However, they
are much more likely to provide information in specialist formats
on request than they were before, according to the report on how
public bodies are approaching the implementation of the Disability
Equality Duty which is part of the Disability Discrimination Act of
2005, a law that builds upon the better-known 1995 Act of the same
name.
The report calls upon public bodies to be more proactive in
their approach to the provision of information, so that it is
provided in a variety of formats as a matter of course.
The 2005 Act imposes a positive duty upon public authorities
such as Government Departments or Primary Care Trusts to promote
equality of opportunity for disabled people, including employees,
service users and others, from December 2006.
Public sector authorities are working hard to promote equality
of opportunity in all areas. But the survey of 376 public bodies,
carried out by the Centre for Research on Social Policy and the
British Market Research Board, shows that there is still a lot of
work to be done before the new rules come into force.
Its main findings are:
- The 1995 Act was a major influence behind the changes made by
organisations who took part in the survey in terms of employment
and service provision, accessibility of information and buildings
strategy. It was also the main reason given by respondents for
integrating disability issues into their mainstream plans.
- The vast majority of participating organisations had adapted
their work environment, implemented flexible working time and
flexible work organisation to help disabled employees. Many had
conducted Disability Equality Impact Assessments and of those that
had most had changed their employment and service policies and
practices, as a result. Nearly all public bodies also had an Action
Plan to meet the needs of disabled employees and service
users.
- Although a large number of organisations in the survey had a
Disability Equality Scheme in place, only a minority had involved
disabled employees or service users in drafting it. Also the vast
majority of organisations had acted to improve access to premises
for disabled people, but few had engaged with disability
organisations to review the extent to which the services met the
needs of disabled people.
- Participating organisations were unlikely to provide
information in specialist formats for disabled employees and
service users as part of their standard procedures, although they
were much more likely to provide it on request.
- Almost all the organisations felt they were committed to
improving the experience of their disabled employees, and most also
felt they were currently meeting the needs of their disabled
employees. In contrast though slightly fewer organisations felt
they were meeting the needs of their disabled service-users.
The DWP hopes to use the report as baseline research so that the
impact of the Disability Equality Duty can be evaluated in the
future.
"The DDA has been a major factor in bringing about change in
terms of employment and the way services are delivered for disabled
people,” said Anne McGuire, Minister for Disabled People.
“But the report published today highlights that organisations in
the public sector still need to be much more proactive in meeting
the needs of disabled people. The Disability Equality Duty, which
comes in from this December, will be a further catalyst for change,
ensuring that the needs of disabled people are no longer seen as an
afterthought," she added.
