google-site-verification=lZUIqPxzkggG_KJLAERa-3dU497qKcYWDEpLI8Ue_-g Disability Access Audit | Equality Act 2010 Compliance - Safety Desk Consulting
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Our Disability Access Risk Assessment and Audit

 

Safety Desk Consulting Ltd recognizes the importance of disability access risk assessments to help your business to comply with the Equality Act 2010. Under this legislation, it is essential for businesses to ensure equal access and reasonable adjustments for individuals with disabilities. In line with these legal obligations, Safety Desk Consulting Ltd conducts thorough disability access risk assessments to identify potential barriers and hazards that may impede accessibility for people with disabilities. By proactively assessing and addressing these risks, Safety Desk Consulting Ltd aims to create an inclusive and safe environment, fostering equality and providing reasonable adjustments to meet the needs of all individuals.

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At Safety Desk Consulting, we always ensure that our Disability Access Audit covers every aspect of the Equality Act 2010 to guarantee that each client is compliant with the regulation. Our assessors are highly trained and are registered on National Register of Access Consultants (NRAC). Our disability access  assessment will examine disabled access to ensure accessibility and usability of buildings by a wide range of potential users, including people with mobility and sensory disability

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What does the Access Audit Cover?

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The scope of the audit will depend on how the Equality Act 2010 applies to your organisation, which we will discuss and agree. However, our audit will generally cover all elements of your building and environment

 

Typically an audit would cover:

 

  • Approach to the building and Car Parking

  • Entrances

  • Receptions

  • Horizontal Circulation - corridors

  • Lifts and Stairs

  • Internal Doors

  • Toilets

  • Signage and Way finding

  • Communication

  • Means of Escape for Disabled People

 

Please call now on 02080894800 to get a quote.

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The Equality Act 2010

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The Equality Act 2010 is a law in the United Kingdom that provides protection against discrimination in various areas, including employment, education, housing, and the provision of goods and services. The Act recognizes a range of protected characteristics, and one of them is disability.

 

According to the Equality Act 2010, a person is considered disabled if they have a physical or mental impairment that has a substantial and long-term adverse effect on their ability to carry out normal day-to-day activities. The term "substantial" generally means more than minor or trivial, and "long-term" means that the impairment has lasted or is likely to last for at least 12 months or for the rest of the person's life.

 

It's important to note that the Act protects individuals with a wide range of disabilities, including both visible and invisible disabilities. The Act prohibits discrimination, harassment, and victimization against disabled individuals, and it requires employers, service providers, and others to make reasonable adjustments to accommodate the needs of disabled people, where necessary.

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Types of Reasonable Adjustments

 

 

Under the Equality Act 2010 in the United Kingdom, employers and service providers are required to make reasonable adjustments to accommodate the needs of disabled individuals. The specific adjustments needed will depend on the circumstances and the nature of the disability. Here are some examples of reasonable adjustments that may be considered:

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  1. Making physical changes to premises, such as installing ramps, handrails, or lifts to improve accessibility.

  2. Allocating designated parking spaces for disabled employees or customers.

  3. Providing assistive technologies or equipment, such as screen readers or modified keyboards, for individuals with visual impairments or other disabilities.

  4. Modifying work schedules or hours to accommodate medical appointments or treatment.

  5. Allowing flexible working arrangements, such as part-time work or working from home, to accommodate disability-related needs.

  6. Providing additional support or training to disabled employees, such as job coaches or disability awareness training for colleagues.

  7. Modifying or adjusting recruitment and selection processes to ensure accessibility for disabled applicants.

  8. Providing communication support, such as providing written materials in accessible formats or arranging for sign language interpreters.

  9. Making adjustments to policies or procedures, such as providing extra time for disabled students in exams or offering alternative assessment methods.

  10. Ensuring that websites and online services are accessible for individuals with disabilities, such as providing captions for videos or using accessible website design principles.

 

These examples are not exhaustive, and reasonable adjustments should be determined on a case-by-case basis, considering the specific needs and circumstances of the individual. It's important to consult the Equality Act 2010 and seek legal advice for a comprehensive understanding of reasonable adjustments and their application.

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