I concur completely with Aldens's comments. To respond directly to your
query Martin, the University of Sheffield has developed its procedures and
guidance to Departments to take account of its legal obligations under the
DDA (civil legislation) and various Health and Safety acts and regulations
(criminal legislation). This has resulted in a mish-mash of contradictory
and unhelpful advice which helps to point up the relevance of Alden's
comments. I will not circulate to the whole list chapter and verse, but
below is a taster.
THE UNIVERSITY OF SHEFFIELD
DISABILITY EMPLOYMENT POLICY
The University Staffing Committee, at its meeting on 12 February 1998,
approved the attached Disability Employment Policy (with some minor
amendments which have been incorporated) which sets out the University's
statutory obligations concerning the employment of Disabled People, its
aims and objectives and the practical arrangements for its effective
implementation.
This policy reflects the recommendations contained in the "Framework for a
disability discrimination policy" (developed by The Commission on
University Career Opportunity, dated October 1997).
THE UNIVERSITY OF SHEFFIELD
DISABILITY EMPLOYMENT POLICY
Introductory Statement
The University is committed to meeting the requirements of the Disability
Discrimination Act 1995 and its regulations and to the implementation of a
policy to achieve equality of opportunity for the University's disabled
staff.
1. Policy
1.1 The University values the contribution of individuals irrespective of
their sex, age, race, marital status, sexuality, disability, religion,
ethnic or national origin and will provide an environment that is free from
unlawful discrimination, harassment or victimisation on any of the above
grounds.
1.2 The University will treat, and expects its staff to treat, all those
working and studying within it with dignity and respect. The University is
committed to equality of opportunity for all its staff regardless of any
physical, mental or sensory disability and to the achievement of a balanced
workforce which reflects the diversity of the community it serves.
1.3 The University is committed to ensuring that there is no unfair or
unlawful discrimination on grounds of disability and that access to
employment, career development and promotion in the University is based on
ability, qualifications and suitability for the work.
1.4 The University will encourage the participation of disabled staff to
ensure that wherever possible, employment practices recognise and meet
their needs.
2. Objectives of the Policy
The University will work towards:
2.1 Ensuring that all University staff are treated fairly and without
discrimination.
2.2 Creating a working environment free from discrimination and harassment.
2.3 Selecting, rewarding, training, developing and promoting staff on
merit/ability.
2.4 Developing and using the full talents of all staff.
2.5 Providing full and equal access for all to the buildings, land,
property, facilities and services of the University.
2.6. Creating an environment in which staff and students feel they are free
to talk openly on disability and discrimination.
2.7. Reviewing and developing job recruitment processes so as to encourage
applications from Disabled People.
2.8. Wherever possible retaining existing staff who are affected by
disability through rehabilitation, training or other appropriate measures.
2.9 Providing disability equality training for Heads of Department and
others with operational/managerial responsibility for the implementation of
this policy.
3. Arrangements for implementing the policy
3.1 The University Council, through its officers and delegated powers will
ensure that the University complies with its duties under the law regarding
the employment of Disabled People.
3.2 The University Finance Committee, the University Staffing Committee,
the University Health & Safety Committee and the University Estates
Committee, will be responsible, as appropriate, for considering measures
for the effective implementation of this policy.
3.3 The University will consult widely concerning the development and
implementation of this policy: such consultation will include disabled
staff.
3.4 From time-to-time codes of practice or guidance documents will be
produced in order to assist Heads of Department and other staff in the
practical implementation of this policy.
3.5 The Personnel Department will monitor and report upon the numbers of
disabled staff in the workforce. Reports will be provided regularly to the
University Staffing Committee on the progress achieved in implementing the
Disability Employment Policy.
3.6 Where prompt decisions are required, which are related to the
implementation of this policy, these will be taken by the
Pro-Vice-Chancellor for Staffing will consult as appropriate prior to
making any such decisions.
3.7 The University will review regularly its progress in implementing this
policy.
Mike Higgins (in a personal capacity)
E-mail: [log in to unmask]
%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%%
|
