Mainstreaming the Disability Equality Duty and the Impact on Public Authorities' Working Practices

Abstract

Implemented as part of the 2005 amendments to the Disability Equality Act, the Disability Equality Duty (DED) placed new and important demands on public sector bodies. All such organisations are required to develop policies and working practices which actively promote the equality of disabled people as employees, consumers or visitors. The promotion of equality has to be proactive as opposed to reactive and must be mainstreamed into the normal day to day activities of organisational working practices. Whilst the DED follows on from the framework of previous antidiscrimination legislation set in place over the last fifteen years, it represents a significant change in equality legislation, demands that public sector bodies instigate fundamental changes in their approach towards disability. This article reports on the initial stages of the implementation process of the DED across a range of public sector organisations in England, focussing in particular on how this policy has impacted on mainstreaming. Discussion shows that although organisations show awareness of mainstreaming and its implications for disability equality, there is limited evidence to suggest that the public sector has fully embraced this agenda.

“This Is the Story of Community Leadership with Political Backing. (PM1)” Critical Junctures in Paralympic Legacy: Framing the London 2012 Disability Inclusion Model for New Global Challenges

“…This approach to mainstreaming disability inclusion as a strategy for development and promotion of equality is well cited in the literature, has roots within gender inclusion [35] and is increasingly well adopted at policy level. Miller and Albert [36] discuss key lessons that could be taken from gender mainstreaming and applied to disability mainstreaming within development [36].…”

“…However, the paper revealed limited evidence to suggest disability equality was fully embraced and integrated throughout the organisations analysed. Authors concluded an improved need for a systematic approach to identify and address inequality [35].…”

What Has Limited the Impact of UK Disability Equality Law on Social Justice?

“…What there is considerable evidence for is that disability employment law has improved the circumstances-including in terms of distribution and recognition-of particular individuals included in studies and improved practice in studied organisations, and there is far less published evidence of it having worsened circumstances or practice. Provisions which appear to have made a particular difference include the Disability Equality Duty (DED) (e.g., [36], p. 249) and the Reasonable Adjustments Duty. As regards the Reasonable Adjustments Duty, which is the principal focus of this paper, there is a good deal of evidence (e.g., [37], pp.…”