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EEO TRUST DIVERSITY POLICY SERIES
DISABILITIES IN THE WORKPLACE
What do we mean by Disabilities and Divers-abilities?
A traditional term, disability refers to a long-term physical, mental, intellectual or sensory impairment that impacts
on daily life, including in the workplace, making it challenging to fully participate. The Human Rights Act defines
disability as including those with physical disability or impairment, physical illness, intellectual or psychological
disability or impairment, psychiatric illness, any other loss or abnormality of physiological, anatomical or
psychological structure or function, reliance on a guide dog, wheelchair, or other remedial means and the presence
in the body of organisms capable of causing disease.
‘Divers-abilities’ is an alternative and perhaps helpful way of considering disabilities. Many of us are differently
abled, that is to say in any team there are people with diverse abilities. We have strengths in some areas and face
challenges in other areas, often on a continuum and at different times. The important thing is that all bases are
covered by someone in the team and that the necessary work can be completed to an appropriate standard and
timeframe.
What sort of things can Employers do to accommodate an Employee with a Disability?
Provide measures such as:
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Speech recognition software
Screen magnification software
Video phones
Adjustable office furniture
Make modifications such as:
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Ramps
Automated doors
Handrails
Accessible bathrooms & parking
Vehicle modifications
Accessible parking
Make adjustments such as:
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Ensuring accessible venues for offsite events
Changes to work-breaks and allowing salary sacrifice for additional leave
Reallocating some responsibilities according to divers-abilities
Remember that funding may be available through Workbridge or WINZ
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The Business Case
Disability is a very broad term and the percentage of the adult population with a disability is surprisingly high.
Developing a workplace that provides for the participation of employees with disabilities gives organisations a:
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Bigger talent pool to draw from
Better retention of older, experienced team members
Potential reduction in recruitment costs
Strengthened morale and loyalty
Reputation and respect as an EEO employer
New Zealand Law
An employer cannot discriminate against an employee based on their disability alone. Disability policy can reference
and build on relevant legislation including:
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Employment Relations Act 2000
Human Rights Act 1993
Some Facts
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Over 600,000 New Zealanders live with a disability.
The most common disability types for adults are physical and sensory according the Statistics New Zealand
Disability Survey.
45% of adults 65+ years have a disability.
Online Resources
www.dol.govt.nz/er/services/law
www.legislation.co.nz (search for relevant Act)
www.odi.govt.nz (read the NZ Disability Strategy)
www.workbridge.co.nz (free employment services for employers and employees and access to funding for special
measures, modifications and adjustments needed for a disabled employee)
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Checklist for Disabilities in the Workplace
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There is a disability policy and procedure in place
Recruiters are aware of unconscious bias and there is no overt bias in recruitment processes
There is a non-threatening opportunity for job applicants and employees to disclose their disability if it is
likely to affect their ability to perform their job work safely, and to suggest steps the organisation might
consider taking to accommodate their specific needs
Managers of employees with disabilities are aware of their obligations and support the HR team can give
Workplace Assessments are available
Workplace environment and practices accommodate the needs of employees with disabilities
Sample Disability in the Workplace Policy & Procedure
Definitions
Disability is a long-term physical, mental, intellectual or sensory impairment that impacts on daily life, including in
the workplace, making it challenging to fully participate.
Reasonable accommodations are necessary and appropriate measures, modifications and adjustments that do not
impose a significantly disproportionate or undue burden, where needed in a particular case to ensure people with
disabilities can work on an equal basis with others.
Policy Objective
[Organisation Name] is committed to ensuring the full and equal participation of individuals with disabilities who
wish to work for the organisation and have the appropriate skills, knowledge and experience to do so.
Principles
We will have inclusive employment practices.
We will not permit either active or passive discrimination of employees.
We will recognise employees as individuals with different needs.
We will make reasonable accommodations to ensure full and equal participation is possible.
We will train staff to avoid overt bias and overcome unconscious bias in the employment cycle.
We will provide support to managers of employees with disabilities.
Roles and Responsibilities
[Manager / Business Unit] will be responsible for developing, communicating and reviewing the policy
[Manager / Business Unit] will be responsible for assessing, investigating funding for and organising reasonable
accommodations for employees with disabilities
[Managers] will be responsible for the day-to-day implementation, support for and monitoring of the policy
[Employees] will be responsible for meeting the requirements of the policy
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Procedures
1. Recruiters will ask short-list candidates if they have any requirements that we need to take account of for
the interview
2. Job applicants and employees must disclose only those disabilities which are likely to affect their ability to
perform their job and work safely
3. Employees with disabilities are encouraged to discuss with their manager ways the organisation might make
reasonable accommodations to assist them perform to the best of their ability in the workplace
4. The HR team will organise a Workplace Assessment for employees with disabilities to ascertain which
measures, modifications and adjustments would be most suitable
5. The HR team will assess, investigate funding for and organise these accommodations
6. Managers of employees with disabilities will ensure accessibility with regard to training and development
opportunities, company functions e.t.c.
7. Information disclosed about a disability is considered private and must be treated confidentially. There are
exceptions to this which must be cleared by the HR team.