Disability Equality Scheme (DES)

Context and statutory requirements

November 2005 marked the tenth anniversary of the Disability Discrimination Act (DDA) 1995. It is clear that in that time more disabled learners are accessing education and training than ever before, for example, receiving improved support, and having better experiences and education outcomes than in the past. However, inequalities still exist and much still remains to be done to achieve a vision of working in a sector that is completely inclusive and in which disabled people can participate fully as equal citizens.

The Disability Discrimination Act 2005 places a duty to promote disability equality on all public sector organisations. There is a general duty which applies to all public authorities, plus additional specific duties to support the majority of public authorities in achieving the outcomes required by the general duty.

The basic requirement for the College when carrying out its functions is to have due regard to do the following -

• Promote equality of opportunity between disabled people and other people
• Eliminate discrimination that is unlawful under the Disability Discrimination Act
• Eliminate harassment of disabled people that is related to its disability
• Promote positive attitudes towards disabled people
• Encourage participation by disabled people in public life
• Take steps to meet disabled peoples needs, even if this requires more favourable treatment

'Due regard' means that authorities should give due weight to the need to promote disability equality in proportion to its relevance.

The 'general duty' comes into force on 4 December 2006.

Specific duties -

• require involvement of disabled people specifically in the development of the Disability Equality Scheme (DES)
• offer a practical framework for achieving better disability equality outcomes in relation to the six requirements of the general duty

The key feature is therefore the need to produce a DES covering -

• A statement of how disabled people have been involved in developing the scheme
• An action plan setting out the steps that the authority will take to comply with the general duty
• Arrangements for gathering information about performance of the College on disability equality
• Arrangements for assessing the impact of the activities of the authority on disability equality; and
• Details of how the College is going to use the information gathered, in particular in reviewing the effectiveness of its action plan and preparing subsequent schemes

An annual report must be published showing progress against the action plan and the plan itself must be reviewed and revised every three years.

Derwentside College Scheme

Basic Principles

The College will adopt the social model of disability; it is attitudes, systems and practices that create barriers and prevent participation by disabled people rather than their own health or impairment.

The scheme narrative will be brief and plan will concentrate on actions that will have positive and quantifiable outcomes. It should be a dynamic document that will change as a result of regular reviews and initiatives. It will initially concentrate on some fairly basic issues and become more complex and detailed as it progresses with for example the introduction of specific targets.

The scheme will cover learners, staff and members of the wider community. It will be proportionate to the size and complexity of the College and the make-up of learners, staff and the wider community.

To be effective the scheme and action plan require the full commitment and support of the governing body and senior management. This will include appropriate prioritising in the annual planning cycle and allocation of resources.

The scheme must be adopted and implemented across the whole organisation.

The scheme needs to be aware of and consistent with similar existing or future equality related duties e.g. race, gender and age.

Current Information

Recent surveys suggest that nearly 19% of students and 2% of staff have declared a disability. This compares with a figure of 25% in the Derwentside population. In a further 6% of students the situation is 'not known' and may relate to a reluctance to disclose a disability. This compares with a figure of 12% in the wider community.

Existing approaches to disability

Derwentside College is fully committed to the inclusion of disabled people whether they be learners, staff or visitors. College sites are fully accessible and specific arrangements are made to cater for people with both short and long term disabilities. This includes providing personalised equipment where appropriate, specific evacuation arrangements allowing wide access to facilities, a generous and flexible staff sickness scheme, staff and governor awareness training and guaranteed job interviews for disabled job applicants who meet the minimum criteria. The College has again recently received the 'two ticks' award from Jobcentre Plus regarding employment practices in relation to staff with disabilities and a recent learner survey reported that learners with disabilities were some of the most positive in their feedback on the College and its services and facilities.

Producing the Scheme

The College scheme has been drawn up by a small group of senior managers reporting to the Senior Management Team (SMT).

It has involved accessing advice and information from the Disability Rights Commission and the Learning and Skills Development Agency and attending a training course run by Network Training.

In an attempt to involve disabled people in drawing up the scheme details were posted on staff and student forums, the College website and intranet. In addition a letter was sent to a wide range of voluntary organisations in Derwentside and also Disability North.

It is disappointing, but perhaps not surprising, to report that no responses have been received. It will be seen therefore that one of the key themes in delivering the action plan is to identify and increase the involvement of people with a disability.

Action Plan and Reporting Arrangements

Details of the Action Plan (PDF) can be found by clicking here. The main areas can be summarised as follows -

1. Identify management arrangements to deliver the action plan
2. Develop a methodology and format for carrying out impact assessments to be applied to existing and prospective policies and practices
3. Review all College policies and practices
4. Identify data and other information required to monitor the impact on disabled people
5. Introduce and maintain a programme of staff development to improve awareness and develop college wide commitment
6. Improve the involvement of disabled people in the management and operation of the College
7. Develop a Mental Health Policy

There is an urgent need to set up a forum that not only ensures the delivery of the DES but also other equality related duties and actions. It is therefore proposed to set up a college Equality and Diversity Committee (replacing the current Equal Opportunities Group) reporting to the SMT and Board of the Corporation. In due course it is anticipated that this group will oversee the production of a Single Equality Scheme bringing together all equality and diversity issues.

The DES action plan is expected to cover a three year period. Generally the issues identified in the plan should, and will be completed well ahead of that time period. Rather than identify further actions at this stage it is felt that it is better for these to evolve from the implementation of the current action points. The annual report on the plan will offer the opportunity to amend, revise or add action points. In this way the plan is more likely to remain current and relevant.

Approval and Publication

This scheme has been approved by the Board of the Corporation on 28 November 2006.