Disabilities Discrimination Act | DAA - How It Can & Does Affect YOU
This fact sheet web page is written for service providers anyone who sells goods or provides facilities or services to the public. It applies even if you are a voluntary/charitable group/organisation. Charitable status does not dispensate you it is the law! Added to this we all have a duty of care and responsibility to be mindful of the needs of others, including people with impairments setting standards and awareness in the communities in which we function.
This Fact sheet Web Page Covers:
What is the DDA? Customers and service providers covered by the DDA. Service providers not covered by the DDA. How the DDA affects you? What are reasonable adjustments? When less favourable treatment is permitted justification. Putting theory into practice.
We use the term deaf people to refer to deaf, deafened and hard of hearing people throughout this fact sheet.
At the end of this fact sheet we give you details of organisations you can contact for further information.
The DDA aims to stop discrimination against disabled customers someone who buys goods, or uses facilities or services. It seeks to give disabled people equal and enforceable rights and access to goods, facilities and services. The DDA says that service providers are not allowed to treat disabled people less favourably because of their disability.
What is discrimination?
The DDA says that discrimination is when service providers treat disabled people less favourably because of their disability and the treatment cannot be justified.
The DDA gives a definition of disability and if someone fits that definition they are covered by the DDA. The DDA defines disability as a physical or mental impairment which has a substantial and long term adverse effect on [the persons] ability to carry out normal day to day activities.
Guidance for the DDA says that an inability to hold a conversation with someone talking in a normal voice or an inability to hear and understand another person speaking clearly over the voice telephone counts as a substantial adverse effect under the Act. 'Substantial' means more than minor or trivial, so only a relatively minor hearing loss is unlikely to fit the definition.
It also says that when the effect of someone's hearing loss is being looked at, the effect of background noise should be taken into account.
Any steps taken to treat or correct a person's hearing loss are ignored for the purposes of the DDA. Importantly, this means that even if a person uses a hearing aid, their hearing without the hearing aid is what counts.
People who are not disabled can be covered by the DDA under some circumstances. We tell you more about this in the section, What is victimisation?
Am/are I/we liable for others?
You are also liable legally responsible for the actions of your employees or others in your business. For example, the brewery that owns a pub is responsible if its bar staff refuse to serve a deaf person because they think they are drunk even though they explains that s/he is deaf and has a speech impairment, and his/her hearing aids are clearly visible. If the brewery then uses a bouncer to remove the deaf person from the pub, the brewery could also be liable for the bouncer's actions if the deaf person objects to the way s/he has been treated. The brewery is responsible even if a security firm employs the bouncer.
What is victimisation?
The DDA also protects disabled people and people who are not disabled if:
They are victimised by a service provider because they have helped a deaf or disabled person to make a complaint, Given evidence, or Taken a case against a service provider.
For example, a woman who is not disabled is present in the pub (see Am I liable for others?) and gives evidence when the deaf man brings the case to court. The next time she goes to the pub, the bar manager refuses to serve her because she has given evidence against him in court. This is an example of victimisation and, under the DDA, the woman could bring her own case to Court against the brewery.
Service providers covered by the DDA
Under the DDA, 'service providers' are most companies or organisations, (including voluntary and charitable groups/organisations), that offer goods, facilities or services in the UK to the public. It does not matter whether the services are free or paid for. This includes any company, partnership, sole trader or similar in the following categories:
Banks, building societies and insurance companies. Health services, including hospitals and GP's (family doctor). Courts, solicitors, and advice and information services. Local authority services. Cinemas and theatres. Railway and bus stations, and travel agents. Shops, hotels and restaurants. Telecommunications and broadcasting services. Sports centres, football grounds and parks. Private education and voluntary sector providers. Non-educational activities in schools, colleges and universities, such as parent's evenings, fundraising activities and students' unions.
Course providers such as local education authorities, universities and colleges are also covered by the DDA. For further information, see web site address shown at the end of this fact sheet.
