The below Parliamentary question was asked by Danny Kinahan on 2016-09-02.
To ask the Secretary of State for Work and Pensions, if he will review the adequacy of the level of protection against discrimination in employment, training and career development for people with disabilities.
Penny Mordaunt
Equality legislation for Disabled People is devolved to the Northern Ireland Assembly.
In Great Britain, the Equality Act 2010 defines disability as “a physical or mental impairment which has a substantial and long-term adverse effect on a person’s ability to carry out normal day-today activities”. Where an employee/applicant or service-user has a condition that fits the definition of a disability, they are protected under the 2010 Act. Employers and service-providers are therefore required to make reasonable adjustments available in order to ensure that disabled people are not placed at a substantial disadvantage compared to those who do not have a disability.
It is for the courts to decide, on a case-by-case basis, whether there has been disability discrimination where a reasonable adjustment has not been made available.
For those who need additional support over and above that which is a reasonable adjustment, Access to Work can help. Access to Work provides practical and financial support with the additional costs faced by individuals whose health or disability affects the way they do their job. Access to Work continues to support over 36,000 people per year take up or retain employment.
Disability Confident, on which this Department leads, was launched by the then Prime Minister in July 2013 to challenge perceptions, engage employers and promote good practice.
Disability Confident is about creating a movement for change – getting employers to think differently about disability and to take action to improve how they attract, recruit and retain disabled workers.
