
Diversity and inclusion in the workplace are important elements that contribute to innovation, creativity, and overall business growth. One of the key aspects of fostering an inclusive workplace is the implementation of Reasonable Adjustment policies. These policies are essential not only for the disabled community, but also benefit the general workforce and the organisation as a whole.
In the UK, employers are legally required to make reasonable adjustments in the workplace for employees with disabilities under the Equality Act 2010. This law ensures that individuals with disabilities are not at a substantial disadvantage compared to non-disabled people when performing their jobs.
Definition of reasonable adjustments
Reasonable adjustments are workplace modifications or alterations to enable employees with disabilities to perform their jobs effectively and without any unnecessary hindrance. This could mean altering physical workspaces, adjusting work schedules, or providing additional support or equipment. The test for what is reasonable is objective and considers factors such as cost, practicality and effectiveness of.
Examples of reasonable adjustments :
- Adapting the recruitment process to accommodate candidates with disabilities
- Making physical changes to the workplace, such as installing ramps or providing special equipment
- Allowing flexible working arrangements or phased returns to work for disabled employees
- Providing training opportunities and access to necessary facilities.
Employers are only required to make adjustments that are reasonable, which depends on the specific circumstances and the nature of the job. The duty is anticipatory, requiring consideration of potential needs in advance rather than waiting for issues to arise.
Why are reasonable adjustments needed in the workplace?
For disabled individuals, these adjustments allow them to contribute their skills and talents effectively. They help ensure that disability does not prevent employment or career progression. Reasonable Adjustment policies acknowledge that every person, regardless of their physical or mental abilities, has the right to work and thrive in a supportive and accommodating environment.
Employers are required to make reasonable adjustments to ensure employees with disabilities or health conditions are not disadvantaged. This includes making changes to the job, such as adjusting working hours or providing special equipment. Employers must also make reasonable adjustments if a disabled employee asks for them, or if the employee is having difficulty with their job.
What are the benefits for implementing reasonable adjustments for businesses?
These policies benefit not only the disabled community but also the general community and the organisation. They promote a diverse and inclusive workplace culture and send a strong message about the organisation's values and commitment to equality and fairness. This can enhance the organisation's reputation and attract potential employees, customers, and partners.
Additionally, reasonable adjustments can lead to increased productivity and efficiency. Employees with disabilities can work more effectively, increasing overall productivity. This investment in employees' success, leads to higher job satisfaction and employee retention rates.
What is Womble Bond Dickinson doing in this arena?
Womble Bond Dickinson (WBD) is actively working to support the disabled community through various initiatives and policies aimed at providing reasonable adjustments and fostering an inclusive environment.
WBD's Disability & Neurodiversity Network has:
- Achieved Disability Confident Leader accreditation (one of the highest standards of disability-inclusion in the UK held only by five other UK law firms at the time), after implementing several initiatives such as overhauling recruitment and retention practices, delivering training workshops, and increasing accessibility
- Joined the globally recognised Hidden Disabilities Sunflower initiative (again one of only four UK law firms to do so), dedicated to highlighting that some disabilities, conditions, or neurodivergence may not be immediately apparent. The Network provided firmwide training and offered Sunflower products to all staff.
- Made strides in supporting neurodivergent colleagues, clients and visitors, through launching an extensive Neurodiversity Toolkit, creating and distributing Sensory Kits for staff, clients and recruitment candidates, working on standardising quiet rooms for those with sensory sensitivities, celebrating Neurodiversity Celebration Week with a display of ADHD Foundation umbrellas in each of our eight offices nationally
- Hosted a "Disability Inclusion in the legal profession" webinar with the Law Society
- Made internal changes to policy and process, launching a Reasonable Adjustments Policy (and working on a Workplace Adjustments Passport)
- Updated the recruitment process to embed the guaranteed interview scheme for disabled candidates, make job adverts more accessible, use DEI job boards, include an accessibility tool on our recruitment webpages, provide questions in advance and materials in different formats
- Ensured the website contains comprehensive accessibility information about each office - What3Words locations, guide dogs, hearing loops
- Made a public pledge with DiversityLab to increase opportunities to hire disabled people.
Reasonable adjustment policies are not just a legal requirement or a nice-to-have. They are essential for creating an inclusive, diverse, and successful workplace. They benefit both disabled individuals, and the entire organisation. It's important for every organisation to implement and continually review these policies to ensure they are meeting the needs of all employees.
If you have any questions on this article or what reasonable adjustments means for your organisation, please contact Gearalt Fahy.
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This article is for general information only and reflects the position at the date of publication. It does not constitute legal advice.