Not all service providers are covered by the DDA. These include private clubs, manufacturers and providers of public transport.
Private clubs:
Services closed to the public, such as some golf clubs, are not covered by the DDA. However, if a private club sometimes opens to the public, for example for a wedding reception, then it will be covered by the DDA on such occasions.
If anyone can be a member of the club, such as a video club, then it is covered by the DDA.
Manufacturers:
The manufacture and design of products is not covered by the DDA because the service is not being provided direct to the public. This means that manufacturers and designers do not have to make changes to their products, packaging or instructions to comply with the DDA, unless they sell direct to the public. For example, film producers do not have to put subtitles on films they make. However, under the terms of the DDA, cinemas do have duties to provide subtitles on any films they show.
Public transport:
Public transport vehicles such as buses and trains are not covered by the DDA so discrimination that happens on them is not unlawful. However, bus and train stations are covered by the DDA. This means that transport companies may need to make 'reasonable adjustments' to make sure that deaf people can access information and ticket sales offices at stations. We tell you more about making 'reasonable adjustments' later.
Under the DDA, it is unlawful for you to treat a deaf customer less favourably than you would treat a hearing customer, or a customer with a different disability. The DDA says that there are four types of unlawful discrimination:
Refusing to serve a deaf person for a reason relating to their deafness. For example refusing to allow a group of deaf people into a pub or refusing to take a call via Typetalk, the national telephone relay service in the UK.
Offering a lower standard of service or providing a service in a worse manner, such as asking a deaf person to wait to be served when a hearing person would not have to wait. It would also include situations where a service provider was off-hand or rude.
Providing a service on worse terms, such as asking for a bigger deposit from a deaf person booking a holiday because the travel company thinks, for no good reason, that the deaf person is more likely to cancel their holiday.
Not making a reasonable adjustment, if this is necessary to enable the deaf person to fully use the service. For example, if a hospital does not provide a deaf patient with a BSL/ English interpreter for a medical appointment then this means they have not made a reasonable adjustment. BSL stands for British Sign Language.
What are reasonable adjustments?
Disabled customers may be entitled to changes in the way goods, services or facilities are supplied if their disability makes access to them 'impossible or unreasonably difficult'. Such changes are referred to by the DDA. as 'reasonable adjustments'. Below, we explain what this means in practice.
Practices Policies and Procedures:
The practices, policies and procedures of an organisation are covered by 'reasonable adjustments'. This means that if your organisation's work in a way that makes it impossible or unreasonably difficult for a deaf person to use your service, you should change the way you work. For example, if you have a 'no dogs' policy, this may discriminate against a deaf person who uses a hearing dog. If your evacuation procedures mean that deaf people cannot leave your premises safely in case of a fire, then you may have to change your procedures.
Providing the service by reasonable alternative means:
If a physical feature of your premises makes it impossible or unreasonably difficult for a deaf person to use your service, you should make alternative arrangements. For example, if glass screens in a government office make it difficult for a deaf person who lip reads to communicate with staff in the office, it may be reasonable for the office to offer a face-to-face interview without glass screens.
Additional Aids or Services:
'Reasonable adjustments' also include providing additional aids or services to enable a deaf person to access a service or make it easier for them to do so. You can do this by providing communication support, the right equipment or other support, for example:
Communication Support
Providing qualified BSL/English interpreters (face-to-face or via videophone), lip speakers, note takers or speech-to-text reporters.
Equipment:
Providing an induction loop or infrared system, textphone, telephone with an amplifier or an inductive coupler, videophone or a fire alarm with flashing lights.
Other:
Making your printed information accessible by writing in plain English. Making sure that video tapes are subtitled, signed or both.
For further information about communication support and equipment, see leaflets on, Communication services for deaf and hard of hearing people and Equipment for deaf and hard of hearing people.
At present, you do not have to provide an additional aid or service if this means making a permanent alteration to your building. However, you should still take steps to overcome the difficulty a deaf or disabled person faces. From 2004, you may have to make a permanent alteration to your building (see later, Physical alterations to buildings).
