Creating a fairer Britain
To make sure that they are not excluding disabled people from training, development, promotion or transfer opportunities, your employer needs to look at how they describe the role and the person they are looking for.
Your employer must consider not only whether they are discriminating directly or indirectly because of your disability, but also:
Your employer must make sure you are not discriminating against or causing substantial disadvantage to you if you are a disabled person. Anything which is more than minor or trivial is considered to be substantial disadvantage.
This may require them to make reasonable adjustments to selection procedures for training or the training arrangements themselves. This could involve changing the way they do things, or changes to the premises that they use or providing extra aids, services or equipment.
This includes your employer looking at how they give you access to secondment opportunities, work shadowing, having access to a mentor or attending an event that may help you to develop your career.
Your employer may need to provide you with specialist training so that you can make effective use of reasonable adjustments. This could include training on equipment which you have as an adjustment, for example, specialist computer software.
Or the training may in itself be an adjustment, for example, orientation training in a new workplace if someone has a learning disability or visual impairment.
It may also be helpful for your employer to consider the training needs of other staff who are working with you as a reasonable adjustment (provided you have given permission for other staff to know about your situation). This could range from specialist training for managers who are making decisions about reasonable adjustments through to things like Deaf awareness training for people with a Deaf colleague.
If you might be eligible for a promotion or transfer or other development opportunity and you are a disabled person: