 20.6% 1 of the working age population being disabled people. The Northwest has 4 out of the top 20 Local Authorities in the country for both “not good health” and “limiting long term illness” 2 . “I went for breast screening recently at a supposedly accessible centre. I couldn’t get close enough to the machine in my powered chair so the staff asked if I could use one of their wheelchairs. I agreed, but as there was no hoist and no trained staff to use it this couldn’t happen. I went away unscreened, only to receive a letter a week or so later informing me that my breast screening had showed no abnormalities!”
disabled peoples’ reference group member
The demographics of the population are changing rapidly and it is estimated that by 2010 only 20% of the workforce will fit the stereotype of 1 2
Annual Population Survey April 2005 – March 2006. Census 2001
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white, male, nondisabled and less than 45 years of age. Changes to the age structure of the population mean that the workforce is shrinking. In the Mid Year Population Estimates 2004 the NW ranked as the highest English region in terms of the percentage share of the population who are children, fifth in terms of working age and seventh in terms of older people. The NW employment rate for disabled people is 44.1% compared with an English average of 50.9% 3 , whilst 9.9% of the working age population is receiving Incapacity Benefit (IB), the largest number in any English region. The marked concentration of IB claimants in the older industrial areas suggests that this is a labour demand issue and that large numbers have been diverted from unemployment to sickness and/or disability benefits in these areas because there have not been enough suitable jobs. 4 The existence of entrenched poverty, discrimination and disadvantage inhibits the region's potential growth and means that currently not everyone shares in its success. Communities that face discrimination experience this disadvantage disproportionately. Up to 25% of women pensioners are living in poverty, disabled people are much more likely to be out of work, and among some minority ethnic groups, 20% of the population are actively seeking work but are unemployed. The largest level of research undertaken on disability at a regional level in the Northwest was part of the North West Regional Assembly “Committed to Inclusion” project. Published in 2000, Committed to Inclusion, Accepting the Challenge; the North West and Disability remains the most comprehensive up to date source of information and strategy. “Committed to Inclusion” suggests that disabled people frequently earn lower wages and are more likely to be unemployed than nondisabled people. People with mental illness and learning disabilities were even less likely to be in employment. A study conducted in Summer 2004, part funded by the NWDA, found that removing barriers to work would benefit women, disabled people and BME communities, and through increasing economic activity rates for these
3 4
Annual Population Survey April 2005 – March 2006. Economic and Social Audit of the North West: NWRA, March 2005: nwra..gov.uk
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groups to match the regional average, the Northwest economy would 5 actually be functioning 25% more effectively. The Northwest has an ageing population – while 30% of the population was over 50 in 2001 that figure is expected to rise to 40% by 2021, and this is significant because the incidence of disability rises with age.
5
SQW ‘Mapping the Economic Contribution of Equalities Communities in the North West’, October 2004, www.nwra.gov.uk
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NWDA work on disability Defining Disability The Disability Discrimination Act 1995 (DDA) says that “A person has a disability if he has a physical or mental impairment, which has a substantial and longterm adverse effect on his ability to carry out normal daytoday activities.” Some disabled people feel this focuses too much on a ‘medical model’ of disability. The code of practice for the DDA 2005 moves this issue on by explaining that, “The poverty, disadvantage and social exclusion experienced by many disabled people is not the inevitable result of their impairments or medical conditions, but rather stems from attitudinal and environmental barriers.” This is known as the ‘social model of disability’, a model which gives the NWDA a practical way of putting its legal duties into practice. The social model of disability explains that it is social ‘barriers’, which cause ‘disability’ not impairments. The NWDA is working to reduce the barriers that exclude (disable) people who have impairments. These barriers can be, for example: – prejudice and stereotypes related to the way things are organised and run, – little or no access to information, buildings and transport.
Defining Deaf Culture The NWDA recognises that many people who use British Sign Language see themselves as a linguistic minority not as ‘disabled’ people. Deaf (with a capital D) is a way of describing a culture with its own sign language, lifestyle, history, and a sense of belonging. This is a cultural model of deafness rather than a medical model and defines being Deaf as a positive way of experiencing the world visually. Many successful Deaf people’s organisations in the Northwest operate from this perspective, whilst the medical model of deafness focuses on a negative view of how much someone’s hearing differs from the norm, as “something wrong” with the individual.
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The NWDA has carried out valuable work in respect of disability, both with partners and in its own right, and examples are given below. However, despite some excellent activities, the Agency recognises that it has been an uncoordinated approach and the DED offers a welcome opportunity to review these activities and build on them in a structured and comprehensive manner. Our work to involve disabled people in drawing up the DESch has already proved beneficial to a range of Agency activities, giving us opportunity to consider exactly what we do and why, and the positive or negative impact that this might have on disabled people. We are keen to grow and nurture this work. The NWDA’s Equality and Diversity Champions Group was formed to develop a coordinated approach to implementation of strategy on equal opportunities and diversity for the Agency. This ensures existing activities in this area, including disability, are properly coordinated in line with current good practice and in support of the Regional Economic Strategy 6 . The Disability Equality Scheme This document is the NWDA’s most recent work on disability, produced in partnership with a reference group of disabled people from across the Northwest, and with the support of Breakthrough UK Ltd, a NW disabled peoples’ organisation. It marks a step change in our ways of working in two respects – the involvement of disabled people and the aim to mainstream positive action around disability in all we do. The Regional Equality & Diversity Strategy (REDS) In support of the Regional Economic Strategy (RES) (Transformational Activity 111), the Northwest’s first Equality and Diversity Strategy is a three year plan setting out the key priorities for action around the equality and diversity agenda in the region. NWDA has agreed to take responsibility for delivery against the specific objective “Economic Participation for All” and recognises the potential of the introduction of the DED to strengthen this work.
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http://www.nwda.co.uk/res
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Equality and Diversity Policy and Guidelines for NWDA staff The aim of this policy is to ensure that the Agency is an organisation which recognises and values diversity and intends to be an example of good practice. This will be achieved by implementing equal opportunities across the whole spectrum of NWDAs business, the three main dimensions of this being: – As an employer, – As a deliverer of programmes, – By playing a leadership role through partnership and facilitation.
“Disability in the NorthWest – Final Report” The aim of this work, carried out via the NWDA Regional Intelligence Unit 7 was to provide a detailed analysis of the present availability of research, intelligence and datasets with regard to ethnicity and disability, especially focussed on the full and part time labour markets. The final report contains disability datasets for the Northwest with data for the sub regions and local authorities (where available).
NW Disability Awareness Day The Agency was pleased to be able to support the Warrington Disability Partnership as sponsors of their Disability Awareness Day (DAD) for the last 2 years. The DAD highlighted a range of independent living and support services offered by over 250 statutory, business and voluntary organisations, and promoted the latest technology and equipment aimed at maintaining or improving independence. Attracting disabled people and their families from across the Northwest, the Warrington DAD was a weeklong event in 2006, with an estimated 8000 people attending. Diversity Awards The Positive Action Awards were launched at Disability Awareness Day 2004 through a collaboration of the Warrington Disability Partnership and 7
www.nwriu.co.uk
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the Northwest Regional Development Agency. The aim of the Positive Action Awards is to provide an opportunity for disabled people and carers living in the Northwest to nominate employers, businesses, service providers or individuals that deserve recognition for promoting independence, delivering accessible and/or inclusive services, or maintaining exemplary employment practices for disabled people and/or carers. The 2006 event was the biggest yet. “I don’t take my personal assistant into consulting rooms any more as medical practitioners seem unable to communicate with me when there is someone else available to talk to instead.”
