The Disability Discrimination Act (1995) - Implications for Managers (N.I. Only)

Course Objectives

The DDA came into effect in 1995. It has been amended a number of times since by regulations implemented in Northern Ireland.

Anyone with a disability is protected by the DDA. The DDA defines disability as “a physical or mental impairment which has a substantial and long-term adverse effect on a person’s ability to carry out normal day-to-day activities”. This includes significant sight loss.

The types of discrimination it can help you challenge are:

  • direct discrimination (such as a ban on employing blind people)
  • disability related discrimination (for example, a taxi driver refusing to take a blind passenger because they have a guide dog)
  • failure by an organisation to make a reasonable adjustment to allow you access to goods, facilities and services victimisation
  • harassment.

In 2010, the DDA was replaced with the Equality Act in England, Scotland and Wales. The information on this outline now only relates to Northern Ireland.

The Disability Discrimination Act 1995 (DDA) requires reasonable adjustments for both customers and employees with disabilities. The Act places a number of Duties on all businesses who provide goods, facilities and services to the public and this one-day highly participative programme is designed to quickly bring delegates up to speed regarding their own and their organisation's duties and obligations.





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