Accessibility Statement Process

On the 1st October 2004 the provisions of the third part of the Disability Discrimination Act 1995 have to be in place. This will place an obligation upon Businesses and Organisations that provide services to members of the public ensuring these services are accessible.

The following process will enable Businesses and Organisations to produce an accessibility statement. To make this achievable we will take a step by step approach to ensuring the requirements of the Act are embodied in your statement.

Lack of knowledge or approval of an incident is no defence against a charge of discrimination being levelled at Business. It is therefore important you're Accessibility Statement is established and communicated to all employees.

A correctly developed Accessibility Statement will provide an opportunity for businesses and organisation to demonstrate their commitment to ensuring accessibility in the work they undertake. It will allow them to demonstrate how they are meeting, or intend to meet, the various obligations placed on them by legislation, and how they will continue to manage accessibility throughout the delivery of the services they provide or the employment opportunities they create.

The precise form of an Accessibility Statement and the level of detail it will contain will vary according to the size, nature and complexity of the Business.

The Accessibility Statement should be viewed as a document which 'develops' with the Business. Starting at the strategic level, the statement will record and inform decisions and commitment on accessibility issues. It will also provide the starting point for the Disability Policy.

In the event of any legal challenge, the Accessibility Statement may be called upon as evidence. The strength of any justification for what is reasonable taken may be tested in the Courts. Therefore, it should be viewed as a potential defence document as well as a commitment to accessibility.

Below is a sample statement that every business should have as a minimum.

Accessibility Statement for [Company]

[name of Business]

Underlying Philosophy:

[Company] is committed to a policy of equality, inclusion and accessibility in the delivery of its services to members of the public, and in the employment opportunities afforded to existing and future employees.

[Company] fully recognises the diversity of cultural, religious and individual abilities of its customers and employees, and is active in ensuring that any potential sources of discrimination are addressed in both the physical attributes of the buildings it uses and in the management practices and procedures it adopts.

[Company] is committed to ensuring that the facilities it provides, uses and manages afford its customers, clients and employees the opportunity to maximise their individual abilities and enjoy safe and, wherever possible, independent participation.

Influencing Legislation at [name of site]:

[Company] acknowledges that the service delivered at [name of site], presents issues relating to accessibility and inclusion which will need to be addressed if the obligations imposed on them by the Disability Discrimination Act 1995 (DDA) as employers (Part II), service providers (Part III) and in the provision and delivery of educational opportunities (Part IV and the Special Educational Needs and Disability Act 2001), are to be met.

The nature of the activities to be undertaken at [name of site], together with the diversity of cultures, religions and languages of the people using the facility, will place some unique obligations on [company], both as employers and service providers. These obligations will be addressed by positive actions to maximise participation. These will include the appropriate communication of information about the site, its facilities and management practices in formats which meet the diverse needs of the population. Where appropriate, [company] will increase the potential understanding of information with service specific measures, such as increased levels of appropriately designed symbols and pictograms.

A Disability Policy will be developed. It will include as a minimum

Representation:

[Company] will appoint a suitably qualified Access Consultant (AC) to work with the Business. The role of the AC will be to represent [Company] in the accessibility process The AC will also advise, when appropriate, on how selection decisions may affect [Company]'s 'evolving duty' and long term obligations placed on them as service providers, employers and educators under the DDA and other associated legislation. The AC will also be available, if required, to advise the management team on disability related matters.

Effective On-going Management:

Regular access audits, linked to inspections for fire precautions, health and safety and risk assessment will be carried out by staff suitably qualified in accessibility and inclusion related issues. Accessibility issues which require on-going review will also be linked to the maintenance programme for the Business.

Feedback on matters related to accessibility will be sought on a frequent and regular basis from the population within [site name], and, where appropriate, their visitors and other users of the site.

Staff Development and Training:

Staff training in Disability Equality, the testing and use of specialised equipment (such as induction loops, personalised lighting and communication equipment) will be undertaken as part of [company]'s current on-going staff development programme.

[Company] is committed to undertaking a structured programme of regular reviews of new technologies, constructional developments and training to ensure that the on-going and evolving obligations imposed by the DDA are met.

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