---

Mobility Operations

---

Leaders receive training in managing employees – related to performance, for example –that is consistent with Motability’s diversity principles. The company also runs a workshop for managers where emphasis is placed on reasonable adjustments and facilitating return to work. All new employees receive disability confidence training, delivered by an internal HR specialist and a consultant from Minty & Friend.

Leaders now have “more confidence in managing disability”, thus ensuring that all employees have an opportunity to reach their full potential. Motability says it is able to attract a wider talent pool, which helps it to have a more diverse workforce where difference is valued. This in turn “helps us to deliver better customer service”.

---

Plymouth Teaching Primary Care Trust

---

The PCT has introduced a new electronic staff record system.  Disability is recorded from the voluntary declaration staff provide when filling in their application form.
The purpose of this data collection is to monitor whether the PCT’s jobs and development opportunities are equally open to disabled people and that the PCT makes reasonable adjustments to facilitate employment for both new disabled employees and newly disabled existing employees.  Monitoring enables us to:

• Identify any differences in training offered,
• Ensure we do not discriminate whilst applying grievance disciplinary or poor performance procedures, and
• Separate absence due to disability relating to long-term illness classed as disability from absence due to general sickness.

In terms of staff, we have to monitor applicants during recruitment and selection, and staff in the following areas: training, development, performance reviews, workplace benefits and facilities, harassment, discrimination, grievances, disciplinary action, redundancies, resignations, dismissals, and end of fixed term contracts. 

The data gathered from monitoring will be analysed, and any differentials in these areas between disabled and non-disabled staff; investigate the reasons for them; and take action to remedy them.  There are measures outlined in the DES action plan to improve monitoring.  

The Trust Board will have responsibility and ownership of the DES and action plan and have given a firm commitment to the promotion of disability equality and the removal of barriers that cause disability. The aim is to mainstream disability equality by building it into the way we work wherever relevant.