disabled peoples’ reference group member Celebr8 (don’t discrimin8) This innovative and awardwinning campaign to promote the benefits of diversity, delivered for the first time in summer 2006, is set to become an annual event. The 8 day panregional festival demonstrated and celebrated equality and diversity within the region. The aim was to highlight the positive impact a diverse community has on the social and economic framework. The NW Equality and Diversity Group had input into the strategy and the NWDA was one of the key supporters. Fair Employment Zone The Northwest Regional Development Agency (NWDA) has provided initial funding to support the Fair Employment Zone scheme that is to assist Trafford Centre retailers and restaurateurs to further develop and sustain a business culture which values and promotes diversity so that the workforce better reflects the local community. Members of the scheme participate in the development of diversity policies and procedures, ensure staff and line managers are trained in the contents and practical applications of these policies, and ensure all staff has a basic understanding of equal opportunities legislation. Retailers recognise that recruitment of staff from a diverse range of backgrounds will ultimately be of significant benefit to their business. Through this initiative they will ensure that all staff, irrespective of age, gender, disability, sexual 20
orientation, race, religion or belief, are encouraged and given every opportunity to contribute to the success of the business. Positive Action North West Positive Action North West (PANW), funded through the NWDA, offers free consultancy to over twenty public sector organisations (including six colleges) in the Northwest on embedding equality and diversity in their respective organisations. It looks strategically at their recruitment, retention and progression policies for Black and Minority Ethnic (BME), disabled and women staff. PANW aims to give practical guidance and support to help public sector employers and employees understand not only how best they can implement policies to eliminate discrimination and enhance equality of opportunity, but also how they can enable existing staff from disadvantaged groups to move up the ladder in their organisations. Organisations involved include local authorities, NHS organisations, Government Departments, GMP, Greater Manchester Fire and Rescue Service, TUC, MANCAT and many others. PANW, in partnership with Breakthrough UK Ltd ran two well attended seminars for public sector bodies, in the spring and summer of 2006, on preparing for the DED.
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Overview of the Disability Equality Duty The introduction of the Disability Equality Duty (DED), which is a recent extension of the Disability Discrimination Act 1995, means that from December 2006 all public bodies have a statutory duty to promote disability equality (similar to the duty to promote race equality under the Race Relations (Amendment) Act 2000). Rather than introducing new individual rights, the DED aims to change the way our laws work in this area, from relying on individual disabled people making a complaint to expecting the public sector to be positive in removing barriers. The NWDA welcomes this change and we believe our DESch reflects our commitment. “I see the DED as the most important piece of legislation in recent years as the onus is put on public bodies to drive forward change instead of individual disabled people. The equality duty will not only influence the way the public sector works, but have a far wider knock on effect on society.”
disabled peoples’ reference group member. General duty The Act sets out what is known as the general duty as follows: Public authorities must, in carrying out their functions, have due regard 8 to: · promote equality of opportunity between disabled persons and other persons, · eliminate discrimination that is unlawful under the Act, · eliminate harassment of disabled persons that is related to their disabilities, · promote positive attitudes towards disabled persons, · encourage participation by disabled persons in public life, · take steps to take account of disabled persons disabilities, even where that involves treating disabled persons more favourably than other persons.
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“Due regard” means that authorities should give due weight to the need to promote disability equality in proportion to its relevance to activities and functions.
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The last point above means that if the NWDA is to play its part in promoting disability equality it will have to take steps which go beyond treating disabled and nondisabled people alike but rather which ensure positive and promotional actions which will transform the experiences of disabled people. The new duties will also require the NWDA to consider its role in tackling the effects of any of its own and others’ previous decisions which failed to give due regard to disability equality. According to the Statutory Code of Practice the NWDA needs to do the following to meet the general duties: · · · · · · · ·
carry out impact assessments, collect and study evidence and identify and address gaps, prioritise actions, involve disabled people, let people know what we are doing, set an example to others, train our staff on disability equality issues and our DESch, work with others to deliver disability equality.
Specific duty As a named public authority, the NWDA also has a specific legal duty to prepare a DESch which sets out: · how disabled people were involved in development of the scheme, · the ‘functions’ of the NWDA, · how we are doing now on disability aims, · how evidence will be collected and used in future, · the way we will assess impact on disabled people, · our work as an employer, · our three year action plan, · ways we will monitor and review.
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Involving disabled people in developing the DESch The NWDA is mindful of the need to proactively involve disabled people in drawing up a DESch which will be workable and which will have a positive impact on our own work and our work with partners across the North West. In preparation for the development of the new Disability Equality Scheme the Agency invited tenders to support our preparation, and as a result commissioned a Northwest organisation controlled and managed by disabled people, BreakthroughUK Ltd, to work with NWDA on producing its DESch. Breakthrough has 40 staff, of whom 60% are disabled people, and provides training and employment support to disabled people in Manchester and Liverpool, as well as offering training and consultancy on disability issues across the region. Using Breakthrough’s networks and specialist expertise, a disabled people’s reference group of seven people, was established to influence the scheme and its associated actions as they were developed. Members of the reference group were recruited through targeted advertising and direct outreach so as to ensure that the whole region was represented. There was also a good representation in terms of age, gender, race and impairment. A breakdown of the membership of the reference group is at page XX A key feature of the approach was to ensure that the reference group understood the role of the NWDA and was able to suggest relevant and appropriate actions and success criteria. This understanding was achieved through the following:
– presentations from NWDA staff to the group, – meeting with the newlyformed Equality & Diversity Champions Group, – hosting a workshop involving all Directorates and the reference group. Breakthrough also ran two early sessions on disability issues, so as to ensure a common approach and understanding amongst group members. Breakthrough also took the opportunity to ‘road test’ the developing work at one of their regular staff development sessions. Work to date was presented to the staff and resulting comments fed back through the
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disabled people’s reference group. The Breakthrough team met with the NWDA Chief Executive, the Executive Management Board members, all Equality & Diversity Champions and several Board Members, plus many other staff to gather their views and suggestions, help build their knowledge and commitment to disability equality, and identify areas of best practice. At all times the Breakthrough team worked closely with the NWDA Health and Social Inclusion Team and HR OC&D Team. As the objectives for the DESch began to be formed, Breakthrough provided the ‘hub’ for their development and refinement, acting as the conduit for the comments which shaped and refined the objectives into a form that both the disabled people’s reference group and NWDA staff and Board members, could support. This collaborative way of working proved very successful, with all parties being both more willing to engage, and more confident about the results, as the work developed. There is an emerging consensus that future involvement of the disabled peoples’ reference group, both in terms of providing advice and guidance and acting as “critical friend” can only enhance the Agency’s ability to deliver the NWDA DESch.
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Assessing impact The duty to promote disability equality as stated in the Statutory Code of Practice – England & Wales, states that: ‘Authorities should give due weight to the need to promote disability equality in proportion to its relevance. The technique of impact assessment is designed to assist authorities to ensure due regard is paid to disability equality in all their decisions and functions.’ The Agency views the Disability Equality Impact Assessment process as crucial to the successful delivery of responsibilities under the Duty and therefore devotes a specific section of the action plan to assessing impact. The Agency aims to ensure disability equality is ‘mainstreamed’ into all parts of the business, and will use the existing Equality Impact Assessment (EIA) process as the tool to ensure this happens. This allows the Agency to make the most of opportunities to tackle discrimination and promote the equality of disabled people. The existing EIA process allows the NWDA to consider equality issues from the outset and remove any disadvantage in the way the Agency carries out its work. The NWDA will undertake a review of its current Impact Assessment processes to ensure that all requirements within the Disability Equality Duty are met, and will use its internal Programme Management Framework to ensure clear and simple guidance is available to all staff on both the DED and assessing impact. Following the review of the EIA process a training programme will be developed to increase staff understanding, as it is normally nonequality specialist staff who will complete most EIAs. Ongoing involvement and consultation with disabled people is central to the process of carrying out EIAs , and the Agency will ensure that systems are accessible to ensure that a broad range of views can be sought.