Changing the fundamental nature of the service:
The DDA does not say that you should change the fundamental nature of your service. For example, it is unlikely that a club would need to turn down its music just because it was uncomfortable to some people with hearing aids.
Physical alterations to buildings:
The need to make any adjustments involving a permanent alteration to your building came into effect in October 2004, no matter how small the adjustments. From October 2004, you will now have to consider making physical changes to your building where it is impossible or unreasonably difficult for a disabled person to use your services. This means that you may have to install a permanent induction loop, an electronic display board or a videophone, for example.
You will have to comply with the 2004 duties of the DDA soon, so, if you have not acted and complied, it is a good idea to start thinking about how you are going to do this as soon as possible to avoid the potential consequences of issues arising. You could start by having a 'disability access audit' for your building and the way you deliver your services. See later, Putting theory into practice how we can help you.
Exemptions from physical alterations to buildings -
In some cases, you may not have to make physical alterations to your building.
The way that buildings are built is regulated by the Building Regulations Act 1999. These say that a building should make 'reasonable accommodation' for people with disabilities to be able to get into and use the building. In practice, this means that a building's physical features, such as lifts and entrances, should make it 'reasonably safe and convenient' for people with disabilities to access the building or any part of it, and to use the building.
The DDA states that if a physical feature in your building meets with these existing building regulations, then you do not have to make a reasonable adjustment to it until after ten years. This applies if, for example, you already have a ramp or an induction loop fitted in a meeting room.
For further information, get The Code of Practice Rights of Access to the DDA from the BSL/ English interpreter for a medical appointment then this means they have not made a reasonable adjustment. Disability Rights Commission (Please see further information for contact details).
When is it reasonable to make an adjustment?
This will depend on a number of things, including how practical it is to make the adjustment. This means, for example:
How easy is it to get a BSL/ English interpreter? Interpreters are in short supply. It is also important that you get someone who is suitably qualified.
How effective is the adjustment? For example, if you install an induction loop, you should make sure that it works and train your staff in how to use it.
What would it cost as a proportion of your finances? For example, a small company might find it difficult to pay for an expensive adjustment, but they might be able to afford a different or cheaper adjustment.
What have you already spent on making adjustments? This depends on the size of the company, rather than the actual amount spent. For example, a small company may have a limited amount in their budget to spend on making adjustments.
Can you get advice about adjustments and help with paying for them? (Please see later, Who pays for the adjustment?).
It is advisable for your staff, including managers and directors, and particularly those staff who deal directly with customers, to have deaf and disability awareness training. This will help them to adopt best practice when dealing with disabled customers, in particular deaf customers. This could be a reasonable adjustment, and may be beneficial for your business (see later, Putting theory into practice how we can help you).
Who pays for the adjustment?
You have to pay for and make any adjustments or arrange to have them done. Where possible, consult your deaf or disabled customer to make sure that the adjustment you make suits them. For example, ask a deaf person what sort of communication support they prefer.
You should find out if you can get any financial help to pay for adjustments or if any other organisations can provide help. For example, a local group may supply BSL/ English interpreters free or at a reduced charge to some service providers. If you do not find out about such help, or you know about it, but you chose not to make use of it and you then fail to make the adjustment, then it may be difficult for you to show that the failure was justified. We tell you more about this in the next section.
When less favourable treatment is permitted - justification:
The DDA says that you can lawfully treat a disabled person less favourably in some situations. This is called justification. There are four possible conditions that could allow you to treat a disabled person less favourably. However, you have to show that at least one of them applies:
Health and Safety:
You can treat any person, including a deaf person, less favourably for health and safety reasons. For example, you can refuse to provide a service or provide a lower standard of service if, in providing the service to a deaf person, there is a genuine health and safety risk.
Incapacity to enter into a Contract:
You do not have to enter into a contract with someone who is not capable of entering into a legally enforceable agreement or of giving informed consent, for example a customer with a learning disability. However, you would need to consider if you can help that person by providing information in plain English.
