Non Private Sector

2007 Overall Winner - Non Private Sector

Name of organisation:
Mayo County Council

Number of employees:
1,400

Industry Sector:
Non private

Some examples of what Mayo County Council have done:

Leadership

The organisation has a disability/diversity strategy incorporated in the corporate plan, this also includes corporate social responsibility. There is a disability forum in place and they have a code of practice for the employment of people with disabilities. There is an employee with a disability on the board of directors and employees with a disability work in senior and general management, supervisory and administrative positions. All employees in the organisation have received disability awareness training including, CEO, county managers and senior managers. Following feedback from evaluations of the effectiveness of the strategy, improvements have been put in place. They communicate their commitment to disability to all employees, stakeholders and the general public.

Environmental Accessibility

The external environment has parking spaces, signage and safe routes to the accessible entrance which carries the international symbol of access. Internally, reception has an induction loop and staff have received disability awareness training. Corridors, canteens, toilets and lifts are all accessible. People with disabilities are represented on the health and safety committee, risk assessments are carried out on accommodations and all H&S training uses plain english.

Customer Service

There is a customer care charter in place which references disability. Mystery shoppers are used to determine customer satisfaction. Using the disability forum the organisation consults with customers with a disability. Design teams, such as architects have been trained in inclusive design and design for all. The council communicates its commitment to disability primarily by using their web site which is fully accessible. The “Access for All” committee looks at all internal procedures. Disability awareness training is linked to the council’s customer care policy.

Recruitment & Selection

The organisation uses the O2 Ability Awards logo to attract people with disabilities and all advertisements carry a statement re equal opportunities. Job analyses are carried out for each vacant position. Employment tests are developed to be all inclusive and to offer equal opportunity to all candidates. All interviewers receive disability awareness training and medical examinations are carried out using only essential requirements of the job. Disability is covered during staff inductions.

Learning, Development & Progression

The Council has a learning and development policy and all in-house training is accessible. There is a loop system, flexible seating and large screens. Materials are available in alternative formats and two staff are proficient in sign language. Career opportunities are discussed during performance appraisals as are requests for reasonable accommodations. During the past five years 23 employees with disabilities were promoted up to director level.

Retention & Well Being

There is a policy on job retention which is included in the EAP Programme. There are measures in place to facilitate early intervention and gradual return to work. Functional capacity and vocational assessments are carried out. The organisation carries out a workplace health promotion programme.