Discrimination and Disability

Decision Making Assistance

• Prioritize giving the person time to consider their options.

Assistance Dog Coats

• The primary purpose of the color and printing on an assistance dog's coat is to identify the charity that trained the dog.

Equality Act 2010 & Assistance Dogs

• A reasonable adjustment for assistance dog owners as outlined by the Equality Act 2010, is to allow the dog to accompany the owner into areas usually restricted to humans.

Handling Angry Customers

• Allow customers to vent their anger and frustration without interruption while demonstrating attentiveness.

Punctuality & Reliability

• Punctuality and reliability is to create a sense of trust and predictability, reducing anxiety with individuals who have mental health issues.

Discrimination Arising from Disability

• A characteristic that is NOT of discrimination arising from disability is when discrimination is a direct result of the disability itself.

Paul & Tourette Syndrome

• Paul's exclusion from the café is considered discrimination arising from a disability because his shouting is a manifestation of his Tourette syndrome, not the syndrome itself.

Direct vs. Disability-Related Discrimination

• Direct discrimination is based on a person's disability, while discrimination arising from disability is based on a disability-related factor.

Intentionality in Discrimination

– Direct discrimination involves intentional exclusion, while discrimination arising from disability is unintentional.

Proving Discrimination

• Direct discrimination is easier to prove than discrimination arising from disability.

Legality of Discrimination

Direct discrimination is illegal, while discrimination arising from disability is not.

Justification for Indirect Disability Discrimination

• The policy or practice is necessary to achieve a legitimate business aim.

Pam's Heart Condition

The example of Pam with a heart condition illustrates indirect disability discrimination because the swimming pool's rule disproportionately disadvantages individuals with limited swimming abilities, including those with heart conditions.

Justifying Indirect Discrimination

• To justify an indirect discriminatory policy or practice, it is not necessary to show that the policy or practice is the only way to achieve the business aim.

Defining Harassment

• Harassment related to a disability: Unwanted behavior related to a person's disability that violates dignity or creates a hostile environment.

Discrimination Arising From Disability Scenario

• A company refusing to hire a wheelchair user because they cannot access the office building best describes discrimination arising from disability.

Indirect Disability Scenario

• A company requiring all employees to lift 25kg, excluding individuals with physical limitations, is an example of indirect disability discrimination.

Activities of Daily Living

• Driving is NOT considered a normal day-to-day activity according to the Equality Act 2010.

Long-Term Impairment

• The minimum duration for an impairment to be considered 'long-term' under the Equality Act 2010 is 12 months.

Definition Of Capacity

• Financial management is NOT considered a 'capacity' as defined by the Equality Act 2010.

Replacing Legislation

• The legislation the Equality Act 2010 replaced was The Disability Discrimination Acts 1995 and 2005.

Defining Substantial

• The term 'substantial' means significant, but not severe, in the context of a disability, according to the Equality Act 2010.

Activity Impact

• In order to meet the definition of disability under the EU Act 2010, a disability's impact on a person's normal day-to-day activities has to be significant with long-term impact on activities.

Capacity

• Having a conversation with a friend is an example of a normal day-to-day activity, affecting a 'capacity' as defined by the Equality Act 2010.

Old Definition of Capacity

• The legislation did not consider the "Ability to Understand" as capacity.

Capacity Impacts

• The new Act removes the requirement to demonstrate a specific list of impacted capacities when demonstrating impairment.

Process of disability being streamlined

• The new Act streamlines the process of demonstrating disability because it allows for a more subjective and common-sense approach to assessing disability.

Reasonable Adjustments

• Providing a company car for employees, regardless of their disability, is NOT considered a reasonable adjustment according to the provided information.

Primary focus in discrimination

• The primary focus of the Act in relation to discrimination against disabled individuals is equal opportunity, as well as prohibiting less favorable treatment.

Height

• The height 4' 1'' might be considered short stature for an adult.

Speech

• Facial disfigurement is NOT mentioned as a potential cause of speech and language impairment.

Disability Leave

• Disability leave is paid leave for disabled employees to attend rehabilitation, assessment or treatment.

Short Stature

• The statement that they all have learning disabilities, is a common misconception about people with short stature.

Reasonable Adjustment

• Requiring specific qualifications relevant to the job from a disabled employee is NOT considered a reasonable adjustment for a disabled employee.

Act Assessment

• It simplifies the process for disabled individuals to demonstrate their impairment

Communcation

• The best way to communicate with someone of short stature is to sit down or stand at a slightly lower level.

List Of Capacities

• The general sentiment expressed about the inclusion of a specific list of capacities in the new Act is that It limits the scope of disability and excludes individuals with less visible impairments.

Keys to Access

• If you ensure all items are withing easy reach., you are making environments more accesible.

Growth-related disorders

• As mentioned 200 different growth-related disorders are estimated to exist.

Best describing the intention of "The Acts" regarding reasonable adjustments

• Employers are obligated to assess and implement only the necessary reasonable adjustments for each disabled employee.

Key Treatment

• They should be treated with respect and dignity is the key takeaway regarding the treatment of people with short stature.

Defining Specific Language

• The language impairment that is unrelated to any other disability is the definition of specific language.

Treating All Adults

• The reason it is important to treat adults with short stature as adults and not as children it is disrespectful to treat adults as children, it can make them feel uncomfortable and embarrassed, It can reinforce negative stereotypes and prejudice.

General Message

• Speech and language impairments can be caused by various factors.

This content covers various aspects of disability discrimination, including direct and indirect forms. It also highlights the unintentional nature of discrimination arising from disability. Justification for indirect discrimination and harassment related to disability are explored.