The big law here is the Disability Discrimination Act 1992 (DDA). This law tells employers to make ‘reasonable adjustments’ so that employees with disabilities can do their jobs as well as anyone else. The word ‘reasonable’ changes meaning depending on the size and type of the business.
Whether a business is big or small, and how much money it would take to make these adjustments, help decide what’s ‘reasonable’. Smaller places might find some adjustments too costly, while bigger places might have an easier time. But no matter the size, it’s the boss’s job to make sure these adjustments happen in real life, not just on paper.
If employers don’t make these adjustments, they could be acting unfairly, which could land them in legal trouble. This isn’t about creating a dream workplace, but about making sure everyone gets a fair shot.
Disabilities are different for everyone, so it’s wrong to assume what someone needs. It’s better to have a chat with employees or their representatives to figure out what adjustments are needed. And remember, it’s up to the employees if they want to share details about their disabilities.
The journey to creating a workplace that’s fair and inclusive may be tricky but it’s worthwhile. Talking about adjustments and understanding the different needs of staff is not only about following the law, but about building a welcoming environment for everyone.
As we move forward, the talk around making workplaces accessible for everyone is getting louder. It’s important for businesses to not only understand the law but to really embrace the idea of making space for everyone, no matter their abilities.
Mental Health Advocate (Lived experience) and Digital Designer 👨🎨 – Enjoying South Australia’s backyard
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