Experience shows that promoting a company as an equal opportunities employer and providing equal opportunities for all candidates in recruitment and promotion gives the widest choice of candidates, helps to overcome skills shortages, improves job satisfaction and lifts employee morale generally. In short, it is good employment practice.
An equal opportunities policy is a necessary precursor to the employment of people with disabilities. It can be referred to in job advertisements and specifies how equality of opportunity will be actively promoted within an organisation. It is also recognition that discrimination has no place within a modern employment relationship. The policy should be endorsed by staff and union officials and incorporate the experiences of all involved in the company.
(See Appendix E for information resources on developing an equal opportunities policy).
Such a policy can play a valuable part in an organisation’s strategy in meeting challenges posed by labour market conditions, as discrimination against certain categories of employees is not only unlawful, but impedes the realisation of the potential of all employees. It is also an effective tool in ensuring that all employees are aware of the company policy on equal opportunities and discrimination, thereby clearly setting standards of conduct.
A positive action programme to enable an under- represented group to develop to its full potential within the work environment can complement an equal opportunities policy. Section 33 (1) of the Employment Equality Act, 1998 allows measures to be taken to reduce or eliminate the effects of discrimination in order to facilitate the integration into employment of people with a disability. Section 35 (2) enables employers to provide special treatment or facilities for disabled persons to avail of work or vocational training.
The Act outlaws discrimination on grounds of disability in relation to:
