Is there still disability discrimination in the workplace?

For many years now there has always been one potential issue to face whenever job applications or opportunities regarding higher education studies come along.

Do you tick the box that confirms you’re registered with a disability or is it something that should be left alone very quickly with no further thoughts entertaining the mind as tedium slowly sets in during yet another session of charting previous employment dealings and academic honours?

Personally I feel it’s part of any process which could prove vital towards getting an opportunity to work for somebody or even just securing interviews at best from my own jobseeking experiences, this sense of doubt more than definitely offering itself as the sole reason why I’ve always disclosed an autism diagnosis on some forms and then decided that relevant sections should remain blank for others.

A sign of confidence?

A sign of confidence?

Hopefully there is no shame in admitting you’re disabled but worry could be one reason why disability may not be disclosed regularly.

Should it be something that can always be discussed openly?

Should difference always be something which is left hidden from public view when considering a chance to better yourself or should it be sang from the nearest rooftop?

There is sadly nothing that could suggest how either decision would be beneficial towards gaining employment, an outcome which doesn’t even begin to resolve any built up doubt though it perhaps would be misguided to presume that potential employers may show prejudice as changes in British law have made this illegal since the Disability Discrimination Act 1995 was passed through relevant channels.

Created with disabled members of the general public in mind, steps were taken by the Parliament of the United Kingdom and Northern Ireland to ensure there would no longer be any opportunities for a company or business where discrimination may deny an applicant their desired job due to previous arrangements regarding lack of equality.

Compared with past rulings which also took sexual and racial difference into account, there were finally separate guidelines for each type of discriminatory category that slowly made more people aware than ever before about working practices nationally.

Following these developments which were implemented to make life better for those affected by conditions such as physical or mental impairments including autism and substantial long-term problems that may affect their daily abilities including wheelchair ridden illnesses, it has gradually become much easier for businesses who may feel benefits from inviting people who may have felt cast aside in the past when only limited assistance was available at their disposal.

By introducing a two tick logo scheme identifying organisations who are ‘positive about disabled people’, practices were finally put into place that would help those in need when applying for advertised vacancies to understand how their skills may be accommodated if they got any post from warehouse driving and delivery to shop floor customer service.

By way of partnering these changes, information is also now posted on application forms which may put potential employees at ease including myself which answers any questions raised during this article.

In summary, it’s always been tricky on a personal level to find employment but the world of applying for jobs has been made far easier by 1995’s act and also 2010’s Equality Act which was passed last month as an intriguing follow up to improvements that began 15 years ago.

Baring this in mind, surely there can only be an even brighter future instead of regression into past problems that only made life difficult for many disabled British residents?

All that can be done is to sit tight and hope for the best, the world is what you make it after all.

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