Disability Awareness Matching Quiz

• Disability Awareness Training provided for Taxi & Private Hire Drivers
• Equo is a trading name of Inclu Consulting Ltd.
• Version 2 [November 2022] adds section: Taxi and Private Hire Vehicles (Disabled Persons) Act 2022

Definitions of Disability

• The Equality Act 2010 replaced the Disability Discrimination Acts 1995/2005 (DDA).
• The Equality Act 2010 protects against discrimination based on protected characteristics, including disability.
• The DDA defined disability as a physical or mental impairment with substantial, long-term adverse effects on the ability to perform normal day-to-day activities.
• Similarly, the Equality Act 2010 defines disability with the added clarification of adverse affects, in regards to carrying out normal day-to-day activity.
• "Substantial" means neither minor nor trivial.
• "Long-term" means the effect of the impairment has lasted or is likely to last for at least 12 months.
• Normal day-to-day activities include eating, washing, walking, and shopping.
• Activities must affect capacities like mobility, manual dexterity, speech, hearing, seeing, and memory.
• Normal day-to-day activities examples:
  • Mobility refers to the ability to walk or use a wheelchair.
  • Manual dexterity refers to the ability to hold a pen and write.
  • Physical coordination: impacting patient's ability to undertake tasks like feeding themselves.
  • Continence: impacts a person's ability to control bladder movements.
  • Ability to lift, carry or move everyday objects.
  • Speech, hearing, or eyesight.
  • Memory and the ability to concentrate, learn, or understand.
  • Understanding the risk of physical danger.
• Conditions that generally do not constitute a disability:
  • Hay fever
  • A broken limb
  • Sprained ankle
  • Easily corrected eyesight with glasses

Discrimination

• Discrimination occurs when someone is treated less favorably due to their disability.
• If changes for a disabled person fundamentally alter a business, it may not be discrimination.
• A nightclub doesn't need to increase lighting for a visually impaired customer if it destroys the ambiance; this may be justifiable indirect discrimination.
• Turning away a facially disfigured person from a nightclub solely because they don't fit the clientele is direct discrimination.
• Health and safety concerns can seemingly discriminate but should not be a pretext for excluding disabled customers, proper risk assessments needed.
• The Equality Act 2010 covers associative discrimination (discrimination due to association with a disabled person).
• Discrimination by perception is direct discrimination based on others' beliefs about someone's disability.
• Art galleries displaying paintings in low-light conditions don't necessarily need to increase lighting for visually impaired visitors.

Getting in on the Act

• The Equality Act 2010 replaced and simplified previous anti-discrimination laws, strengthening efforts to tackle discrimination and inequality, in effect since October 1st 2010.
• People who access goods, facilities, or services are protected from direct discrimination based on 'protected characteristics'.
• Protected characteristics: disability, gender reassignment, pregnancy/maternity, race, religion/belief, sex, and sexual orientation.
• The training covers disability under the Equality Act.
• The Disability Discrimination Acts (DDA) of 1995 and 2005 was previous legislation covering disability.
• The DDA covered businesses and public sector organizations needing to be accessible to disabled people.
• The DDA split into three parts:
  • Part 1 outlined who was covered by the Act.
  • Part 2 ensured disabled employees were not discriminated against at work.
  • Part 3 made it illegal to discriminate against disabled people in how services were offered/delivered and prevented discrimination by removing physical barriers since October 2004.
• The DDA was amended in 2005 to cover people with HIV infection, cancer, and multiple sclerosis from diagnosis.
• New legislation includes: direct disability discrimination in relation to goods/facilities/services, discrimination arising from disability, and indirect disability discrimination.
• Direct disability discrimination occurs when someone is less favored due to their disability.

Discrimination Arising from Disability

• Discrimination arising from diability occurs when a disabled person is treated unfavorably because of something connected with their disability and their unfavorable treatment cannot be justified.
• Discrimination from Disability differences with Direct discrimination: direct discrimination is when a person is treated less favorably because of disability itself,
• Someone with Tourette's syndrome is excluded from a cafe due to shouting, which is a manifestation of the disability, it is considered discrimination arising from a disability, unless the owner gets the permission of the disabled individual.

Indirect Disability Discrimination

• This may occur when a business has a policy or practice that disadvantages disabled people.
• Policies must aim for a legitimate business purpose that must be fair and reasonable.
• Pam with a heart condition is restricted by her local swimming pool policy that only admits users who can swim a full length.
• If the swimming pool cannot justify its policy, its likely for indirect discrimination.
• Harassment: Unwanted behavior related to disability that violates a person's dignity or creates an intimidating, hostile, degrading, humiliating or offensive environment.
• Emma with a speech stammer gets mimicked by staff at a local supermarket, and thus Emma could bring a claim of harassment related to disability.
• Upon completing this training module, you will be able to access more information about the Equality Act on our resources page.
• Licensing Authorities aim to treat all customers equally and not offend or upset a disabled person.
• If you discriminate court against the Equality Act could fine you or you taxi firm.

