Disability Confident
Disability Confident
Embedded Files
The Sheffield College is especially proud to be a Disability Confident Leader. The College is immensely proud of all staff and the diversity that makes up The Sheffield College. Our commitment to equality and diversity is embedded in everything that we do. We can only be successful together by providing equal opportunities for all.
The Sheffield College is committed to maintaining and supporting an inclusive and diverse environment. This includes providing equal opportunities for all employees with a disability to access the workplace and be supported to undertake their normal duties. Our aim is to create a working environment that enables employees to be supported and to perform to the best of their ability. The College have been awarded a Level 3 Disability Confidence Award. This is for the contribution to promoting a disability confident culture in the workplace. The College is committed to 13 statements and at least two actions grouped into two themes: “Getting the right people for your business” and “keeping and developing your people” and includes a positive action commitment to offer interviews to disabled candidates who meet the minimum requirements for a job or role.
“We are extremely proud as a College to be recognised nationally as a Disability Confident Leader. The Disability Confident Leader Award demonstrates our commitment to embed equality and diversity in everything that we do. We know that as a learning provider and an employer we can only be successful by providing equal opportunities for all. As an inclusive College, we work our best when all staff feel valued and can contribute to help us achieve our collective vision of transforming your life through learning.”
Paul Simpson, Executive Director of HR and OD
We recognise that disability should not be seen as a barrier to employers and we strive to eliminate this. In particular, the College will undertake to:
Provide an inclusive and diverse workforce with appropriate working conditions for all that is free of discrimination. This includes providing equal opportunity for all employees with a defined disability whether this is accessing the workplace or being supported to undertake normal duties.
Ensure there is no unlawful discrimination against any disabled person, including our recruitment and selection policies. Any disabled applicant that meets the minimum essential criteria for an advertised role will be guaranteed an interview.
Support disabled employees remaining in employment by applying the principles of reasonable adjustment, as defined under the Equality Act 2010 and any subsequent legislation, by removing barriers that may hinder the employee from participating in the workplace and undertaking their duties using a range of support services available including Occupational Health and Access to Work.
The College offer a wide range of supportive interventions. These include:
- Employee Assistance Programme (EAP) available to all employees offering a range of free and confidential services.
- Occupational Health Services.
- A dedicated Health and Well-being Team committed to raising awareness of disability related issues.
- ‘Dying to Work Campaign’, which sets out an agreed way in which employees are supported, protected and guided throughout a terminal illness.
What is a Disability?
There are many kinds of disability and the definition of disability can be broad. Some disabilities are visible whereas others can be hidden. There could be a number of employees who have a disability that could be legally defined without ever knowing about it.
The Equality Act 2010 defines disability as a physical or mental impairment that has a ‘substantial’ and ‘long-term’ negative effect on your ability to do normal daily activities.
What does “Substantial” and “Long Term” Mean?
Substantial means when a condition or impairment is more than minor. For example, to be considered to have a substantial disability, it would mean that you take much longer to complete day to day tasks. This could be brushing your teeth or getting dressed in the morning.
Long Terms means when a condition has lasted for more than 12 months. This could be a condition that has developed from an injury or infection.
Progressive Condition
A progressive condition is a condition that will either gradually or rapidly become worse over time. People with any progressive condition could be classed as disabled. For example, anyone that is diagnosed with HIV, cancer or multiple sclerosis is automatically defined as disabled.
Conditions that are a Disability if they meet the Definition of Substantial or Long Term:
Conditions that are a Disability if they meet the Definition of Substantial or Long Term:
Please note that this not an exhaustive list.
Are there any Conditions that are Excluded from the Equality Act 2010?
- addiction to or dependency on alcohol, nicotine, or any other substance (other than as a result of the substance being medically prescribed)
- seasonal allergic rhinitis (e.g. hay fever), except where it aggravates the effect of another condition
- tendency to set fires
- tendency to steal
- tendency to physical or sexual abuse of other persons
- exhibitionism
- voyeurism.
Reasonable Adjustments Passport
If you have a disability or a long term health condition, it may be appropriate that your line manager makes reasonable adjustments for you to ensure you can carry out your day to day duties. A Reasonable Adjustments Passport is a live record of adjustments agreed between you and your manager to support you at work.
The purpose of this passport is to:
· Understand how your disability, health condition, mental health condition or long term injury can impact on your day to day work;
· Make sure that everyone is clear and has a record of what adjustments have been agreed;
· Provide you and your manager with the basis for future conversations about adjustments.
This document should be reviewed regularly (at least every six months, or sooner if there is any change to your job or your condition) to check if the adjustments are still appropriate and effective for you. You should keep a copy of your own Reasonable Adjustment Passports. Your manager and/or HR Business Partner should also keep a copy for their own records which will be held securely in your personnel file.
For further information on Disability and how the College can support you, please use the links below:
For further information on Disability and how the College can support you, please use the links below:
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