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Implementing and mainstreaming the Disability Equality Scheme
Accountability Structure Board â Health & Social Inclusion SubCommittee â Lead Executive Director â Executive Management Board Members â Cross Directorate Working Group â Directorate ‘Champions’ â Health and Social Inclusion Team â DISABILITY EQUALITY SCHEME
Equality & Diversity Champions Group: The crossdirectorate Equality & Diversity Champions Group will be made up of Champions from each directorate, who will receive accredited training. The group will be used to drive delivery of this scheme at an operational level, and to identify best practice models within the Agency. Responsibility for Delivery: The Social Inclusion team will provide support, guidance and adopt a facilitation role. Statutory responsibility lies with the Board, delegated to the Social Inclusion SubCommittee, and operational responsibilities lie with the Chief Executive and lead Executive Director.
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Communication and Consultation: The NWDA currently has a system for consulting with the general public on many aspects of its work. This system will be strengthened to ensure that it reaches those sections of the public who have felt excluded and marginalised from consultation activities in the past, including disabled people. This is critical to ensuring open, transparent and representative involvement and engagement. The approach will also consult on high impact and priority areas, and develop creative and innovative methods for encouraging engagement, involvement and consultation. Involvement and engagement can only be secured by demonstrating how consultation is supporting change and developing a greater sense of ownership, commitment and trust between the general public and the NWDA.
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Our Disability Equality Scheme The aim of the NWDA DESch is to mainstream disability equality into the Agency by building it into the way we work. This DESch looks at how we can close the gaps in results and experiences for disabled people compared with nondisabled people. It is both a strategy and an action plan, describing the journey from where we are now, to where we want to be, in the area of disability equality. This Disability Equality Scheme (DESch) addresses the NWDA’s general and specific duties under the Disability Discrimination Act (DDA) 2005. The Act requires all public bodies to show how they will eradicate unlawful discrimination, promote equality of opportunity and promote positive attitudes towards disabled people. The DESch is a three year plan that aligns with the Regional Economic Strategy (RES) and the Corporate Plan. It links closely to the Regional Equality and Diversity Strategy (REDS) and addresses both the Agency’s internal processes and its strategic influence role. It should be seen within the context of the Agency’s commitment to develop a wider equality scheme, which incorporates the following strands · · · · · ·
Race and Ethnicity Disability Gender Sexual Orientation and Transgender Age Faith and Belief
Throughout the scheme, the NWDA will gather evidence regarding disability and we will work towards implementing the activities identified within this scheme across our other ‘strands’ of equality activity. Our DESch will benefit from the valuable lessons learned in our race equality work and from our Race Equality Scheme (RESch). Many of our ways of working have already been revised to make sure the NWDA promotes equality for all minority groups. The next stage is to turn this process into positive outcomes for disabled people in respect of the DED. The Agency’s three year DESch lays out our proposed activities under the following key headings, each with associated time limited activities:
29
– Strategic Objectives, – Equality Impact Assessment, – Policy*, – Infrastructure and Development*, – Enterprise, Innovation and Skills, (including NW Business Link)*, – Operations*, – Corporate Resources*, – HR, Organisational Change and Development*. (*NWDA Directorates) Following detailed discussion within the Agency, and with the disabled peoples’ reference group, the overarching strategic priorities which have emerged for the DESch are:
– Disability Equality Impact Assessments, – Project development and appraisal, – Procurement and contract compliance, – HR OC&D processes and procedures, – Positive promotion relating to the NWDA and the region, – Ongoing involvement of disabled people. Public authorities must, in carrying out their functions, have due regard 9 to: · promote equality of opportunity between disabled persons and other persons, · eliminate discrimination that is unlawful under the Act, · eliminate harassment of disabled persons that is related to their disabilities, · promote positive attitudes towards disabled persons, · encourage participation by disabled persons in public life, · take steps to take account of disabled persons disabilities, even where that involves treating disabled persons more favourably than other persons.
9
“Due regard” means that authorities should give due weight to the need to promote disability equality in proportion to its relevance to activities and functions.
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The last point above means that if the NWDA is to play its part in promoting disability equality it will have to take steps which go beyond treating disabled and nondisabled people alike, but rather which ensure positive and promotional actions which will transform the experiences of disabled people. During the first year of the Disability Equality Scheme, the NWDA will continue to embed and develop our framework for the implementation of disability and equality strategic planning. The Agency will use this information to set realistic targets for achieving the outcomes listed above. The NWDA will review the Disability Equality Scheme and its outcomes every three years. General progress on the scheme will be reported annually in the NWDA Inclusion Report. We believe our Action Plan, included in this document will not only help the Agency meet the Duty but also provide the opportunity to demonstrate exemplar practice.
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Feedback, compliments and complaints Any person who would like to comment, or believes they have a complaint about the NWDA’s Disability Equality Scheme should write to: HR OC&D Director, Northwest Regional Development Agency P O Box 37 Renaissance House Centre Park Warrington WA1 1XB Email: Info@nwda.co.uk Tel: 01925 400 100 An initial response will be provided within five working days of receipt of the complaint. A full response will be provided within 20 working days of receipt of a complaint unless further investigation is required. If during the investigation it becomes apparent that an aspect of the Equality Scheme has failed to comply with the requirements of the general duty, then the policy will be amended to ensure future compliance. A full version of our complaints procedure is available at ww.nwda.co.uk
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Appendices Defining disability The social model of disability: there are, and have been, many ways of defining disability. Disabled people themselves have challenged the traditional, medical ways of defining and describing disability: they have argued that, in order to tackle the barriers that exclude disabled people from society, a “rightsbased” approach is needed. Disabled people have developed an alternative ‘model’ of disability – the social model – on which the DED is strongly based. The "social model" has been developed and refined by disabled people themselves as a response to the way that they have been traditionally defined by medical and welfare professionals the “medical model”. Rather than seeing people as being "disabled" by their particular impairment, the social model looks to society at large and the way that it is organised. The way that people with impairments are excluded from taking part in society's activities results in a lack of physical access, lack of opportunities for jobs and education and a lack of choice and denial of rights. Independent living: disabled people have advocated for “independent living” as a way of translating the social model into action. Three basic principles have been identified – – Independence is not necessarily about doing absolutely everything yourself nobody does this. Rather it is about being in control of your daily life and taking your own decisions. – Involvement is about having a say in the matters that affect you, for example in the design and delivery of services. – Integration describes disabled people's full involvement in all society's activities; it is not about leaving disabled people in the community with little or no support but is about disabled people being a full part of our communities and not being seen as "separate", or “special”. The legal definition: For the purposes of the Disability Equality Duty, and the NWDA Statutory Disability Equality Scheme, the legal definition of disability from the 33
Disability Discrimination Act 1995, and all subsequent amendments and extensions, applies. The DDA says that a disability is a “physical or mental impairment which has a substantial and long term adverse effect on your ability to carry out normal daytoday activities.”
– A physical impairment can include a sensory impairment such as a visual or hearing impairment. A mental impairment covers a wide range, including mental health and learning disabilities.
– “Substantial adverse effect”: substantial means ‘more than minor’ and adverse means ‘very unfavourable’.
– “Long term effects” must have lasted for at least 12 months, or is likely to last for at least 12 months.
– A “normal daytoday activity” is something that it “normal” for most people and that is carried out on a daily or regular basis.
