01 March 2007 - Publication of DWP research report 410: ‘Organisations’ responses to the Disability Discrimination Act (DDA)’
A research report published today by the Department for Work and Pensions explores organisations’ awareness of and responses to the Disability Discrimination Act, looking particularly at issues relating to employment, provision of goods, facilities and services, public functions and private clubs. The research builds on a similar study undertaken in 2003.
Key Findings
- Most establishments (80 per cent) were aware of the employment provisions of the DDA, although fewer were aware of the provisions relating to goods, facilities and services (66 per cent). Awareness of both aspects has increased since 2003.
- Employers continue to have a fairly narrow perception of disability, mainly focusing on sensory and mobility impairments.
- Compared with 2003, employers displayed more positive attitudes towards employing disabled people. Those who had experience of disabled staff and who were aware of the DDA tended to have the most positive views.
- Eighty-four per cent of employers that have had disabled staff and eighty-seven per cent of all goods, facilities and service providers had made, or were planning, adjustments to assist disabled people. Most workplace adjustments related to flexible working time or work organisation, while most of those for customers and clients were changes to physical accessibility.
- The majority of those who had made adjustments found them to be easy, with most employers (69 per cent) and goods, facilities and service providers (74 per cent) reporting no difficulties. Planning constraints and cost were the main problems.
- Most changes were motivated by an interplay of factors. These included ‘doing the right thing’, business benefits such as meeting customer need and keeping up with competition, and corporate social responsibility, as well as the DDA.
- Many small establishments in particular felt they would like more information: both generally, and on specific issues such as financial assistance for making adjustments, and what types of adjustment might be considered ‘reasonable’.
Notes for editors
- The DDA was passed in 1995 and came into force in December 1996. Under its employment provisions (Part 2), it is unlawful to treat a disabled employee less favourably than a non-disabled employee for a reason related to their disability. The Act also requires an employer to make ‘reasonable adjustments’ where the person concerned is at a substantial disadvantage compared with non-disabled people. The provisions relating to access to goods, facilities and services (Part 3) were implemented over time and in stages. From October 2004, the DDA has required goods, facilities and service providers to take reasonable steps to address physical features that act as an obstacle for disabled people to access their services. In 2005, a new DDA was passed by Parliament, extending and amending the existing provisions. Among other things, this included: extending the DDA to cover the membership of private clubs with 25 or more members; extending protection to include people with HIV, cancer and Multiple Sclerosis from the point of diagnosis, and ensuring that discrimination law covers all the activities of the public sector.
- The research was based on 2000 telephone interviews and 50 case studies and was conducted by the Institute for Employment Studies.
- Research Report 410 – Organisations’ responses to the Disability Discrimination Act is published today in the DWP Research Report Series. A summary and copy of the report are available on the DWP website at www.dwp.gov.uk/asd/asd5. Hard copies can be obtained from Paul Noakes on 020 7962 8557 or paul.noakes@dwp.gsi.gov.uk.
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Prepared by: Department for Work and Pensions Work Welfare and Equality
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