Retailers told to do more to help disabled customers

In response to growing concerns over the accessibility of supermarkets and retailers ahead of a potential second wave of restrictions, earlier this month we published new guidance to help the industry better assist disabled customers during the pandemic.

The guidance has been sent to CEOs of supermarkets and retail consortiums alongside a letter from our Chief Executive, Rebecca Hilsenrath, outlining their legal obligations to help disabled customers.

The new guidance includes four steps and is accompanied by infographics to ensure retailers are clear on their obligations:

1. Provide a service that meets the needs of all customers – anticipate, prepare and make reasonable adjustments for disabled customers.
2. Plan ahead to think about the needs of your disabled customers – consider and make changes to policies and procedures, as well as provide extra support and equipment, where necessary.
3. Communicate with your customers – inform customers about how they will be supported through a variety of ways such as easy to read signs and spoken announcements.
4. Train your staff – ensure that staff are supported with the right tools to help disabled customers, in line with the latest government guidelines on coronavirus (COVID-19).

On publishing the new guidance, Rebecca Hilsenrath said:

“Shopping has changed for everyone during the pandemic. We’ve read extraordinary stories of the efforts made by retailers and by voluntary groups to provide help where it was needed. Nevertheless, a task which already carried particular challenges and barriers for disabled people has become almost impossible for some.

“We have heard of a range of concerns, from long queues with no rest places, to lack of awareness about particular health conditions that mean people are exempt from wearing a mask. Coronavirus has exposed some of the worst inequalities in our society and disabled people are facing particular hardship.

“No matter what decisions and actions are made, all retailers have a legal duty to abide by equality law. It is essential that disabled people are not left behind as retailers continue to meet the challenges of the ongoing pandemic.”

A decade of the Equality Act 2010

October 1st marks ten years since the Equality Act 2010 came into force. The Equality Act 2010 cemented Britain’s reputation as a world leader on equality. It strengthened and extended protections for minority groups and unified anti-discrimination law in one place.

The Act brought together over 116 separate pieces of legislation into one Act, providing clarity for us all on the protections we can expect when at work, in education, accessing services, taking transport and really just living our day-to-day lives. It covers everyone in Britain and protects people from discrimination, harassment and victimisation. 

Despite significant progress, many people remain disadvantaged in Britain today and there is room for improvement. Whilst we know the journey is far from over, we’re proud of how far Britain has come to protect people from discrimination. From equal pay to same sex marriage, hard won rights have changed the way people can live their lives for the better and the Equality Act played an important role in cementing that progress.

Throughout October we'll be marking the anniversary of the Act by explaining some of the protections it provides and highlighting some landmark legal cases on our social channels - follow the hashtag #EqualityAct10 to find out more and join in the conversation. 

Ahead of the anniversary our Interim Chair Caroline Waters spoke to D & I Leaders alongside other experts to reflect on what has been achieved over the last decade and where next for equality.

Free webinar: Where next for equality at work?

Caroline will be continuing the conversation on the impact of the Equality Act and where next for progress on equality and diversity on 14th October with a free webinar hosted by D & I Leaders. She'll be joined by a expert panel of Mark Lomas (HS2), Paul McFarlane (Capsticks), Pauline Miller (Lloyd's) and Prof Sue Yeandle (CIRCLE).

New guidance to help employers support domestic abuse victims

Whilst the coronavirus pandemic has seen increased reports of domestic abuse, recent research by the CIPD has found that less than a quarter of employees are aware of what, if any, support they can get from their employer if they experience domestic abuse.  

We have worked with the CIPD to publish new guidance for employers on how to recognise and support staff who are experiencing domestic abuse. We are now calling on all organisations to take a more active role in supporting those experiencing domestic abuse by having a well-publicised policy and framework of support in place and proactively making staff aware of the help that is available. 

With more people working from home or facing restrictions on their interactions with others as a result of the pandemic, escape routes or time apart from an abuser may be dramatically curtailed. As a result, employers need to further consider the support they can offer to anyone experiencing domestic abuse.

Employers are not asked to ‘solve’ the problem, but to enable their employees to access professional support. Our new guide, Managing and supporting employees experiencing domestic abuse, sets out a four-step framework of what employer support could look like:

1.    Recognising the problem
2.    Responding appropriately to disclosure
3.    Providing support
4.    Referring to appropriate help

We are also joining CIPD in backing UN Women’s call for employers to offer ten days of paid leave to anyone experiencing domestic abuse, which could go a long way to supporting an individual if they are struggling to do their work or need to access essential services.

Employers taking action on domestic abuse saves lives and jobs

EHRC Interim Chair Caroline Waters explains that when employers take action on and respond to domestic abuse, it can save lives and jobs. The workplace can be a sanctuary from abuse at home or a safe place to turn to for support but if employers wait for something to happen, they’ve waited too long already.

Grammar schools warned not to discriminate against disabled children

Ahead of this year's 11+ entry exams, we have written to all grammar schools in England to warn them not to discriminate against disabled children. The warning comes following a successful legal challenge by a disabled child, which we funded.

The child, who cannot be named for legal reasons, has a vision impairment and an Education Health and Care Plan (EHCP) specifying the adjustments he needs in school. Despite this, he was unable to sit an entry exam to a Berkshire grammar school when the adjustments weren’t made.

The boy’s parents applied for him to take the 11+ entry exam for Reading School but accepted an offer for him to sit the exam at a different school, which was closer to home, but was also part of the Slough Consortium of Grammar Schools. The day before the exam, the school said they couldn’t make the adjustments that had been requested, including larger fonts on the exam paper, saying they would cost in excess of £2,000.

The case was referred to us by the Royal National Institute of Blind People (RNIB) through our advice for advisors helpline. RNIB Connect Radio has produced a programme exploring the implications of this case for other disabled children. 

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