This does not apply if the customer has someone who deals with their affairs under a power of attorney.
If discrimination is necessary to provide the service:
You can justify discriminating against a deaf person if the discrimination is necessary to provide the service to them, or to provide the service to other members of the public. For example, it may take you a little longer to provide a service to a deaf person because of the deaf person's communication needs. This is a lower standard of service, but necessary in order to provide the service to them.
You may be running a course where a deaf person needs a BSL/ English interpreter. The interpreter is late. However, you start the course because if you wait for the interpreter to arrive, you will not be able to get through all the information. This is less favourable treatment because the deaf person will miss the start of the course, but it is necessary to provide the service to other people on the course.
Greater expense:
You can justify charging a deaf person more for some goods or services than you charge other people if the service is individually tailored to the needs of that customer. For example, a telephone shop can charge more for an adapted telephone than for a standard telephone. However, you are not allowed to pass on the cost of making reasonable adjustments. For example, if a guesthouse installs a fire alarm with flashing lights, it is unlawful for them to charge deaf customers more to cover the cost of the alarm.
Proving that discrimination is justified:
Whenever you try to show that the less favourable treatment is justified, you have to prove two points.
Firstly, you have to show that at the time of the less favourable treatment, you believed that it was justified.
Secondly, that in the circumstances of that particular situation, a reasonable bystander would think that it was reasonable for you to believe that it was justified. This means that you are not allowed to think of a justification after the less favourable treatment has taken place. For example, a restaurant owner may have refused to let a deaf person with a hearing dog enter the restaurant. The owner later says that he thought that the dog might try to jump up and take food from the table. This is unlikely to be justification if the owner did not give this reason at the time, and also because a reasonable person is unlikely to agree with the reason.
Insurance:
The provision of insurance is classed as a service under the DDA. However, there is a justification for discrimination in insurance provision because it is considered reasonable for insurance providers to rely on relevant information to provide insurance. For example, an insurance provider may be able to justify refusing insurance or increasing the insurance premiums for a deaf person. This is possible if they have reliable figures to show that a deaf person was more of a risk and a deaf person could not produce evidence to prove that they were not at risk.
Guarantees and Deposits:
The DDA also makes special provisions for guarantees and deposits.
If you give a guarantee that an item will be refunded or replaced if it is damaged, it is not unlawful for you to refuse to honour the guarantee if the damage was caused by a person's disability.
It is also not unlawful to refuse to refund a deposit if damage to goods was caused by someone's disability.
A deaf customer who believes they have been discriminated against may take action against you in the County Court. If they are successful, the court has the power to award damages against you, including damages for 'hurt feelings' and, in some circumstances, grant an injunction to order you to make adjustments.
Putting theory into practice how we can help you:
Providing accessible services for deaf people is good customer service.
Our training design can help your organisation deliver a high quality service to disabled and deaf customers and employees. We can design tailor-made training in your workplace in London/Essex.
Find out about the Louder than Words Charter. It is awarded to organisations offering a high quality, deaf aware service to all their deaf customers, service users and staff.
We can also support you in the changes that you may need to make if you employ, (or have volunteer) deaf staff and about developing training opportunities for them with the help of our design skills.
Comply with the new disability laws:
Changes to disability discrimination laws came into effect on the 1st October 2004, which impact on small businesses and those providing services to the public.
From October, it became unlawful for firms employing fewer than 15 staff to discriminate against disabled employees or disabled people applying for a job. The law already applied to large firms.
For service providers – such as retailers, leisure firms and hoteliers the changes mean that you may have to make 'reasonable adjustments' to physical features on your premises that make it difficult for disabled people to access your services.
These laws are part of extensions made to the existing Disability Discrimination Act 1995 (DDA) and you could face fines if you do not comply. This factsheet gives an overview of these extended laws and how they affect your business.
The scope of the new laws:
Research shows that there is real confusion around the definition of “disability” and exactly what it covers. Clearly, this can make it difficult for employers and businesses to be fully aware of their responsibilities under the new laws.
