Disability

Managers must ensure the working environment within their team allows all employees to contribute to their full potential.

What you can do

When recruiting, ensure policies and practices support a level playing field for all candidates. A guaranteed interview scheme exists for disabled candidates who meet the minimum criteria.

Then, on a day-to-day basis:

• provide any reasonable adjustments that a disabled member of staff may require – this is a legal duty for all government departments
• familiarise yourself with disability discrimination legislation and the disability equality duty
• positively promote good practice and the use of development schemes, and ensure the workplace is welcoming for all your staff
• remember there are a wide range of disabilities – from those like mobility impairments requiring wheelchair use, to dyslexia or mental health conditions which are not visible.

Further information

On this site you can find more detailed guidance and information on:

• reasonable adjustments
• recruitment
• support for staff with different types of disabilities (i.e. dyslexia, mental health conditions).

The Equality and Human Rights Commission’s website also contains practical guides to disability legislation for employers.

It’s important to remember that disabled people, whatever disability they have, should be judged on their achievements and given the same opportunities as everyone else.

This page includes guidance for disabled employees in the Civil Service, and those who work with people with disabilities.

If you have a disability:

• Remember that the Civil Service is committed to ensuring that everyone meets their potential and will make reasonable adjustments, where necessary, to help you do so.
• If you tell anyone about your disability in confidence, this will remain confidential
• By telling your manager about your disability, they can ensure you receive any assistance you need to work effectively and on equal terms with colleagues.
• Never assume that nothing can be done to help you.
• Familiarise yourself with the available workplace support and the scope of the latest disability legislation.

If you work with someone who has a disability:

• Ask them how they prefer to work, and how you can best work together.
• Offer your support and friendship – this can break down any barriers.
• Never make assumptions about a person’s ability based on an uninformed judgement of them – take time to find out what they are comfortable doing, and when they might need assistance.
• Be aware of the types of issues that people with disabilities can face – for example, people’s wrong assumptions about their abilities, accessibility to buildings and information – and the possible effects that a disability may have on someone at work.