Taxi and Private Hire Vehicles

• The Taxis and Private Hire Vehicles (Disabled Persons) Act 2022 came into force on 28th June 2022.
• Equality Act 2010 has been amended to include new/amend duties for local licensing authorities, taxi/private hire vehicle drivers, and private hire operators.
• Changes ensure disabled passengers use taxi and private hire services without discrimination and get appropriate assistance without extra charges.
• The Act now applies to all taxi and private hire drivers when providing passengers assistance.
• Drivers must take disabled passengers and their mobility aids, and provide help at no extra charge.
• Drivers must help disabled passengers find their vehicle at no extra charge

Compliance

• Non-compliance punishable up to £1,000 fine and review of license for Equality Act violations.
• Drivers with medical conditions preventing mobility assistance can apply for exemption certificates.
• Existing and new exemption notices exempt drivers from mobility assistance duties at sections 164A and 165.
• However, disabled drivers with exemptions are not exempt from carrying a disabled passenger or their mobility aids.

Wheelchair Accessible Vehicles (WAVs)

• Drivers who consider themselves medically or physically unfit to perform the mobility assistance duties who do not hold an exemption should contact their licensing authority to request an exemption application form.
• Licensing authorities will maintain and publish on licensed taxis and private hire to carry provide extra and refrain from charging.

Driver Legal Duty

• Required to carry the passenger, their wheelchair, and their mobility aids where possible.
• Required NOT to make or attempt to make any additional charge for carrying out these duties.
• Required to take reasonable steps to ensure safety, comfort, and mobility assistance.
• Mobility Assistance is defined as:
  • Enabling the passenger to enter/exit the vehicle.
  • Load passenger's luggage, wheelchair, or mobility aids into or out of the vehicle.

Pre-booked Taxis and Private Hire Vehicles

• The following duties apply to any driver under the Equality Act:
• Assist disabled passengers to to identify and find the vehicle.
• Ensure the driver is aware when passenger requires assistance.
• No additional charge for complying with this duty.
• Section 165 of the Equality Act places additional duties to carry out to wheelchair users.

Wheelchair Requirements

• Drivers of designated wheelchair accessible taxis and private hire vehicles must carry the passenger while in the wheelchair.
• Offer to carry the wheelchair if the passenger transfers to a passenger seat.
• Offer to carry the wheelchair if the passenger wish to remain in vehicle.
• Offer to load luggage etc

Compliance

• Failure to comply with these will be punishable up to £1,000 fine and review of license for Equality Act violations.

Models of Disability

• Two models of disability is recognized that is (medical) and (social).
• Medical model is a view of disability that disabilities should not be seen as issue to anyone than the person affected.
• Medical model shows justification in many cases.
• The medical model solution is Change a disabled individual.
• Social Model is when the person is seen unable because of their disability, while the person is able otherwise if it werent for it.
• Society provides disability through meeting the needs that are not disabled.
• Social model's aim is the responsibility of the society.

Positive Language

• Discussing disability may be a personal matter, employers may need to discuss providing adjustments, and service providers should involve disabled people in designing services.
• Preferred language: person using a wheelchair, person with learning difficulties, person with a disfigurement, visually impaired etc.

Facts and Figures about Disability:

• Around 13.3 million people in the UK have some form of disability – that's around 1 in 5 of the total population.
• Wheelchair users form a relatively small amount of the population that is disabled that is around 8%, or 1 in 12.
• 17% are born with accidents and diseases.
• 44% perform full or part-time work.
• 19% of people with disabilties experience unfair tratment at work.
• Disabled men experience an 11% pay gap while women experience an 22% pay gap.
• Disabled people have a combined annual spending power of £80 billion.
• 20% of children have mental health issues while 800,000 in the UK has some form of disability.

Access to your premises

• Providing suitable is critical it provides people with equal opportunities for work and customers alike
• When making changes make reasonable adjustments that is recognised through the bussiness to recognise the limits they provide to businesses.
• 5% considers needs for a wheelchair user.
• For adjustments: Part M of the Building Regulations and BS8300:2009
• Gradient for adjustment is 1 in 20.

Employment

• The Equality Act 2010 ('the Act') sets out the rights of disabled employees.
• An individual will not have to demonstrate that, where an impairment adversely affects his or her ability to carry out a normal day-to-day activity.
• Speech, mobility and the ability to understadn is important to note here.
• the reason relates to that person's disability and the reason for such treatment cannot be justified.
• An employer must not discriminate against existing or prospective employees and has a duty to make adjustments to facilitate disabled employees:
• making adjustments to premises or transferring vacancy.
• acquiring or modifying equipment.
• modifying instructions or reference manuals.
• The national Access to Work scheme can assist with costs associated with employing a disabled person.

