Private Sector

2007 Overall Winner - Private Sector

Name of organisation:
Aura Sports & Leisure Management

Number of employees:
220

Industry Sector:
Sports and Leisure

Some examples of what Aura Sports & Leisure Management have done:

Leadership

The organisation has a disability strategy and policy in place and this links into marketing and PR and the CSR agenda and is also pushed with the local authorities. The disability strategy is evaluated and has become integral to what they do.

Employees with a disability sit on the Board of Directors and employees with a disability are working in the following areas: senior management, general management, supervisory management, administration and operative levels. Aura communicate their commitment to disability to all employees, customers, local authorities and the public through its “Every Body” campaign. All executive directors, board of directors, senior/line managers, architects, supervisors, employees and clients have received disability awareness training.

They have set up a diversity committee, a mentoring programme for managers on disability and they regularly share best practice around accessible leisure, sporting, entertainment and music venues.

Environmental Accessibility

The external surrounds to the building are accessible to all and there is appropriate signage in place. Internal environment is accessible with; induction loops, evacuation chairs, signage, toilets, showers, changing rooms, pool, sauna, steam room and emergency signals. Gym equipment is accessible and accommodations have been put in place. Staff have received disability awareness training. The health and safety statement refers to people with disabilities and their H&S committee has representation from people with disabilities.

Customer Service

The organisation has a customer strategy and an internal customer service policy which includes people with disabilities. Customer satisfaction surveys are conducted which includes mystery shopping and a number of the mystery shoppers are people with disabilities. Customers with disabilities are consulted re new products and services and as a result specific services are offered to accommodate customers with disabilities. Products and services are available in alternative formats such as CDs, large font, coloured paper. The business case for attracting customers with a disability is documented and communicated to all staff. Disability awareness training is specific to customer services.

Recruitment & Selection

There is a disability policy in place regarding recruitment and selection. This was done in consultation with both employees with a disability and external best practice. All adverts include the O2 Ability Awards logo, a statement re equal opportunities and a statement inviting applications from people with disabilities. The website is accessible to W3C AAA Standard. There is a policy to promote from within which is outlined in the employee handbook. They use alternative qualifications when selecting/short listing candidates and all interview assessment forms have been disability proofed. All interviewers have received disability awareness training plus specific recruitment & selection disability awareness training. The induction programme covers disability awareness training.

Learning, Development & Progression

Learning and development opportunities are offered to all staff along with regular performance and development reviews. Versatility charts are used to identify training needs and individual plans drawn up to meet both the needs of the individual and the organisation. Consideration is given as priority to all internal candidates first and numerous employees with disabilities have progressed within the organisation. All reasonable accommodations are reviewed for their effectiveness. There is a tracking system in place to monitor progress within the organisation.

Retention & Well Being

The organisation has a policy on job retention and employees who acquire a disability are consulted and accommodated in returning to work. There is a buddy/mentoring programme in place and trained special needs officers in each location. There is a workplace health promotion/well being programme in place.