A disabled person is legally defined as someone with “a physical or mental impairment that has a substantial and long-term adverse effect on his/her ability to carry out normal day-to-day activities”.
This includes mobility, manual dexterity, physical co-ordination, hearing, eyesight and speaking as well as what are known as “hidden” disabilities such as epilepsy, memory or ability to concentrate, dyslexia and mental illness. It can also include the ability to lift or carry everyday objects.
From the 1st October, it became unlawful for any employer to discriminate against a disabled employee or job applicant. Previously the law only applied to businesses with 15 or more employees, but the changes extend the law to small firms.
As an employer, if you fail to comply with the amended law or cannot show your failure to comply is justified then you could be deemed to have acted in a discriminatory way.
Discrimination can include treating a disabled person differently or less favourably because of their disability or victimising them. It can also be less direct, such as failing to comply with your duty to make reasonable adjustments to a policy, practice or physical feature that puts a disabled person at a disadvantage.
For example, if you turn down an applicant who uses a wheelchair in favour of another applicant who is no better suited for the job, simply because you think that a wheelchair will get in the way or there is no facility for a wheelchair in the workplace, then you may be liable under the new laws unless you can show that this treatment is justified.
When is this relevant? Under the changes in the law you cannot discriminate in the following areas:
When recruiting In their terms and conditions of employment When considering someone for promotion When considering someone for dismissal or redundancy By subjecting them to harassment
Harassment is now considered a specific form of discrimination. This means that employers cannot treat a disabled person less favourably or subject them to harassment whether it is during the recruitment process or in the workplace. Harassment can include hostility, intimidation or offensive remarks.
As an employer, you also need to make sure your equal opportunities policies meet the minimum requirements for disabled employees, (including contract workers and unpaid work placements). For guidance, please see the DRC’s Code of Practice on Employment
What is deemed “reasonable”? Under the law, you are legally required to make “reasonable adjustments” to prevent a disabled person being at a disadvantage. The “reasonable adjustments” that you take will depend on a number of factors, such as the size of your business, your financial resources, and how practical it is for you to do so.
“Reasonable adjustments” include:
Making physical adjustments to premises Altering an employee’s work hours Providing supervision Modifying or buying special equipment (e.g. a phone with large keys, an adjustable chair)
If you fail to make a reasonable adjustment without justification you could face an employment tribunal hearing which will decide whether or not you are guilty of discrimination. If you are found liable, you may have to pay compensation to that person and there is no upper limit on the amount of compensation they can be awarded.
New laws on providing goods and services:
From the 1st October, the existing laws on providing goods, facilities and services to the public were extended to focus on physical barriers to access.
This means that if you are a business providing services to the public such as solicitors, retailers, bars, restaurants, health and beauty, and entertainment and leisure firms you may have to make “reasonable adjustments” to physical features on your premises. A number of businesses are exempt from the laws, including some of those that do not charge for services.
Under the new law you will have to remove the feature, alter it so it no longer proves a barrier or provide a reasonable means of avoiding the feature. If this is not possible you will have to provide the service in an alternative way.
If a disabled person thinks that you have discriminated against them, they could take you to county court and receive damages if the court finds in their favour.
What are “physical features”? Physical features are those that can prevent or impede disabled people accessing services. The list is extensive and can include anything from doors and entrance steps, to shelves and counters or signs and lighting.
Here is just a brief example of some of the areas that you will have to consider:
The approach to your premises: this may include providing parking facilities, good lighting, even and clearly marked pathways that are easy to use for customers with sticks, crutches and wheelchairs the entrance and exit of the premises: installing ramps and handrails, widening entrances for wheelchairs, making doors easier to use (e.g. positioning of the door handle), ensuring emergency exits are free from obstructions inside your premises: making signs easier to read through well contrasted colours or using pictorial symbols, making surfaces level and flooring even, offering staff assistance (e.g. escorting blind customers around a shop) access to goods and services: making shelving and counters easy to reach, placing popular products on mid-height shelves, provision of additional seating, (i.e. if a disabled person has to queue for a service, they may need a seat)
The scope of the law includes temporary features too, so you will have to ensure that these do not create a barrier for disabled people. For guidance on the law changes and what you should do, see the DRC’s Code of Practice on the Rights of Access Goods, Facilities, Services and Premises.
