The Disability Discrimination Act 1995 was introduced to improve opportunities and service access for disabled people. However, this law did not go far enough. Approximately 17 percent of the population have a disability. Only 50 percent of disabled people of working age are in employment compared to 87 percent of non-disabled people of working age. Around 8 percent of people with a disability suffer a violent attack compared with 4 percent of the population and only 17 percent of crimes experienced by disabled people are reported.

These statistics are a stark reminder that the 1995 Disability Discrimination Act has not made a significant difference to the lives of disabled people, and that more needs to be done to promote disability equality. As a result the Disability Discrimination Act 2005 was introduced to promote disability equality.

Engaging with our disabled communities

Engaging with and understanding the needs of both our disabled staff and disabled service users has been an integral part of our work to promote disability equality.

The Disability Action Team (DAT) is composed of staff who have, or have had, direct or indirect experience of disability issues. They are a self determining, self organised employee group who work in partnership with the Force to progress disability issues. Please go to Staff Associations for more information.

We have set up a DIAG - Disability Independent Advisory Group made up of members and representatives of our disabled communities. For more information about the make up of the DIAG go to Disability Equality Scheme.

The DIAG, IAGs and EAG each provide a forum in which disabled communities can engage with the Force to influence policing.

All staff who have contact with members of the public are trained to work effectively with disabled service users. In particular Neighbourhood Policing Teams, Hate Crime Officers and a Community Liaison Officer work to build links with all disabled communities across the Force to identify and tackle issues affecting these communities.

Employment

Developing a representative workforce is increasingly recognised as a key factor in improving performance efficiency and overall organisational success. Details on the work done to achieve this are contained in Making Diversity Happen.

There has been Force-wide training on the importance of making reasonable adjustment (removing barriers at work) so that disabled employees do not experience a disadvantage at work.

The Force is a Two Ticks employer. To maintain this symbol, the Force must have demonstrated that it promotes disability equality in its employment practices.

All employees from Equality Groups are able to attend the Positive Action Leadership Programme ("PALP"), a three day course designed to encourage staff from Equality Groups to maximise their potential at work and progress within the organisation.

Training

Diversity training is the “golden thread” which is woven into all Force training courses. New police officer recruits are trained in diversity awareness. New police staff recruits receive training on equalities legislation and the minimum standards required by the Force on diversity related matters as part of their induction.

Specific diversity awareness training has been given for those who have direct contact with the community and those who manage staff.

Implementing and conducting non-discriminatory practices and policies

We assess the impact of our practices on disability equality by using the monitoring described in Methods of Monitoring.

We assess the impact of our policies on disability equality by conducting Equality Impact Assessments.

Procurement

As well as taking steps to promote equality for our staff and service users we are committed to promote equality in external organisations which provide us with goods or services (“Contractors”). See Procurement for more information.

To ensure that our goods and services can be used equitably and appropriately by our staff and service users we follow a process to assess whether they are fit for that purpose. See Procurement for more information.

A key area of this has been to make our buildings accessible. Access Audits have been carried out and action plan is in place to make our front officers (which are accessible to members of the public) accessible to disabled service users. The next stage is to make our buildings more accessible to both employees and service users with a disability.

Disability Equality Scheme

Details of the steps we are taking to promote disability equality are contained in Avon and Somerset Constabulary’s Disability Equality Scheme.

The scheme sets out the steps we are taking to:

• eliminate harassment of and unlawful discrimination against disabled persons
• promote equality of opportunity between disabled persons and others
• take steps to take account of disability, even where that means treating disabled persons more favourably
• promote positive attitudes towards disabled persons
• encourage participation by disabled persons in public life.