Disability Discrimination Act 1995 (DDA)

Understanding the Disability Discrimination Act 1995: Ensuring compliance and best practices

The Disability Discrimination Act (DDA) 1995 was a landmark piece of legislation in the United Kingdom, designed to end the discrimination that many disabled people faced. The Act made it unlawful to discriminate against individuals to their disabilities in relation to employment, the provision of goods and services, education, and transport. In this blog, Dr Richard Dune delves into the significance of the DDA 1995, provides key facts and definitions, and outlines best practices for ensuring compliance with this crucial legislation.

Key facts and statistics

Prevalence of disability - According to the Office for National Statistics, around 22% of the UK population has a disability.
Employment gap - In 2020, the employment rate for disabled people was 53.6%, compared to 81.7% for non-disabled people.
Discrimination reports - A study by Scope in 2020 found that nearly one in three disabled people felt they had been mistreated at work.

Key definitions

Disability - Under the DDA, a disability is defined as a physical or mental impairment that has a substantial and long-term adverse effect on a person's ability to carry out normal day-to-day activities.
Reasonable adjustments - Are changes made to the work environment or practices to help a disabled person carry out their job without being disadvantaged. These can include physical changes, providing assistive devices, or altering working hours.
Direct discrimination - This occurs when a person is treated less favourably because of their disability compared to someone without a disability in similar circumstances.
Indirect discrimination - This happens when a policy or practice applies to everyone but disadvantages people with a disability, and it cannot be justified as a proportionate means of achieving a legitimate aim.

Best practices for implementing the DDA 1995

Conduct regular training and awareness programmes

It is crucial to ensure that all staff are aware of their responsibilities under the DDA. Regular training can create a more inclusive workplace and reduce instances of discrimination.

Perform accessibility audits

Regularly auditing your premises and services for accessibility can help identify barriers that may prevent disabled individuals from fully participating. This includes physical access, digital accessibility, and inclusive communication.

Develop a disability policy

Having a clear, comprehensive disability policy helps demonstrate your commitment to equality and provides a framework for managing issues related to disability discrimination. This policy should outline procedures for making reasonable adjustments and handling complaints.

Engage with disabled employees and service users

Involving disabled individuals in decision-making processes ensures that their needs are understood and addressed. This can be through regular feedback, focus groups, or consultations.

Implement assistive technologies

Utilising assistive technologies, such as screen readers and voice recognition software and adapted workstations, can significantly improve the workplace experience for disabled employees.

Monitor and review practices

Regularly monitoring and reviewing your policies and practices helps ensure they remain effective and compliant with current legislation. This can be achieved through regular audits, surveys, and feedback mechanisms.

Recommendations

To maintain compliance with the DDA 1995 and foster an inclusive environment, organisations should:

Stay updated with current legislation and best practices.
Allocate resources for regular training and accessibility improvements.
Encourage an organisational culture that values diversity and inclusion.
Use ComplyPlus™ to manage compliance with legislation and regulatory requirements efficiently.

Conclusion

The Disability Discrimination Act 1995 set the stage for greater equality and inclusion for disabled individuals in the UK. By understanding the Act and implementing best practices, organisations can ensure they are not only compliant but also champions of diversity and inclusion.

For more information on how to ensure compliance with the DDA 1995 and other relevant legislation, explore our comprehensive training courses and compliance management solutions. Click here to discover how ComplyPlus™ can help your organisation stay compliant and inclusive.

About the author

Dr Richard Dune

With over 20 years of experience, Richard blends a rich background in NHS, the private sector, academia, and research settings. His forte lies in clinical R&D, advancing healthcare tech, workforce development and governance. His leadership ensures regulatory compliance and innovation align seamlessly.