Understanding Employer Responsibilities Under the Equality Act (2010)
Employers, along with other organisations in both the public and private sectors, have clear responsibilities under the Equality Act (2010), which replaced the Disability Discrimination Act (1995). These responsibilities are crucial for ensuring that deaf and disabled employees can work effectively and are provided with an inclusive and accessible environment.
Reasonable Adjustments
The Equality Act mandates that all organisations employing deaf and disabled individuals must make reasonable adjustments to their physical environment and working practices. These adjustments can include:
- **Built and Landscaped Environment:** Modifications to office layouts, access to buildings, and facilities such as toilets and washing areas to ensure accessibility.
- **Working Practices:** Adjustments to work schedules, routines, and meeting arrangements to accommodate the needs of deaf and disabled employees.
Such adjustments are essential for enabling these employees to fully utilise their skills and contribute effectively to their workplace.
Access to Work (AtW) Fund
Access to Work (AtW) is a UK Government fund administered by the Department for Work and Pensions (DWP) designed to cover costs that exceed the scope of reasonable adjustments. This fund can be used to finance:
- Necessary changes to building infrastructure
- Specialist equipment
- Support workers, including BSL/English interpreters
AtW is particularly beneficial in scenarios where frequent communication between Deaf BSL users and their hearing colleagues is required.
How Does Access to Work Benefit Deaf Employees?
Many deaf individuals have successful careers thanks to the provisions made available through Access to Work. Deaf employees often prefer to establish their own 'pools' of interpreters, creating a small group of interpreters for regular use. This approach helps develop an understanding of the organisational culture and priorities, fostering more effective communication.
Roles of Interpreters in AtW Bookings
Interpreters in Access to Work bookings perform a variety of essential tasks, including:
- Interpreting Meetings: Facilitating communication during meetings.
- Proofreading and Translating Written Communication: Assisting with emails and other written documents.
- Interpreting Telephone Calls: Enabling clear communication over the phone.
- Facilitating Interactions: Supporting various interactions between deaf and hearing individuals.
When effectively integrated, interpreters can become invaluable members of the team, enhancing overall productivity and workplace cohesion.
Responsibilities and Ethical Considerations
It's important to note that interpreters should not be burdened with tasks that fall outside the realm of interpreting. For example, duties that should be the responsibility of the deaf person or another staff member should not be assigned to interpreters. Submitting claims to the DWP for non-interpreting tasks could be considered fraudulent and should be avoided.
Since the deaf individual is the claimant for Access to Work, they hold the contract with the interpreter unless organisational policies specify otherwise. Clear agreements regarding the roles and responsibilities of interpreters should be established before they are booked to ensure smooth and ethical cooperation.
Conclusion
Employers must understand and fulfil their obligations under the Equality Act (2010) to create an inclusive workplace for deaf and disabled employees. By making reasonable adjustments and utilising resources like the Access to Work fund, organisations can support their employees effectively. Incorporating qualified interpreters through Access to Work not only aids communication but also enhances the overall functioning of the workplace. Ensuring that interpreters are used ethically and within their professional scope is essential for maintaining integrity and compliance with funding provisions.
Comments