- Conference
- 2024 Water, Environment & Transport Conference
- Date
- 27 February 2024
- Decision
- Carried as Amended
Conference notes that workers with a disability encounter significantly more hurdles than their non-disabled colleagues. We applaud the great work done both within our WET Sector and the Self Organised Groups (SOGs) structures. However, we know there is always room for improvement when it comes to inclusion.
Conference is aware when someone meets the definition of a disabled person in the Equality Act 2010 (the Act) employers are legally required to make Reasonable Adjustments to any elements of the job which place a disabled person at a substantial disadvantage compared to a non-disabled person.
Yorkshire Water Branch has a number of our stewards actively engaged with the company’s ‘Disability and Neurodiversity Network Group’, otherwise known as DANDY. The success of this group in breaking down barriers and creating change for our disabled members has been welcomed and is in no small part due to the training, knowledge and skills our UNISON stewards bring to the table.
The network continues to grow on a monthly basis and they are now producing a newsletter to share their disability experiences within the workplace and equally share how managers are responding to their Reasonable Requests.
The group’s achievements to-date has inspired many of our disabled members to re-engage with disability issues and has got the attention of non-UNISON disabled colleagues – opening the door to potential recruitment.
Conference, we understand speaking about disability can be a very personal and sensitive issue for our disabled members in the workplace but if this motion promotes a truly inclusive workplace and helps just one disabled member feel more comfortable at work – it’s done its job.
Therefore, we call on the Water, Environment & Transport Executive to:
1. Survey branches within the WET sector to:
A) See what similar initiatives are run for their Disabled Members.
B) Identify whether these groups are Company or Union initiated.
C) Ask if UNISON stewards are represented on them.
D) Share the findings with WET Branches.
2. Using the information gathered above set up a meeting with the National Disabled Members Officers or appropriate person(s), to seek their views on how WET Stewards can build on the great work they do within these groups.
3. Examine the feasibility of setting up and supporting a WET Disabled Members Forum or similar to simplify the sharing of information and success our Stewards are making towards an inclusive and accessible workplace.
4. Share progress on this motion with all WET branches on a timely basis.