Enabling Work can assist you to effectively reach your disabled customers
We can show you how your organisation can:
Provide all essential or primary information relating to products and services in alternative formats within a reasonable period of time upon request. We can work with you to ensure any information requests can be available in Braille, large print or audio format.
We'll help you evidence that you have a clear policy on how to deal with visually impaired customers' needs.
We can also ensure that all staff are aware that material should be available in alternative formats and the procedure to follow if such information is requested.
Where appropriate, we advise how to retain records relating to the customers preferred method of communication and how to ensure that the individual receives further information in their desired format.
We'll help you demonstrate that reasonable efforts have been made to make signs accessible to visually impaired customers (i.e. fire exit, toilet facility signs, etc) in areas that are used by customers or the general public.
Our training sessions will also evidence that a reasonable percentage of your staff have received training in regards guiding a visually impaired person in everyday situations as well as in emergency scenarios.
With our help you'll be able to demonstrate that your organisation is compliant with current equality and disability legislation.
Provide all essential or primary information relating to products and services in alternative formats within a reasonable period of time upon request. We can work with you to ensure any information requests can be available in Braille, large print or audio format.
We'll help you evidence that you have a clear policy on how to deal with visually impaired customers' needs.
We can also ensure that all staff are aware that material should be available in alternative formats and the procedure to follow if such information is requested.
Where appropriate, we advise how to retain records relating to the customers preferred method of communication and how to ensure that the individual receives further information in their desired format.
We'll help you demonstrate that reasonable efforts have been made to make signs accessible to visually impaired customers (i.e. fire exit, toilet facility signs, etc) in areas that are used by customers or the general public.
Our training sessions will also evidence that a reasonable percentage of your staff have received training in regards guiding a visually impaired person in everyday situations as well as in emergency scenarios.
With our help you'll be able to demonstrate that your organisation is compliant with current equality and disability legislation.
Alternative Information Formats
Access that £50m plus spending power of people with disabilities in the UK
Fetching RSS feed... please stand byDo the Duty - DED, employment and the Public Sector
Find out more about the DDA at: http://www.dotheduty.org/
We all want to live in communities where we can participate fully. We all want the opportunity to earn a living and support our families. Yet we know that many disabled people, including those with long-term health conditions, find barriers to gaining work or training. It is not uncommon for disabled people to report that 'I am only disabled when I come to work'. Too many disabled people are trapped by low expectations of what they can achieve and their potential is unrealised.
To help this change, we now have the Disability Equality Duty (DED) for the public sector. This new legal duty will mean that any public authority must look at ways of ensuring that people who meet the definition of disability in the Disability Discrimination Act are treated equally. A similar duty was introduced on race equality a few years ago.
This new law requires public authorities like yours to be proactive in ensuring that disabling barriers are removed and that what you do promotes equality for disabled people.
This duty is not about changes to buildings or adjustments for individuals. Other parts of the Disability Discrimination Act deal with these things. It's about addressing barriers within systems and weaving equality for disabled people into the culture of public authorities in practical ways. This means involving disabled people, including those with long-term health conditions, in policy development and actions from the outset, rather than focusing on individualised responses to particular individuals. It is about planning for equality at the beginning, rather than trying to add it at the end.
Complying with the duty should not only improve your performance on disability equality but will also help you to meet your wider objectives and strategic priorities.
Bert Massie
DRC Chairman
We all want to live in communities where we can participate fully. We all want the opportunity to earn a living and support our families. Yet we know that many disabled people, including those with long-term health conditions, find barriers to gaining work or training. It is not uncommon for disabled people to report that 'I am only disabled when I come to work'. Too many disabled people are trapped by low expectations of what they can achieve and their potential is unrealised.
To help this change, we now have the Disability Equality Duty (DED) for the public sector. This new legal duty will mean that any public authority must look at ways of ensuring that people who meet the definition of disability in the Disability Discrimination Act are treated equally. A similar duty was introduced on race equality a few years ago.
This new law requires public authorities like yours to be proactive in ensuring that disabling barriers are removed and that what you do promotes equality for disabled people.
This duty is not about changes to buildings or adjustments for individuals. Other parts of the Disability Discrimination Act deal with these things. It's about addressing barriers within systems and weaving equality for disabled people into the culture of public authorities in practical ways. This means involving disabled people, including those with long-term health conditions, in policy development and actions from the outset, rather than focusing on individualised responses to particular individuals. It is about planning for equality at the beginning, rather than trying to add it at the end.
Complying with the duty should not only improve your performance on disability equality but will also help you to meet your wider objectives and strategic priorities.
Bert Massie
DRC Chairman
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Hi I'm Sue Berry and the MD of Enabling Work Ltd.
We offer a 'One Stop Shop' for solutions to help businesses to:comply with Disability Legislation,... (more)
We offer a 'One Stop Shop' for solutions to help businesses to:comply with Disability Legislation,... (more)
