Disability Discrimination Act 1995, No. 50 (as amended)

The Disability Discrimination Act 1995 (DDA) was a landmark piece of legislation in the UK designed to end the discrimination that many disabled people face. It aimed to promote the rights of disabled individuals across various aspects of life, including employment, education, and access to goods, facilities, and services.

Purpose: The primary purpose of the Disability Discrimination Act 1995 is to protect disabled individuals from discrimination and to ensure they have equal opportunities in employment, education, and access to services. The Act seeks to create an inclusive society where disabled people can participate fully and equally.

Requirements:

1. Employment: Employers are prohibited from discriminating against disabled individuals in all aspects of employment, including recruitment, promotion, training, and dismissal. Employers must make reasonable adjustments to accommodate disabled employees or job applicants to ensure they are not disadvantaged.
2. Access to Goods, Facilities, and Services: Service providers, including shops, restaurants, and public services, must not discriminate against disabled individuals. They are required to make reasonable adjustments to ensure that disabled people can access their services.
3. Education: Educational institutions must not discriminate against disabled students. They are required to make reasonable adjustments to support the needs of disabled students, ensuring they have equal access to educational opportunities.
4. Transport: Public transport providers must take steps to ensure that their services are accessible to disabled individuals, including making reasonable adjustments to vehicles and infrastructure.
5. Public Authorities: Public authorities must promote disability equality and take steps to eliminate discrimination, ensuring their policies and practices are inclusive.

Applicability: The Disability Discrimination Act 1995 applies to employers, service providers, educational institutions, public transport providers, and public authorities in the UK. It covers a wide range of organizations and institutions, ensuring that the rights of disabled individuals are protected across various sectors of society.

The Act was a significant step forward in promoting the rights and inclusion of disabled people, laying the groundwork for subsequent legislation, such as the Equality Act 2010, which further strengthened and consolidated disability rights and anti-discrimination measures.

The Disability Discrimination Act 1995 (DDA) established several evidence requirements to ensure compliance and to protect the rights of disabled individuals. These requirements help to demonstrate that organizations and employers are taking appropriate steps to prevent discrimination and to accommodate disabled individuals.

Key Evidence Requirements:

1. Documentation of Policies and Procedures: Organizations must maintain written policies and procedures that demonstrate their commitment to preventing disability discrimination and promoting equality. This includes policies on recruitment, employment practices, and service provision.
2. Reasonable Adjustments Records: Employers and service providers are required to document the reasonable adjustments they have made to accommodate disabled individuals. This includes records of any modifications to the physical environment, adjustments to job roles, or changes to service delivery methods.
3. Training Records: Documentation of training provided to employees on disability awareness and anti-discrimination practices is essential. This includes records of training sessions, attendance, and the content covered.
4. Incident Reports: Employers and service providers should keep detailed records of any complaints or incidents of discrimination. These reports should include the nature of the complaint, the investigation process, and the outcomes, including any actions taken to resolve the issue.
5. Consultation and Communication Records: Records of consultations with disabled employees, customers, or students regarding their needs and the adjustments made to accommodate them should be maintained. This demonstrates an active engagement in addressing and supporting the requirements of disabled individuals.
6. Employment Practices Documentation: Employers should maintain records related to recruitment, promotion, and dismissal processes to ensure that decisions are made fairly and without discrimination. This includes documentation of job advertisements, interview notes, and performance appraisals.

These evidence requirements ensure that organizations can demonstrate their compliance with the DDA and their commitment to creating an inclusive environment for disabled individuals. Proper documentation helps in resolving disputes, supports legal compliance, and promotes best practices in preventing disability discrimination.