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Disability affects us all, either individually or through friends and family and we would like to ensure that any member of staff that has or acquires a disability whilst working at St George’s is given the support required in order for them to participate fully in our community and to thrive in their role.

Our Reasonable Adjustments Process for Staff (PDF) explains how staff can request reasonable adjustments and how managers can support their staff to do so.

For some staff, you may have already know what support and adjustments you need. For others, you may be unsure. Staff can gain advice and guidance from Access to Work, a Central Government Service that is free of charge to those that are disabled and in work or be about to start or return to work. Access to Work will be able to advise on any support they can offer and also what support St George’s could be offering.More information is outline in our Reasonable Adjustments Process for Staff and on the Access to Work website.

What counts as disability?

The definition of disability under the Equality Act 2010 is a physical or mental impairment which has a substantial and long-term adverse effect on an individual’s ability to perform normal day-to-day activities.

For the purposes of the Act, these words have the following meanings:

  • ‘substantial’ means more than minor or trivial

  • ‘long-term’ means that the effect of the impairment has lasted or is likely to last for at least 12 months (there are special rules covering recurring or fluctuating conditions)

  • ‘normal day-to-day activities’ include everyday things like eating, washing, walking and going shopping.

This definition would include many hidden disabilities such as diabetes, coronary heart disease, dyslexia, depression and cancer.

For more information, please see Citizens Advice website.

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