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The Disabled People’s Reference Group This group of disabled people was brought together through Breakthrough UK Ltd’s networks and contacts. They come from across the Northwest, and all expressed an interest in the work of the Agency and the production of the DES. They were not selected to be representative of any specific impairment group, nor any other group that experiences discrimination or disadvantage, rather because of their knowledge and interest in disability issues. The members are:
– Peter Ashcroft
–
Merseyside
– Karen Beaton
–
Cheshire & Warrington
– Josie Browne
–
Greater Manchester
– Paul Lawrenson
–
Lancashire
– Martin Murphy
–
Merseyside
– Mumtaz Shah
–
Greater Manchester
– Mark Tennant
–
Cumbria
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Glossary of Terms BME ......................................................... Black and Minority Ethnic Corp Plan................................................Corporate Plan 2006/2009 DAD ......................................................... Disability Awareness Day DDA ......................................................Disability Discrimination Act DED ............................................................. Disability Equality Duty DEIA .................................... Disability Equality Impact Assessment DESchm ................................................ Disability Equality Scheme EIA .......................................................Equality Impact Assessment ERDF ................................. European Regional Development Fund ESF............................................................... European Social Fund GMP ...................................................... Greater Manchester Police HSI........................................................ Health and Social Inclusion MANCAT ....................... Manchester College of Arts & Technology NAO ................................................................. National Audit Office NHS ............................................................ National Health Service NWDA..........................................North West Development Agency PANW .................................................... Positive Action North West REDS................................... Regional Equality & Diversity Strategy RES .................................................... Regional Economic Strategy RESchm ..................................................... Racial Equality Scheme RSP .......................................................Regional Skills Partnership SCC ................................................................. Sector Skills Council SLA ...........................................................Service Level Agreement SRP .........................................................SubRegional Partnership SSPA ..................................... Sector Skills & Productivity Alliances TUC ................................................................. Trade Union Council UKTI ............................................................UK Trade & Investment
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NWDA BOARD Organisational Structure CHIEF EXECUTIVE
Policy
· · · ·
Policy Strategy & Performance
Infrastructure & Development
· · ·
European Policy Health & Social Inclusion
·
Development Rural Affairs Sustainable Development & Climate Change Planning Transport & Housing
Corporate Resources
Operations
· ·
Programmes Marketing & Communications
· ·
Tourism
·
Support Services
Knowledge Management
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· · · · · ·
Finance ICT Legal Services Procurement Property (Estates) Risk
Enterprise, Innovation & Skills
· ·
Policy & Support Science & Innovation
· ·
Skills
·
Business Support (Business Link)
Business Relations
HR, Organisational Change & Development
· ·
Operational HR Learning & Development
Disabled People’s Organisations in the Northwest These are organisations managed and/or controlled by disabled people in the Northwest. This is not an exhaustive list but you may find these organisations useful (with acknowledgements to ‘Guidelines for Accessible Meetings and Events’ produced by Manchester Disabled People’s Network). Regional North West Disability Arts Forum MPAC Building 127 Bridport Street, Liverpool L3 5QF Telephone: 0151 707 1733 Minicom: 0151 706 0365 Fax: 0151 708 9355 Email: nwdaf@nwdaf.co.uk Website: www.nwdaf.co.uk North West Disability Arts Forum is a disabled and Deaf people's arts organisation run by disabled and Deaf people. They aim to facilitate the active participation of disabled and Deaf people in all aspects of the arts and creative industries, and both promote and celebrate disability and Deaf arts and culture. Body Positive North West (BPNW) Lawrence House, City Road, Hulme, Manchester, M15 4DE Telephone: 0161 873 8100 Fax: 0161 873 8102 Helpline: 0161 873 8103 (10am – 10pm) Email: info@bnpw.org.uk Website: www.bpnw.org.uk BPNW have offered support to people living with HIV for over 15 years. We are steered by Trustees who live with HIV and many of our volunteers have HIV. Opening hours are 11am – 8pm Monday, Tuesday, Thursday, 11am – 5pm Wednesday and 11am – 4pm on Friday. The group offers a dropin service, counselling, advice and help, a fitness centre and a chance to meet people.
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Breakthrough UK Ltd BEVC, Aked Close, Ardwick, Manchester, M12 4AN Telephone/Minicom: 0161 273 5412 Fax: 0161 274 4053 Email: admin@breakthroughuk.co.uk Website: www.breakthroughuk.com Breakthrough UK Ltd is dedicated to removing the barriers to employment and independence which disabled people face. There are three strands to Breakthrough’s work: 1. Work with individual disabled people includes employment support (Manchester and Liverpool); training (Manchester), information provision and independent employment advocacy (Greater Manchester). 2. Bespoke training and consultancy to organisations across the country, focusing on barrier removal and Disability Action Training. 3. Policy advice and strategic influence on disability at a local, regional and national level.
Mood Swings Network (NorthWest) Workspace, 23 New Mount Street, Manchester M4 4DE Telephone: 0161 953 4105 Email: mood.swings@virgin.net Supports people whose lives are affected by mood disorders. Helpline 10am 5pm Mon Fri provides advice, information and support.
Greater Manchester DAN Manchester – Disabled People’s Direct Action Network Contact: Rebecca Young Telephone: 0161 882 0212 Email: beccaviola@hotmail.com DAN is a network of disabled activists who use nonviolent civil disobedience as a campaign tool for disabled people’s rights. Disabled Lesbian Group PO Box 153, Manchester M60 1HP Telephone: 0161 273 7128 Email: mail@manchesterlcp.org.uk 39
Website: www.manchesterlcp.org.uk Social and campaigning group for all lesbian and bisexual women who identify as being disabled. Dyspraxia Adults’ Action Contact: Janet Taylor Telephone: 0161 877 6668 Email: janettaylor2000@hotmail.com Website: www.daa.colsal.org.uk A selfhelp group for adults with dyspraxia and related neurodiversity. We also raise awareness through training and information Full Circle Arts Greenheys Business Centre, 10 Pencroft Way, Manchester, M15 6JJ Telephone:/Minicom: 0161 279 7878 Fax: 0161 279 7879 Email: enquiries@fullcirclearts.co.uk Website: www.fullcirclearts.co.uk Promoting Disability Arts and the arts of Disabled People. Providing an information and advocacy resource for Disability Arts and the arts of Disabled People. Promoting and campaigning for access for Disabled People to participate in the arts and cultural activities of the region. Promoting and working to provide education, training and employment for Disabled People in the arts. Creating partnerships for the resource development of Disability Arts throughout the region. To support our information and advocacy service our accessible web site has details of all our current projects, hot news, funding opportunities, job opportunities for disabled artists, information on access and equality, a searchable database of all our DASA artists and an Email enquiry service. Greater Manchester Coalition of Disabled People BEVC, Aked Close, Ardwick, Manchester, M12 4AN Telephone: (Admin / Management): 0161 273 5154 GMCDP Information Service: 0161 273 5137 Minicom with ansaphone (eve/weekend): 0161 273 4279 Fax: 0161 273 4164 Email : info@gmcdp.com Greater Manchester Coalition of Disabled People is an organisation of disabled people working with and supporting disabled people’s organisations across Greater Manchester and runs a number of its own projects including Disability Action Training, a Young 40
Disabled People’s Forum, young disabled people’s arts and drama activities, organises conferences and participates in a wide range of consultations across Greater Manchester. It also produces a quarterly magazine and regular newsletters to its national membership. GMCDP’s Young Disabled People’s Forum BEVC, Aked Close, Ardwick, Manchester, M12 4AN Telephone: 0161 276 0042 (Audrey), 0161 276 0041 (Maureen) And 0161 273 8141 (Phil) Minicom: 0161 273 4279 Email: audrey@gmcdp.com The Young Disabled People’s Forum was established in 1995 and is based within the Greater Manchester Coalition of Disabled People; an organisation controlled 100% by disabled people. The overall aim of the forum is to assist young disabled people in taking more control over their lives. The Project works specifically with young disabled people aged 1325 who live within Greater Manchester. Hearing Voices Network 79 Lever Street Manchester M1 1FL Confidential Helpline Telephone: 0845 122 8642 (10am – 4pm Monday to Friday) Enquiries and Information Telephone: 0845 122 8641 (95) Email: info@hearingvoices.org Website: www.hearingvoices.org A selfreferral and selfhelp network, to share experiences and discuss strategies for coping with voices. Provides a helpline, training and information on the issues, and is pro active in stimulating alternative and complimentary models of care and support to people who have a voice hearing experience. Also provides information on a national basis. Manchester Deaf Centre Crawford House, Booth Street East, Manchester, M13 9GH Telephone: (Typetalk): 18002 0161 273 3415 Telephone:/Minicom: 0161 273 3415 Fax: 0161 273 6698 Email: joy.doyley@manchesterdeafcentre.com Website: www.manchesterdeafcentre.com Manchester Deaf Centre offers a range of services for deaf people, including sign language interpreters and communication support for Manchester residents. The services also include help, advice, support, meetings, events, BSL courses, deaf awareness courses, advocacy information and games. A weekly and monthly guide to events can be obtained by contacting the Deaf Centre. 41
