Non Private Sector

2005 & 2006 Overall Winner - Non Private Sector

Name of organisation:
Kerry Local Authorities

Number of employees:
1600

Industry Sector:
Public Sector

Some examples of what Kerry Local Authorities have done:

Leadership

Technical team trained in how to carry out an environmental audit
A person has been assigned to drive the changes required
Disability strategy is driven by the Barcelona Implementation team
All policies have been disability proofed.
All employees have been provided with the opportunity to offer feedback on the impact of the commitment to disability in the workplace.
There is an internal process for employees to register complaints concerning discrimination and harassment.
In relation to equipment and information, suppliers are given direction re requirement for accessible format.

Environmental Accessibility

Automatic push button at main entrance to open door.
In the event of an emergency, the fire alarm is both audio and visual.
Evacuation chairs provided.
Annual report mentions Disability Act and enforcement of Part M Building Regulations.
Corridors are free of obstructions.

Customer Service

A number of employees have been trained in sign language and can communicate with customers with a hearing impairment.
Everyone on the customer care team has received disability awareness training.
Redesigned front desk to be accessible.
Consult with customers with a disability to see what new products/services would be useful for them.
Product/Service information is available in accessible formats.
Refresher courses are provided on how to assist a customer with a disability.

Recruitment & Selection

Code of Practice for the employment of people with disabilities.
Job description in alternative formats.
Job adverts include statement re Equal Opportunities and the O₂ Ability Awards logo.
Every accommodation is supplied at the time of interview.
Organisation ensures the selection tests used does not exclude people with disabilities.
Members of interview panels are trained in disability awareness training.
Medical examinations are carried out based on the competencies and abilities required to perform the job.

Learning, Development & Progression

Employees with disabilities are afforded equal opportunities along with other employees to avail of learning and development opportunities
1-1 training to bring people’s skills levels up
Ensure all in-house training is fully accessible to all employees
Clear development and promotional policy incorporated into their corporate plan
People are promoted on the basis that they are the best candidate for the job, whether or not they need an accommodation
Communication skills training for front line staff dealing with people with disabilities

Retention & Well Being

Policy on job retention, which is incorporated in its corporate plan and in its human resources policies
Uses external organisations for guidance, expertise and services in orders to maximise opportunities for people with disabilities to retain their employment
Consults with an employee who acquires a disability
Employee Assistance Programme in operation
Have adapted the workplace for an employee with a disability
Informal workplace health promotion programme in place.