What are reasonable adjustments? The DDA definition of “reasonable adjustments” is deliberately flexible and each case will be looked at individually with different solutions applied to each situation. When it comes to making adjustments, a number of factors will be considered, such as:
The amount of disruption caused by making adjustments financial and other costs of making the adjustments the extent to which it is practical for the service provider to take the steps whether taking particular steps would be effective in overcoming the difficulty that disabled people face in getting access the money already spent on making adjustments
The DRC advises businesses to try to remove or alter the physical barrier wherever possible, such as adjusting the weighting of the door to make it easier to push open. However, if this is not possible, you may have to avoid the feature. For example, if a disabled person cannot use the main entrance and you cannot make it accessible or relocate it, consider using a rear or side entrance nearby.
If you cannot alter or remove the feature then you may have to consider providing an alternative way to provide the service such as bringing goods to the customer at the entrance, through a home delivery service or by post.
While many providers may be concerned about the cost of altering a physical feature or providing an alternative, this is not necessarily the case. It is expected that the emphasis for small businesses will be on low-cost, simple changes such as changing the way display units are arranged to make them more accessible although more major physical alterations should be considered if it is feasible and you can afford it.
In order to offer some financial support, many of the adjustments that small businesses may need to make will qualify for tax relief. The Government has published guidance on the available tax allowances.
What should I/We do?
The first thing to do is to become familiar with the new laws and to read the Codes of Practice issued by the DRC (Please see the links below), following the guidance set out in them.
Compliance with the Code will be taken into account if you do get taken to court and will act in your favour if a complaint is made against you.
Recommendations for employers If you have an equal opportunity policy or you are about to write one include a statement on disability issues and ensure that all staff are aware if it. Give staff training where necessary and encourage a working environment of diversity and equality.
If you do employ a disabled person, make appropriate physical changes where they are needed, such as providing a screen reader for a computer if an employee has a visual impairment.
You could also get advice, information and financial support through the government’s ‘Access to Work’ scheme. Run through local job centres, you may be eligible for a grant to help pay towards any extra employment costs that result from a disability.
Recommendations for service providers Firstly, conduct an access audit of your premises to identify where the problem areas are. You can do an initial assessment yourself by using the DRC’s Online Toolkit for small businesses before employing an expert to help you. They will carry out a detailed inspection and provide you with a report highlighting the barriers that disabled people may face and appropriate solutions. The DRC can help you locate a suitable expert.
Following the audit, draw up a plan of changes and start working on them as soon as you can. Acting on the results of an audit may reduce the likelihood of legal claims against you.
For both employers and service providers, it is best to seek advice where you can. Contact the DRC or, if you are providing a service to the public, talk to local disabled groups and get feedback from customers.
The Human Rights Act 1998 gives everyone, including disabled people, additional rights. If you are a public authority, for example local or central government or an NHS Trust, the The Human Rights Act applies directly to you. Even if a disabled person does not have a claim under the DDA, they may still have a claim under the The Human Rights Act. When providing services to disabled people, you should consider the possible impact of the The Human Rights Act.
If a disabled person brings a disability discrimination case against you in Court, then the court must consider whether the The Human Rights Act is relevant to any part of the case. The court must do this even if you are not a public authority. For more information, lookup, The Human Rights Act 1998 information for deaf and hard of hearing people.
This is yet another channel especially introduced to support people with visual impairment enabling us to widen the scope for equal opportunities and to empower you not to mention enjoyment.
Please use this medium to ask questions or issues relevant to the voluntary sector for us to review, and simply to interact and engage with us on issues that matter to your Organisation/Group.
