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The definition of disability under the Equality Act 2010 is that you’re disabled if you have a physical or mental impairment that has a ‘substantial’ and ‘long-term’ negative effect on your ability to do normal daily activities. ‘Substantial’ is more than minor or trivial – for example, it takes far longer than it usually would to complete a daily task such as getting dressed. ‘Long-term’ means 12 months or more - for example, an operation on your back that as a result leaves you unable to walk unaided.
If the Disability Employment Adviser (DEA) is unable to help directly then they can refer you to a disability employment specialist for your area such as the following service providers:
It’s unlawful for an employer to treat a disabled job applicant or employee less favourably because they are disabled.
It’s also important to know that employers must make ‘reasonable adjustments’ to remove barriers that a disabled person encounters during their interview or employment.
If you’re interested in what the Equality Act 2010 contains in more detail you can find more information on the Equality and Human Rights Commission website.
If you want to widen your job search targeting disability-friendly organisations is a good way forward. There is a membership organisation for businesses called the Business Disability Forum and their members are often a lot more ‘disability confident’ than other companies.
The disability symbol (also known as Two Ticks) is awarded by Jobcentre Plus to employers that are committed to employing disabled people. Jobcentre Plus can tell you more about the symbol and the commitments that employers - like Scope - need to make in order to display it. You’ll see the Two Ticks symbol displayed on job adverts and if an employer has this you’ll be guaranteed an interview if you meet the essential criteria for the job.
Diversity Jobs look to connect people to employers who place a high importance on a diverse staff population.
Even Break advertises vacancies from employers who value diversity and are serious about looking beyond candidates’ impairments to identify what skills they have to offer.
EmployAbility is a website that highlights opportunities for disabled students and graduates.
The Equality Act 2010 protects you as a disabled candidate. Employers cannot ask you questions about your health unless they are related to the job you’re being interviewed for. Many people worry that disclosing during the recruitment stages will mean they are subjected to discrimination.
Benefits of disclosing your impairment include:
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Find out how @Scope is helping people to feel more confident about disability. Help us #EndTheAwkward http://bit.ly/2egoZQx