Workplace Adjustments in a Changing Environment: Managers' Perceptions

The Home Office is committed to disability equality and has implemented policies and procedures to secure workplace adjustments for disabled employees. This small project investigates line managers’ perceptions of the workplace adjustment process. The data indicated that managers are committed to securing equality for their colleagues. Managers use a social justice rationale and are keen to go beyond legal compliance and support anyone according to their need, irrespective of whether they meet the definition of disability in the Equality Act 2010. Findings from those interviewed pointed to a lack of support and training for line managers, insufficient management information collected and mined, budgetary problems and a focus on hard adjustments. Key recommendations include: The introduction of a centralised team for securing workplace adjustments moving away from a decentralised position which focuses on line managers who do not deal with the issue frequently enough to become confident or experienced. • Training for line managers on the workplace adjustment process • Redesign of the Disability Passport to include more detailed information on the adjustment secured. • Data mining of existing data to ensure an overview of the processes and pitfalls can be achieved. Softer adjustments should be positively considered to avoid the Workplace Move policy being instigated. These recommendations could help the Home Office meet its target of reducing the disability satisfaction gap of 20%