Have you ever wondered about the concept of reasonable adjustments in the workplace? What exactly are they, and who do they benefit? Understanding this crucial aspect of accessibility and inclusivity is vital to creating a more equitable society.
In a world striving for diversity and inclusion, reasonable adjustments in the workplace play a significant role in ensuring that individuals with disabilities or specific needs can fully participate in various aspects of life. From education to employment, adjustments are designed to level the playing field for everyone.
Whether you are an employer, educator, service provider, or individual seeking support, knowing about reasonable adjustments in the workplace is essential. By learning more about what they entail and who they are for, you can contribute to fostering a more inclusive environment for all.
What are reasonable adjustments?
Reasonable adjustments are changes made to accommodate someone with a disability or health condition. These adjustments aim to remove or lessen disadvantages they might face in various settings, such as:
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Workplace
Employers have a legal responsibility to make reasonable adjustments in the workplace to ensure a person with a disability isn’t disadvantaged when doing their job. This could involve providing special equipment, changing work hours, or modifying the physical workspace.
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Education
Schools and universities may provide adjustments like extra time on tests, audio format of reading materials, or use of a laptop with spell check for students with dyslexia.
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Using public services
This could involve things like having sign language interpreters at government meetings, providing subtitles for videos, or offering online applications for forms. A reasonable adjustment is a modification to an existing method or procedure required to assure a person’s access to a service. Making reasonable accommodations for a person’s impairment fosters an inclusive atmosphere and enables satisfying the NSQHS Standards.
Reasonable adjustments in healthcare involve policies, processes, systems, and communication that cater to the needs of individuals with disability.
Reasonable adjustments avoid direct and indirect discrimination against people with disabilities.
Person-centred communication, multidisciplinary teamwork, and the creation of paths to healthcare serve as the foundation for reasonable adjustments.
The core idea is to remove or reduce barriers that would otherwise prevent someone with a disability from participating equally.
What reasonable adjustments do employers need to make?
Reasonable adjustments in the workplace are changes to the workplace or settings that enable people with disability to work safely and productively.
Under the Equal Opportunity Act of 2010, employers are required to make these adjustments for people with disability. Disability includes:
- Physical disabilities, psychological, or neurological illness or ailment.
- Disease, either transient or permanent.
- Injuries, including work-related ones.
- Mental health condition.
Reasonable adjustments in the workplace do not include modifying the job’s inherent requirements or creating a new job unless it is for training or rehabilitation purposes.
What are workplace adjustments?
A workplace adjustment, also known as a “reasonable adjustment,” is a change to a work process, practice, procedure, or setting that allows a person with a disability to perform their job in a way that reduces the impact of barriers they confront at work.
Each individual’s circumstances need to be taken into account. By eliminating barriers, adjustments make the workplace more inclusive.
Adjustments might be administrative, environmental, or procedural and may include:
- Changes to the work environment, equipment, or facilities.
- Changes to work-related communications, including making available material in an accessible format.
- Changes to work methods.
- Modifications to work arrangements, including the hours of employment and the use of leave entitlements.
- Changes to testing, assessment, or selection procedures, including recruitment processes.
- Adjustments to work-related regulations or other adjustments to allow a person to comply with rules as they exist.
- Offering training to coworkers or superiors.
Under the Disability Discrimination Act of 1992 and the Equal Opportunity Act of 2010, workplaces must make employment adaptations to accommodate an individual’s handicap, unless doing so would cause unjustifiable hardship.
Workplace adaptations enable an individual to:
- Have equal opportunities in recruitment, advancement, and continued growth.
- Carry out the fundamental or necessary needs of their employment safely in the workplace.
- Experience equitable employment terms and circumstances.
- Optimise productivity.
When is an adjustment not reasonable?
- It’s costly.
- It will cause a significant disruption in the workplace.
In some circumstances, an employer can legally choose not to make the proposed adjustments if:
- The necessary adjustments are not judged appropriate for their condition.
- Even with the adaptations, the individual with the impairment will be unable to perform the legitimate and reasonable requirements of the work.
Final thoughts
Reasonable adjustments are a crucial aspect of creating an inclusive and supportive environment for individuals with disabilities. By making simple accommodations, we can ensure that everyone has equal access to opportunities and can thrive in their daily lives.
Remember, reasonable adjustments benefit us all by promoting diversity, empathy, and understanding. Let’s continue to champion inclusivity and make the world a better place for everyone.
Book an appointment with one of our experienced psychologists today to discuss your needs and whether our assessment and intervention services are appropriate for you.
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