If you have any other question or query you wish to raise with us please also contact us through e-Mail or through Feedback:
We will look to hearing from you.
Thank you for your interest and support.
Sincerely
pp Messrs G Owen & Co
Gordon P Owen
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Other suggested Web Sites
Disability Rights Commission:
World Wide Web Consortium Web Accessibility Initiative:
Example of Accessibility Achieved on a low budget:
Reading Room's 'how to' guide on web accessibility:
OnLine Web Sites to visit for Sign Language
British Sign Language (BSL):
ASL Browser:
British Deaf Association:
The Council for the Advancement of Communication with Deaf People (CACDP):
DeafSign:
Department of Pension & Works DDA:
Scope DDA:
Time To Get Equal:
Thrive National horticultural charity that exists to enable disadvantaged, disabled and older people to participate fully in the social and economic life of the community.
Your Able Whether you are disabled, a carer, a parent or just passing by. Discuss; benefits to mobility equipment, or maybe you have a specific question related to disability?
Resource Guide for People with Mobility Impairments:
What Are Mobility Impairments?
Mobility impairments can be caused by a wide range of common illnesses and accidents such as arthritis, stroke, cerebral palsy, Parkinson's disease, multiple sclerosis, loss of limbs or digits, spinal cord injuries, and repetitive stress injury, among others. As a result of these accidents or conditions, individuals might be unable to use (or be without) arms or fingers to interact with their computers using the standard keyboard or mouse.
Assistive Technology
Products compatible with Microsoft® Windows® operating systems, made by independent assistive technology manufacturers, are included in the assistive technology catalogue at: People who have mobility impairments may be interested in the following assistive technology:
Speech recognition systems, also called voice recognition programs, allow people to give commands and enter data using their voices rather than a mouse or keyboard.
On-screen keyboard programs provide an image of a standard or modified keyboard on the computer screen. The user selects the keys with a mouse, touch screen, trackball, joystick, switch, or electronic pointing device.
Keyboard filters include typing aids, such as word prediction utilities and add-on spelling checkers. These products reduce the required number of keystrokes. Keyboard filters enable users to quickly access the letters they need and to avoid inadvertently selecting keys they do not want.
Touch screens are devices placed on the computer monitor (or built into it) that allow direct selection or activation of the computer by touching the screen.
Alternative input devices (including alternative keyboards, electronic pointing devices, sip-and-puff systems, wands and sticks, joysticks and trackballs) allow individuals to control their computers through means other than a standard keyboard or pointing device.
What Are Language Impairments?
Language impairments include conditions such as aphasia (loss or impairment of the power to use or comprehend words, often as a result of brain damage), delayed speech (a symptom of cognitive impairment), and other conditions resulting in difficulties remembering, solving problems, or perceiving sensory information. For people who have these impairments, complex or inconsistent visual displays or word choices can make using computers more difficult.
Assistive Technology
Products compatible with Microsoft® Windows® operating systems, made by independent assistive technology manufacturers, are included in the assistive technology catalogue at: People who have language impairments may be interested in the following assistive technology:
Keyboard filters include typing aids such as word prediction utilities and add-on spelling checkers. These products reduce the required number of keystrokes. Certain keyboard filters enable users to quickly access the letters they need and to avoid inadvertently selecting keys they don't want.
Speech recognition systems, also called voice recognition programs, allow people to give commands and enter data using their voices rather than a mouse or keyboard.
Screen review utilities make on-screen information available as synthesized speech and pairs the speech with a visual representation of a word, for example, highlighting a word as it is spoken. Screen review utilities convert the text that appears on screen into a computer voice. This helps some people with language impairments by giving them information visually and aurally at the same time.
Touch screens are devices placed on the computer monitor (or built into it) that allow direct selection or activation of the computer by touching the screen.
Speech synthesizers (often referred to as text-to-speech (TTS) systems) receive information going to the screen in the form of letters, numbers, and punctuation marks, and then speak it out loud.