Visual Impairment

• Refers to people with irretrievable sight loss.
• Can be acquired at birth, old age, eye conditions or brain conditions.
• Includes minor impairment, severe impairment, or complete sight loss.
• There are 1.5 million-2 million people that have some form of this with 1/5 total without sight.
• Clear introduction is a good first step
• A quide dog helps by not being distracted.
• Don't refuse a quide dog because you can only refuse with a medicla exemptoion
• The taxi is already in place to guide them.
• Don't leave them un anwsered.
• Wait to let them ask if they need answers.
• If not visual do it vocally.

Mobility Impairment

• They will not necessarly be a wheelchair user.
• Someone who experience general frailty or disability is what it may be to travel to a site.
• A comfort eyeline is important in which you avoid leaning on somones wheelchair and never more somones mobility without their permision.
• Dont assume one knwos how to help and to ask them.
• Offer you chair, or even to offer where they might fell less pain.
• Give good access to the premesis or what the approach may be by the visitor.
• Any area needed should have space.

Hearing Impairments

• Affects 2 in 10 adults of the UK, over the age of 60 and one in 850 children are severely born with.
• They lip read. So you should limit the time for the individual.
• Keep light on your face, remember to speak slowly, and ensure facial gestures.
• Attract them to your should and ask what their mode is if you are un sure.
• Some can use Sign languge that might even be their first languge
• Remember to talk to the person with impairment and not an interpreter and get their permission for docuemnts.
• Speak at an acceptable pace even if its complicated.

Disfigurement

• Disease, birth defect, or wound harming appears to be present.
• The should be deal particularly sensitively.
• The general public should respond to the same level of trust as someone with out
• Do not stare and show courtesty and be sure not to ask questions.

Short Stature

• Is to be 4' 1" or less is what can be considered.
• Just some pointers.
• Don't treat them as children should not patted on the head.
• Should consider reachable items for people with shorter areas.
• Communicate at their height.
• Ensure you keep an open mind because their intellect cannot be guessed by it.
• Dont give them a cure and is to have the same level of capabilities.
• To provide they are not incapable.

Speech & Language Impairments

• A person could get from Cerebral Palsy or facial disfigurement (moving of muscles or difficulty with language).
• Reason can come with attention to remember.
• Speak with your best level and with eye contact.
• Don't correct speach or ask the ones to ask.
• It is better if someone cant understand.
• Also, you can use the english in their language may be the case.

Learning Disabilties

• A person may have problems undertsanding but should ask what they understand adn rememebr.
• Simple matter is to check after one says something.
• Show them something, look to them and no facial gestures.
• Is also benficial to have aids and what they should provide on the long term.
• Ensure the Advocate speaks of the persona and that you open to have someone there.

Mental Health

• There are conditions that fall under: schizorphrenia, bi-polar disorder, dementia, depression, anxiety, and phobias.
• The individual may become more complex after you discover the condition.
• Stress or depression may become disabling if is over 12 months. But someone cannot be assumed to be violet and also shoud be patience.
• Proivide a welocming minimum and give time to calm and unwind.
• Ensure they are given more details to make decision.
• Ensure is what you are to assume to always react by staying clear.
• Ask to seek assistance form collogue because you do not want to influence.

Assistance Dogs

• Guides help blind people around corners.
• Breeds that are many are used.
• Identified they wear colored coats.
• Equality Act provides service proviers adjustments.
• Illegal to make refusual for the dogs since it is illeagal.
• Could be fined up to £1,000
• Can ask for a medical authorization if dog will get contact to the person.
• Can have a Yellow sticker of exmption.
• trained to lie under tables or.
• Inform the owner if they cause any disrtuption during the event and should not have any issues.
• Do not allow hygiene is what a dog is to ensure by providing a person form getting contact.

Safe Transportation of Wheelchairs

• Ensure to transport or you can just give them what their options are.
• Take implicit duty of what you need.
• Ask what needs and conditions.
• Must consider these things while driving: snow, ice, and cobbles
• Get these simple guidelines.

The Simple Guidelines:

• Take transfers
• Wheel chairs stay sidways
• Free space and be secure
• WTOR sytsem in place
• Wont be in car or taxis or minibueses.

What if one is in place?

• What they will carry and what needs
• Positining needs the restraint.
• Posture will use and is what not to replace as WTOR. WTOR.
• The what is what they are be interferd.
• All reasonable should be offered by them but no additonal charger.
• Tell why you cannot provide a wheel chair transport and what they cna or cant proivide for this.

A matching quiz focusing on disability awareness. Includes matching preferred terms, scenarios, definitions, respectful alternatives, concepts, statistics, intents, prejudices, etiquette, impairments, understanding of short stature, ways to help, causes/results of speech impairments, types of disabilities, driving actions, and term explanations.