Introduction

We’re committed to supporting disabled colleagues to fully participate and thrive at work. This includes making sure we:

• make reasonable adjustments, such as:
  • adapting workspaces
  • changing working patterns
• create accessible environments
• provide the right tools and equipment.

This section is also here to support colleagues who may be temporarily disabled due to injury, illness, or recovery by helping to:

• remove barriers
• maintain continued access
• remain inclusive
• provide support at work.

Supporting our disabled colleagues is a vital part of building an inclusive workplace, especially as most of us will experience disability at some point in our lives.

Who this section is for

If you have a physical or mental health condition or are neurodiverse and may require support in your role, the pages in this section will help you to:

• learn what reasonable adjustments can be made
• find out more about and apply for Access to Work
• join our disabled staff network
• receive further help and support, including check-ins with your manager and what other health and wellbeing resources are available.

Disability Confident employer scheme

As a council we have joined the Disability Confident employer scheme. This asks employers to think differently about disability and improve how they recruit, retain and develop those with a disability.

Myth-busting

We’re working to build a workplace where disabled people feel welcomed, valued, and supported, so we can attract and retain talented individuals and continue improving our inclusivity. At one of our equality, diversity and inclusion (EDI) forums, we looked at some of the myths associated with hiring a person with disabilities.

Support your health and wellbeing

We have a dedicated health and wellbeing section that gives you access to our internal support and programmes as well as a wide range of external resources, that can help you thrive and feel supported at work and beyond.

The legal side

If you have a physical or mental impairment that has a substantial and long-term adverse effect on your ability to carry out normal daily activities, the Equality Act 2010 protects you against discrimination in employment. 

The council has a responsibility to make sure that you can participate on an equal basis with your colleagues and are not treated less favourably because of your disability.