Manchester Disabled People’s Access Group BEVC, Aked Close, Ardwick, Manchester, M12 4AN Telephone and Minicom: 0161 273 5033 Fax: 0161 273 2637 Email: admin@mdpag.org.uk Website: www.mdpag.org.uk We are an organisation of disabled people campaigning for change around Manchester and the North West to improve access to buildings, transport, the environment and information. We provide access audits and surveys to voluntary and community groups, the public and private sectors, access consultancy for new projects, publications and the promotion of good access standards, and information and training on access issues, Access Statements, the Disability Discrimination Act and Building Regulations. Manchester and District Social Club of the Blind 1 Malvern Close, Prestwich, Manchester, M25 1PH Telephone:/Fax: 0161 798 9137 The group provides social opportunities to visually impaired people, these include monthly meetings on the first Friday of each month, table games, theatre trips and days out. The group provides information on access to social and sporting opportunities and arrangements for the production of information in Braille. Manchester Environmental Group of Blind and Partially Sighted People (MEGOBAPP) C/o 1 Malvern Close, Prestwich, Manchester, M25 1PH Telephone:/Fax: 0161 798 9137 Website: www.megobapp.org.uk MEGOBAPP is a group of visually impaired people all working in a voluntary capacity. The group meets once a month to discuss concerns regarding environment, access and information issues that affect their members and local visually impaired people and carries out access audits and surveys, make representation to the Local Authorities and provide information on large print production. The Group distributes free of charge its quarterly newsletter (“Megonews”) in various formats highlighting concerns to visually impaired people and providing information likely to be of interest to them.
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Manchester People First Unit 21, Wilsons Park Business Centre, Monsall Road, Newton Heath, Manchester M40 8WN Telephone: 0161 205 0800 Fax: 0161 205 3030 Email: peoplefirst@another.com Website: www.manpf.org Manchester People First offers an advice and information service to learning disabled adults as well as campaigning for equality and promoting independence (Freedom of Choice) for its members. This is done in a variety of ways including producing accessible information and literature. Shopmobility Manchester 46 – 48 Barbirolli Mall (lower part), Arndale Centre, Manchester, M4 2HU Telephone: 0161 839 4060 Fax: 0161 839 5110 Email: shopmobilitymcr@btconnect.com Website: http://www.justmobility.co.uk/shopmobility/admin/ShowSite.asp?Routine=Alpha&UserId= S00142 Shopmobility Manchester is a group of disabled people who provide a service for anyone over the age of 16 with mobility impairments. The group offers access to the use of scooters, power chairs, and manual wheelchairs to assist in using the local facilities within the city centre. They will be moving premises in September 2006 but their Telephone: numbers are likely to remain the same. CHECK NB: most lagre towns and cities will have their own Shopmobility scheme. Touchdown Dance Katy Dymoke, Waterside Arts, Sale M33 7ZF Telephone: 0161 912 5760 Email: touchdd@aol.com Website: www.touchdowndance.co.uk Touchdown Dance offers dance lessons and courses, residencies in education and health for visually impaired people in integrated and discreet settings. We have resources such as CDROM, Web site to provide information on the work. Our performance group involves 3 visually impaired and 3 sighted dancers currently touring TACT to venues and 43
organising a tour in the autumn. Funded by the ACE and Lottery, NOF and other sources. We offer advice and consultancy for those interested in dance projects, collaborative projects, including media and film. Salford Disability Forum Cromwell Court, Cromwell Rd Salford M6 6SB Telephone/Fax: 0161 743 0746 Email: sdf1@hotmail.com
We are a major force in the lives of hundreds of disabled people in our City. We do not work on behalf of disabled people, we are disabled people. Rochdale & District Disability Action Group (RADDAG) Unit 5 Bus Station Concourse, Smith Street, Rochdale OL16 1YG Telephone: 01706 344425 or 01706 926 719 Mobile: 07773 325 895 or 07931 861 162 Email: raddag@rochdaleonline.org RADDAG provides disabled people in the Borough of Rochdale with representation at a local and central government level. RADDAG provides Disability Awareness training and Disability Equality training, Access audits, an advocacy service and a consultation service. RADDAG promotes the social model of disability and works towards securing full and equal human and civil rights for all disabled people by removing the barriers to health, education, employment, leisure
Merseyside Merseyside Coalition of Inclusive Living Telephone: Vauxhall Centre Office Telephone: 0151 482 2023 Lime Court Office Telephone: 0151 260 4001 Email: info@mcil.org.uk Website: www.mcil.org.uk Merseyside Coalition of Inclusive Living (MCIL) is a local organisation controlled by Disabled People. It exists to promote the social inclusion of and equality of opportunity for disabled people across Merseyside, by working in Partnership with Support and Advice for Independent Living in Liverpool (SAILL) and Merseyside Inform (MI).
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Liverpool Association of Disabled People Lime Court Centre, Upper Baker Street, Liverpool L6 1NB Telephone: 0151 263 8366 Fax: 0151 263 1855 Text: 0151 260 3187 Email: info@ladp.org.uk Website: www.ladp.org.uk Liverpool Association of Disabled People (LADP) is fully controlled and staffed by disabled people. They offer a range of services that help maximise income and ensure the social inclusion of disabled people. St. Helens Coalition of Disabled People 1 st Floor, SmithKline Beecham Building, Westfield Street, St. Helens WA10 1QL 01744 453343 01744 633378 Development Project 01744 633379 Befriending Scheme elaine@coalition.freeserve.co.uk Represents the views of disabled people in St. Helens
Lancashire Blackburn and District Blind Society Thwaites House, Railway Road, Blackburn BB1 5AX Contact: Mike Mulcahy Telephone: 01254 54143 Fax: 01254 694710 Email: mike.mulcahy@virgin.net Website: www.blackburnblind.org.uk Preston DISC 103 Church Street, Preston, Lancashire PR1 3BS Helpline: 01772 558863 Website: www.prestondisc.org.uk Preston DISC is run by disabled people for disabled people and their supporters. It provides a full range of services. 45
Lancaster DISC Trinity Community Centre Middle Street Lancaster LA1 1JZ Telephone: (01524) 34411 Email:disc@lancasterdisc.co.uk Website: www.lancasterdisc.co.uk DISC is run by disabled people for disabled people. It provides a free and confidential service to individuals, their families, and people who work with and for disabled people. It supports statutory, private and other voluntary agencies in their work for disabled people. The Physical Disability & Sensory Impairment Forum (PDSI) Boom B30, St. Leonards’s house, St. Leonards Gate Lancaster LA1 1NN Telephone: 01524 382764 Minicom: 01524 383461 (Answer phone) Email: support@pdsi.org.uk The members of the PDSI represent a wide crosssection of people in the Lancaster District with physical and/or sensory impairments. We pool together our varied knowledge and understanding to: Inform, advise and influence any sector, which provides or purchases services used by people with physical disabilities and/or sensory impairments and express the views of forum members. Disability Information and Support (Blackpool, Wyre and Fylde) 52 Clifton Street Blackpool FY1 1JP 01253 625 553 Tel01253476 450 fax (full member of DIAL network describing itself as providing services “by and for disabled people…. The majority of the volunteers and the paid staff in DIALs are disabled people themselves and therefore understand the needs of disabled people.”) Cumbria Disability Association Carlisle & Eden (DaCE) Regents Court, Kingmoor Business Park, Carlisle CA6 4SJ Telephone: 0845 1249300 Email: DaCEbase@aol.com DaCE is an organisation of disabled people established in 1999 to provide services and support for other disabled people who live and work in the area of north Cumbria stretching from Wigton through Carlisle and covering Eden district. 46
Cheshire Warrington Disability Partnership Centre for Independent Living Beaufort Street, Warrington WA5 1BA Telephone: 01925 240064 Fax: 01925 241852 Website: www.disabilitypartnership.org.uk Warrington Disability Partnership is a voluntary organisation run predominately by disabled people with the aim of improving the quality of life for disabled people and their families through a range of direct and indirect services.
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NWDA Disability Equality Scheme: Action Plan
Action Plan Contents For ease of reference, the action plan has been arranged by Directorate, with the overarching Strategic Objectives and Impact Assessments at the beginning. The plan has been crossreferenced using the Agency’s Regional Economic Strategy (RES), Corporate Plan and Regional Equality and Diversity Strategy (REDS).
The sections are: ▪ ▪ ▪ ▪ ▪ ▪ ▪ ▪
Strategic Objectives Impact Assessment Policy* Infrastructure and Development* Enterprise, Innovation and Skills (including Business Link)* Operations* Corporate Resources* Human Resources, Organisational Change and Development*.
(*NWDA Directorates)
1
NWDA Disability Equality Scheme: Action Plan
14
41 45
DESch objective
1. Involve disabled people Continue to develop the and their organisations in Disabled People’s reference NWDA activity group established to advise on DED and embed in structures and processes of NWDA.
25
19
What will the milestones be Success is….
2. Ensure inward investment activities of NWDA promote the involvement of disabled people
The Disabled Peoples’ Reference Group will have an ongoing role in terms of advice and policy influence.
By whom – this may be Agency and / or Partners Equality Champions group
NWDA advisory groups will have representation from disabled people through promoting the involvement of disabled people to existing members eg RES advisory group, Procurement Consultation Groups
Advisory Group’s Leads
Briefing to Inward Investment Presentations delivered. Teams biannually on DED/DDA issues
Equality Champions and Inward Investment team
2
Year 1, 2,or 3
Corp Plan
REDS
RES
Strategic Objectives
1
1
1
44
Corp Plan
34 P6 5 (6) 67 69
DESch objective
What will the milestones be Success is….
By whom – this may be Agency and / or Partners
Year 1, 2,or 3
44
REDS
RES
NWDA Disability Equality Scheme: Action Plan
3. Work with the Regional Skills Partnership to better promote skills & training provision to disabled people
Discussion with the RSP to An agreed way forward. identify ways that skills and training for disabled people can be better promoted in the region.
Skills Policy Team working with the RSP.
2
Brief / specification is drawn up and work commissioned
Policy Directorate
2
Equality Champions
1
4. Commission a cost / benefit analysis of the exclusion of disabled people from employment, housing and transport. 34 69 5. Work with the Regional 36 Skills Partnership to ensure that the Regional Statement of Skills Priorities, and actions to address them, positively include disabled people
Findings are widely disseminated.
Report is produced Presentations to RSP & SSC The Annual Statement to raise awareness of issues will demonstrate that the RSP is meeting the Identify and promote existing general and specific duties as appropriate good practice
3
Equality Champions RSP
3
NWDA Disability Equality Scheme: Action Plan
DESch objective
What will the milestones be
Success is….
6. Ensure the EIA process fully addresses the new legal duties and promotes disability equality across the NWDA
Review the EIA process to ensure all requirements of the Duty have been included Sharing DED / EIA good practice with relevant NW partners Ensure the provision & promotion of guidance for staff on involving and consulting disabled people in project development
If appropriate, an amended EIA is in place.
7. Build NWDA expertise and quality of EIA’s
By whom Year 1, 2, 3
Corp Plan
REDS
RES
Impact Assessment
4
Programme Office HSI (Lead)
1
An agreed schedule of events
Renew
2
Guidance available
HSI 1
DESch objective
What will the milestones be
Success is….
By whom Year 1, 2, 3
Corp Plan
REDS
RES
NWDA Disability Equality Scheme: Action Plan
Ensure clear guidance Guidance is produced which takes account of the DED is available Guidance is quality assured and on internal included in the toolkit. ‘Programme Management Framework’ resource area
HSI
Staff are given regular Regular updates in the staff updates on the Newsletter Disability Equality Duty
HR OC&D
Updates are integrated into staff development and communications.
5
2 Programme Office
2
HR OC&D
2
NWDA Disability Equality Scheme: Action Plan
Policy Working closely with key regional partners and Government to ensure the most supportive policy environment in which to work
111 P13 67 8. All NWDA Policy and Strategy development to take full account of Disability Equality requirements
What will the milestones be
Success is….
By whom
Disability Equality Impact Assessments on policies and strategies Briefings to Policy Group from HSI/HR on DED DEIA on REDS
Published NWDA policies and strategies clearly address the DEIA recommendations Policy Group to take account of DED during policy development. REDS reflects DESch priorities
Policy Group lead HSI/HR OC&D
Successful EIAs of programme / project specifications
European Team
Year 1, 2, 3
Corp Plan
REDS
RES
DESch objective
111 P13 15 9. Ensure that review and delivery of the Regional Equality and Diversity Involvement of Strategy takes full account disabled people in of DED requirements review 2, 25 10. Influence the Ensure DED 5/6 development of new requirements are fed 92 opportunities for ERDF & into ERDF 94 ESF to ensure maximum programme/ potential for disabled project specifications
6
HSI through Regional Equality Strategy Group
ongoing
3
1
9
What will the milestones be
Success is….
By whom
people’s inclusion
Disability Equality requirements fed into the national consultation on ESF
NWDA response to consultation includes DED requirements and desire to promote disability equality.
European Team HSI
Demonstrated by the NWDA’s communications and publicity about the processes
ERDF delivery team
1
Action Plans and SLAs will be assessed against the revised template
Policy & Development
2
A mechanism is established and is delivering
HSI
1
Year 1, 2, 3
DESch objective Corp Plan
REDS
RES
NWDA Disability Equality Scheme: Action Plan
NWDA to ensure that disabled peoples’ organisations have the opportunity to understand how they can benefit from the new European funding arrangements 11. Ensure our DED duties The template for are passed on the Sub designing Sub Regional Partnerships, Regional Action Plans where appropriate. will be robust in terms of the DED. Sub Regional Action Plans and any relevant Service Level Agreements will be required to undergo an EIA 12. Use NWDA expertise Identify and share and knowledge to good practice with influence how the partners
7
1
What will the milestones be
Success is….
organisations we partner with, and/or fund, understand and are delivering their responsibilities under the DED
Relevant SLA s will be SLAs agreed revised and amended in respect of the DED
By whom Year 1, 2, 3
DESch objective Corp Plan
REDS
RES
NWDA Disability Equality Scheme: Action Plan
8
HSI Policy & Development Team
2
NWDA Disability Equality Scheme: Action Plan
Infrastructure & Development Providing a high quality approach in developing significant economic impacting projects
9
47 48 49 50
67 13. Disabled people are involved in ensuring that projects and programmes which include premises take account of DED/DDA requirements
What will the milestones be
Success is….