Resource Guide for People with Learning Impairments What Are Learning Impairments?
Learning impairments can range from conditions such as dyslexia and attention deficit disorder to retardation. Processing problems are the most common and have the most impact on a person's ability to use computer applications. These conditions interfere with the learning process. Many people with these impairments are perfectly capable of learning if information is presented to them in a form and at a pace that is appropriate to them individually. During the learning process, many individuals with learning difficulties benefit from having a multisensory experience of audio speech paired with a visual representation. Reducing visual and auditory distractions can also aid the learning process for many people.
Assistive Technology
Products compatible with Microsoft Windows operating systems, made by independent assistive technology manufacturers, are included in the assistive technology catalogue at: People who have learning impairments may be interested in the following:
Word prediction programs allow the user to select a desired word from an on-screen list located in the prediction window. This list, generated by the computer, predicts words from the first one or two letters typed by the user. The word can then be selected from the list and inserted into the text by typing a number, clicking the mouse or scanning with a switch. These programs help users increase written productivity and accuracy, and increase vocabulary skills through word prompting.
Reading comprehension programs focus on establishing or improving reading skills through ready-made activities, stories, exercises, or games. These programs can help users practice letter sound recognition and can increase the understanding of words by adding graphics, sound, and possibly animation.
Reading tools and learning disability programs include software designed to make text-based materials more accessible for people who struggle with reading. Options can include scanning, reformatting, navigating, or speaking text out loud. These programs help people who have difficulty seeing or manipulating conventional print materials; people who are developing new literacy skills or who are learning English as a foreign language; and people who comprehend better when they hear and see text highlighted simultaneously.
Speech synthesizers (often referred to as text-to-speech (TTS) systems) receive information going to the screen in the form of letters, numbers, and punctuation marks, and then speak it out loud. Individuals who have lost the ability to communicate orally can use a speech synthesizer to communicate by typing information and letting the speech synthesizer speak it out loud.
Speech recognition systems, also called voice recognition programs, allow people to give commands and enter data using their voices rather than a mouse or keyboard.
These signs and labels are an effective, yet inexpensive, means of initial implementation of the National Disability Council's guidelines on equality of access. They help people with restricted or no vision as well as those with good sight and use grade 1 braille, which is the most widely used by readers. The system incorporates braille as well as raised letters and pictograms, presented in strong contrasting colours and forming one of the early reasonable adjustments required by the Disability Discrimination Act (1995).
Provided with a strong acrylic based adhesive for effective fitting. Signs are made from durable, top quality 'fire rated' plastics. Signs are vacuum formed and embossed. Can be housed in specially designed PVC aluminium anodised effect frame.
'Taktyle' Braille Safety Signs:
'Taktyle' is the leading brand of braille sign, ensuring easier access for blind and partially sighted people. Taktyle signs have a unique, definitive design which meets the demands of all sectors affected by the Disability Discrimination Act (1995). Made from moulded matt finish plastic to prevent reflection.
Safety Signs for the Disabled:
When planning fire safety arrangements and evacuation procedures for the workplace, have you considered the evacuation of staff and visitors who are physically impaired?
A range of British Standard emergency escape safety signs for the disabled are specifically designed to indicate exit routes and refuge areas and form one of the requirements of the DDA.
Disabled Access Ramps
From 1st October 2004 the DDA states that ‘reasonable adjustments’ must be made to ensure easier access and manoeuvrability for disabled people to public buildings such as shops, schools, hotels and places of entertainment.
Visual Impairment please contact us @ Messrs G Owen & Co, (by clicking on the animated mail image), on any of our services, or if you would like any material reproduced in a suitable format to help.
anyone who sells goods or provides facilities or services to the public. It applies even if you are a voluntary/charitable group/organisation. Charitable status does not dispensate you
What is the DDA?
Changes to disability discrimination laws came into effect on the 1st October 2004, which impact on small businesses and those providing services to the public.
or through Feedback:
People who have mobility impairments may be interested in the following assistive technology:
