The Disability Discrimination Act 1992 (Cth)

Legislation ensures support is put in place to help with financial and physical needs. Helps ensure action is taken against people who discriminate others. Helps to recognise a person’s disability and ensures they have access to the same resources and activities that a person without disabilities has access to. Also makes it against the law to discriminate against people with a disability.

The Act requires public bodies to promote equality of opportunity for disabled people, and also gives rights to them in areas such as employment and education;

The Equality Act 2010 replaced all previous anti-discrimination legislation and consolidated it into one act (for England, Scotland, and Wales). It provides rights for people not to be directly discriminated against or harassed because they have an association with a disabled person or because they are wrongly perceived as disabled. To ensure you comply with the Equality Act, you need to be proactive in all aspects of

According to the Disability Discrimination Act 1995, a disabled person “has a physical or mental impairment which has a substantial and long-term adverse effect on his ability to carry out normal day-to-day activities. ” Around 11 million people in the UK are living with a limiting long term illness, impairment or disability with less than half employed. With developing technology,

Disability Discrimination Act (1995) and (2005)- The DDA bought in to support the rights of disabled people to take a full and active part in society. It gives them equality of access and the same opportunities to participate in society as a non-disabled people. This important piece of legislation gives disabled people rights regarding the way in which they received services, facilities or goods. This also included education, care and play services. A disabled person is someone who has a physical or mental impairment that affects their ability to carry out normal day to day activities. This will be long-term.

Among these rules, one of the rules is the Disability Discrimination Act of 1995; it is a legislation which protects the rights of young people and children with ill health or disabilities. It also influences the duty of schools and other related institutions to create a general setting. The Disability Discrimination Act of 2005 is another act which will help in making the

The Equality Act sets out the different ways in which it is unlawful to treat someone, such as direct and indirect discrimination, harassment, victimisation and failing to make a reasonable adjustment for a disabled person. The act prohibits unfair treatment in the workplace, when providing goods, facilities and services, when exercising public functions, in the disposal and management of premises, in education and by associations (such as private clubs). The equality act will for instance impact on my role as manager with regards recruitment. You will need to ensure that my job specification does not discriminate against particular groups of applicants. When processing applications you should concentrate on an individual’s abilities to do the job, not their disabilities. Make adaptations to accommodate individual’s differences e.g. working hours, special equipment needs etc.

People with disabilities suffer discrimination such as the refuse of companies to hire those peoples. An estimated 386 million of the world’s working-age persons have some kind of disability, according to ILO. In a recent research, they found that two-third of the unemployed and disable persons said that they would like to work but they could not find jobs.

A. Disability legislation increases the recognition of actively involving individuals with a disability into community based projects and adapting mainstream projects for the involvement of others with a disability. This encourages inclusion for disabled individuals into the community and helps with other factors such as disabled access for wheelchair users and individuals with impaired mobility in the likes of schools and universities as well as local shops and community centres. Encouraging inclusion of disabled individuals into the community “normalizes” disability and encourages a positive

If you do not already have a good disability policy, this may be an important opportunity to request disability awareness training for managers and union reps. Even disabled members may not be aware that they qualify for protection under the Equality Act 2010, or that they are ‘disabled’ according to the Act’s definition of a disabled person. Knowledge can be power, so publicise disabled people’s rights.

buying or renting land or property, including making it easier for people with disabilities to rent property and for tenants to make disability-related adaptations

It requires reasonable adjustments to be made in various areas, so that disabled people are not being discriminated against. The human Rights and Equality commissions assist that individual to up hold their rights as set out in the DDA. The Act covers all four main areas such as; transport, housing, education and employment. Also it is unlawful under the DDA for an employer to treat a person with disabilities less favourably that someone else just because of their disability. The DDA provides a legal protection from any discrimination in employment, access to buildings or transport.

National Health Service and Community Care Act 1990; Disability Discrimination Act 2005; Equality Act 2010; Disability Equality Duty 2006. Procedures and Polices of the organisational kind are; Department of Health 2001.

The same applies in the access of essential services for example access to health care. In addition, public-sector and private-sector employers, unions and service providers are required to accommodate the needs of people with disabilities and other Charter groups. Central to the Act is the testament that all Canadian residents should have an equal opportunity to make for themselves ‘the lives they are able and wish to have’ and to ‘have their needs accommodated’ (Canadian Human Rights Act 1985, s.2). Finally, the Government of Canada has also ratified the Employment Equity Act (Department of Justice Canada, 1995) to make sure that people with disabilities, women, Indigenous people and visible minorities all have equal access to employment.

Many jobs excluded him because he was autistic. Even when he found the job of his interest (as per an important man’s recommendation), at the beginning, his employer did not believe in his abilities, but hired him because of the company’s policy that obligated him to hire some people with a special need. The UN Convention on the Rights of Persons with Disabilities (2006) as well as the Equal Opportunity Act (2010) focused on the equal employment opportunities and the importance of respect for difference and acceptance of persons with disabilities as part of human diversity and humanity (Dempsey, in Foreman,