By whom
A process to ensure access audits by disabled people are delivered on proposals to new build projects
Disabled people are Programme Office involved in development across the NW Guidance and D&A forms make it clear that access audits undertaken by disabled people must be undertaken on new build projects An audit trail of access Legal audits is available Access audits will be a condition of contract within Grant Funding Agreement standard conditions of contract.
Year 1, 2, 3
Corp Plan
REDS
RES
DESch objective
9
1
NWDA Disability Equality Scheme: Action Plan
95 Ob1 67 14. Embed equality and 111 p13 inclusion in the design and delivery of all programmes
9
47 48 49 50
15. Ensure principles of 75 inclusive design are built into all our work on planning
What will the milestones be
Success is….
By whom
The monitoring and review processes will take account of equality and diversity, and will be constantly followed.
Process in place. M&E template will be clear about E&D objectives and will be monitored
Programme Office
Training for appraisers will be developed.
HSI
1
A step change will be achieved in the level of monitoring against E&D objectives through mentoring, coaching and cultural change. Guidance is agreed and made available.
Programme & Delivery team
1
Head of Design and Built Environment/Planning Team/NWRA
1
Guidance is issued as a Head of Design and Built standard enclosure with Environment/Planning all Agency responses to Team/NWRA Planning applications
1
Year 1, 2, 3
Corp Plan
REDS
RES
DESch objective
Development and production of an appropriate inclusive design guide to access jointly with NWRA
Promotion of the Guide
10
1
NWDA Disability Equality Scheme: Action Plan What will the milestones be
Success is….
By whom Year 1, 2, 3
Corp Plan
REDS
RES
DESch objective
Guidance is also issued Head of Design and Built by NWRA in all NWRA Environment/Planning responses to Planning Team/NWRA applications
35 25 111
16. Embed CSR within businesses through delivery of the Responsibility NW programme
Programme delivered to raise awareness of and demand for CSR support (including disability equality) in regional business
11
Sustainable business development, will build on existing good practice.
Responsibility NW, SD team, with input from HSI
2
2
NWDA Disability Equality Scheme: Action Plan
Enterprise, Innovation & Skills
13 35
1 35
31 41 44
DESch objective
What will the milestones be
17. Establish the Research carried out. prevalence and needs of existing and potential disabled entrepreneurs in the NW.
32 Pg 18. Link into, and support Work with existing networks 17 development of, of disabled people who are 70 networks for disabled interested in or who are entrepreneurs in NW already running their own business 41 19. Work with training Planned work with partners 43 delivery agencies and to develop activities to 45 providers will to address increase the skill base of IB the skills gap for claimants. Incapacity Benefit (IB) claimants Work with Northern Way pilots to develop and test approaches.
12
Success is….
By whom Year 1, 2, 3
Corp Plan
REDS
RES
Working to exploit growth potential, improve competitiveness & productivity and develop the region’s knowledge base
Wealthbringers–style report commissioned to establish and promote the contribution of businesses led by disabled people in the region.
Enterprise Strategy Team
1?
Enterprise support project takes Enterprise Strategy account of and supports the Team needs of disabled people HSI
2
Activities delivered, resulting in increased skills and qualifications of IB claimants
2
Skills HS&I JCP LSC FE providers Training Providers
NWDA Disability Equality Scheme: Action Plan 9
41 42 43 45
20. Work with employers Establish a high level to raise awareness of the network of private/public barriers to entering sector diversity champions employment for disabled people
13
Greater employer engagement HSI with EIS with diversity in business across ACAS the Northwest
3
NWDA Disability Equality Scheme: Action Plan
REDS
13
46 70
14 43 45
175 4 62 67 70 71
DESch objective
21 Influence NW Business Link to increase the confidence and effectiveness of SME employers in recruiting, retaining and developing disabled staff.
22. Raise the understanding of SMEs of the lost opportunity of excluding disabled people, and the market benefits of being positive about disabled people.
What will the milestones be
Success is….
By whom Year 1, 2, 3
RES
Corp Plan
NW Business Link
Provision of easy to use and timely information on employing disabled people to employers via job brokerage work Induction for new staff to include DED familiarity sessions
NW Business Link planning and Business monitoring reflects these Support Team requirements (BL Delivery
1
Sessions delivered
NW Business Link
1
Development of innovative methods of support to SMEs around disability.
Agreed methods piloted and in place
NW Business Link.
2
NW Business Link Ltd.
2
A process to upskill the A demonstration of Business awareness of Business Link Link delivery in line with DED Staff of the DED as it requirements applies to their area of work
14
DESch objective
What will the milestones be
70
23. NW Business Link will be viewed as delivering best practice in terms of DED
Work with business support Joint working which delivers partners to deliver support change to comply with DED requirements
15
Success is….
By whom Year 1, 2, 3
Corp Plan
13
REDS
RES
NWDA Disability Equality Scheme: Action Plan
NW Business Link: UKTI: LSC: SSCs: SSPAs etc
2
NWDA Disability Equality Scheme: Action Plan
Operations
99 95 111
Ob1 p13
79
DESch objective
24. NWDA to ensure that all PR and information produced is accessible
What will the milestones be
Success is….
By whom
Agency website is tested by disabled users and people with cognitive difficulties via Shaw Trust to test accessibility
Positive report from Shaw Trust
Marketing
Website achieves AA standard and aims to have pages at an AAA standard.
NWDA website accredited as complying with AA standard.
Marketing
90% of website pages are speech enabled Ensure external documents are available in appropriate formats in a timely manner upon request. Ensure corporate style guidance for documents includes advice on accessible formats
Target achieved
Marketing
There will be no complaints about lack of accessible information.
Marketing
All NWDA internal literature is available in required formats if requested
Marketing & Office Support Services
16
Year 1, 2, 3.
Corp Plan
REDS
RES
Central to the delivery of Agencyfunded projects
1
2
2
2
2
95
10 95 111
79 80
Ob 3 17 10
DESch objective
25. Promote positive attitudes towards disabled people in all our work on communications 78 26. Ensure that funded 82 events promote positive attitudes towards disabled people
What will the milestones be
Success is….
By whom
Include DED requirements in a Communication plan, to include media work to promote positive attitudes to disabled people Positive Action Awards
A review of publications by the disabled people’s Reference Group.
Marketing
Event successfully held with positive feedback.
Marketing
Annually
Inclusion Conference
Event successfully held with positive feedback
Policy Marketing
Annually or equivalent Annually
Celebr8 diversity 2007/ 2008/ Events successfully held 2009 with positive feedback
Paralympic World Cup 2006/2007 95 111
Year 1, 2, 3.
Corp Plan
REDS
RES
NWDA Disability Equality Scheme: Action Plan
9597 78 27. Ensure the highest Internal access checklist 82 possible access developed standards at NWDA run / sponsored events
17
2
HSI Marketing
Events successfully held Marketing with positive feedback regarding publicity Evaluation shows access Marketing not a problem at NWDA events
2 ongoing
98 101 104
98 101 104
1
DESch objective
42 28. Work with 43 Regional Tourist Boards to ensure that disabled people are encouraged to visit the NW, and diversity amongst our visitor base is actively welcomed.
29. Ensure that best practice in welcoming disabled visitors is promoted widely
What will the milestones be
Success is….
By whom
Use disabled persons reference group to highlight any potential issues/problems
Regular and timely Marketing involvement of the group.
Strategies produced by the RDA and Tourist Boards will encompass disability and diversity as mainstream priorities
Tourism Businesses are welcoming to all visitors and therefore improve the quality of the experience for all visitors encouraging repeat visits and improving productivity. Events held
Annual subregional events run by NW Regional Tourist Boards on DDA / DED good practice ‘Visit Chester’ and Cheshire ‘Tourism for All’ and European project OSSATE 1 in respect of promoting exemplars in accessible tourism.
OneStopShop for Accessible Tourism in Europe
18
NWDA Tourism Team and Tourist Boards
NWDA Tourism Team and Tourist Boards ‘Tourism for All’ initiatives Tourist are developed within Boards each sub region to increase awareness of disability and equality.
Year 1, 2, 3.
Corp Plan
REDS
RES
NWDA Disability Equality Scheme: Action Plan
ongoing
2
2
2
NWDA Disability Equality Scheme: Action Plan
Corporate Resources
2 93 94 111
DESch objective
What will the milestones Success is…. be
By whom
30. Ensure positive action to diversify the Agency’s supplier base
Establish baseline of numbers of disabledled businesses / suppliers the NWDA currently works with
Procurement Team
1
Establish an Equality & Panel established and Diversity Panel from which used. to commission work specifically around Equality & Diversity
Procurement Team
1
Audit our procurement Audit completed documentation and processes for any barriers for disabled led businesses
Procurement Team
19
Numbers of known disabledowned businesses working with NWDA increases.
Year 1, 2, 3
Corp Plan
REDS
RES
Responsible for the Procurement of Goods and Services, managing the Agency’s property assess, providing a comprehensive legal, ICT and financial service, and managing the Agency’s risk policy
1
13
DESch objective
31. Ensure disability equality is embedded into NWDA procurement documentation and processes
What will the milestones Success is…. be
By whom
Address matters arising through the audit
Monitoring will show increased positive impact.
Procurement Team
Provide support for disabled owned businesses to compete for procured work A series of disability measures/checks are added to our procurement paperwork, as appropriate eg web access, inclusive design Develop a new Sustainable Procurement Policy and Strategy, which takes into account disability equality, in line with the new national procurement strategy for the Public Sector.
Monitoring shows a positive impact.
Procurement Team
1
2
A Procurement Policy and Procurement Strategy endorsed by the Team Executive management Board
1
A recognised exemplar Strategy and Policy.
Procurement Team
1
Procurement Team
1
Consultation with internal Policy is implemented & and external stakeholders monitored to ensure strategy meets both the Agency needs and covers equality issues
20
Year 1, 2, 3
Corp Plan
REDS
RES
NWDA Disability Equality Scheme: Action Plan
92
9
46 54
DESch objective
What will the milestones Success is…. be
By whom
An annual Impact Assessment on how the strategy impacts on disabled people
A minimum of two procurement workshops are delivered
Procurement Team
32. Review standard legal documentation for procurement of goods and services, and grants
Redrafted documentation
Implementation of the redrafted documentation.
Legal Team
33. Ensure that all significant and ‘high profile’ projects meet DED requirements
Offer letters will include a requirement to comply with DED Project planning, development and appraisal processes have a DEIA An access audit of all NWDA premises, provided by a disabled people’s access group.
Amended offer letter is in use
Legal
Monitoring will show DEIAs are carried out
Programme Office
Feedback is sought from disabled staff and visitors.
Disabled Staff and visitors will have no complaints about access
34. Ensure exemplary access standards at all NWDA buildings so that disabled people who visit our premises will feel welcomed and comfortable
21
Audit completed
Year 1, 2, 3
Corp Plan
REDS
RES
NWDA Disability Equality Scheme: Action Plan
Annual ly
1
1
2
Office Support Services Facilities Management/ HR OC&D Office Support Services Facilities Management/ HR OC&D
1
DESch objective
What will the milestones Success is…. be
Inclusion of access recommendations in maintenance and refurbishment work
22
Rolling programme in place
By whom Year 1, 2, 3
Corp Plan
REDS
RES
NWDA Disability Equality Scheme: Action Plan
Office Support Services Facilities Management/ HR OC&D
3
NWDA Disability Equality Scheme: Action Plan
HR, Organisational Change & Development
111 Ob j1 p1 3 46
DESch objective
What will the milestones be
Success is….
By whom
35. NWDA staffing profile to more accurately reflect the diversity of the NW to become an exemplar employer
A robust monitoring process will be in place
▪ A yearonyear increase in HROC&D Ongoing the numbers of people who apply, ▪ get shortlisted, and are appointed to RDA jobs The RDA has 3% disabled 3 staff.
Job advertisements are placed More disabled people are in a diverse range of applying for NWDA job publications
HROC&D
Application packs continue to be available in different formats ie electronically, Braille & large print
More disabled people are requesting and receiving different formats.
HROC&D
Recruitment of new NW Business Link staff will be used as a pilot for recruitment changes.
Pilot reviewed and evaluated; lessons applied more generally.
HROC&D
23
Year 1, 2, 3.
Corp Plan
REDS
RES
Responsible for all HR issues including staff development and organisational change
1
1
1
DESch objective
29 36. The NWDA will develop a better understanding of why disabled people do not apply for jobs within the Agency. 46 37. Provide a recruitment and retention guide for staff and line managers
38. Develop robust and distinct NWDA sickness and disability absence policies
What will the milestones be
Success is….
By whom
All HR policies will have a DEIA and Equality and Diversity will be integrated into documentation and practices as appropriate Research designed and carried out
A ‘rolling programme’ of reviews
HROC&D
More disabled people are applying for NWDA jobs
HROC&D
Year 1, 2, 3.
Corp Plan
REDS
RES
NWDA Disability Equality Scheme: Action Plan
3
2
Findings of research implemented Review existing guidance and revise for DED / DDA requirements and issue to all relevant staff
Recruitment, induction and staff support processes will take account of disabled people’s access needs NWDA staff confident to recruit and manage disabled staff
Complete the development of Monitoring will show a a disability absence policy as reduction in absenteeism. an integral part of the absence policy.
24
HROC&D
1
HROC&D
1
HROC&D 1
57 59
41
41
2
DESch objective
What will the milestones be
Success is….
By whom
39. Develop Line Managers to ensure that staff are comfortable reporting mental health issues such as stress and anxiety to them.
A DEIA of the Occupational Health provision and ‘Lifeworks’ 2
More use of Occupational Health and ‘Lifeworks’
HROC&D
1
Explore and develop current support which is offered to staff regarding around stress and mental health issues.
A reduction in sickness absence due to changes in practice.
HROC&D
2
Management ability to deal HROC&D with stress and mental health issues is improved A demonstrated understanding HROC&D amongst managers and staff of what constitutes harassment on the grounds of disability Involvement of the group in HROC&D DED – related activities.
2
40. Ensure the harassment policy addresses disability harassment
Amend the existing policy to ensure that it deals with harassment on the grounds of disability
41. Positively integrate An established disabled staff disabled staff into group existing internal consultation processes, also ensuring a dedicated process for disabled staff.
Lifeworks – the NWDA’s Employee Assistance Programme
25
Year 1, 2, 3.
Corp Plan
REDS
RES
NWDA Disability Equality Scheme: Action Plan
2
3
DESch objective
What will the milestones be
Success is….
42. Staff training will integrate disability equality and diversity.
Equality and Diversity, including DED responsibilities, are integrated into all parts of the Management Development Programme Equality and Diversity, including DED responsibilities, are integrated into induction training
Mainstreaming of Equality and HROC&D Diversity Training, including DED responsibilities
1
Evaluation shows it is effective HROC&D
1
26
By whom
Year 1, 2, 3.
Corp Plan
REDS
RES
NWDA Disability Equality Scheme: Action Plan