Equal Opportunities and employment of disabled persons
Under the Special Educational Needs and Disability Act 2001, it is unlawful to discriminate against disabled learners/staff or prospective learners/staff by treating them less favourably. The Disability Discrimination Act (DDA) 2005 sets out the general duty and informs the Barnfield Federation who best to carrying out its duties give due regard to the need to:
 Eliminating disability discrimination
 Eliminating harassment of disabled persons
 Promoting equality of opportunity of disabled persons
 Taking steps to take account of disabled person’s disabilities
Under the Specific Duties the Federation must also:
 Promoting positive attitudes towards disabled persons
 Encouraging participation by disabled persons in public life.
 Publish a Disability Equality Scheme
 Implement the DES
 Publish annual reports summarising progress to date under the DES
Barnfield College welcomes learners and staff with disability or impairment, and aims to enable inclusion in all aspects of the College life. In particular the
Learning Support Department has a very positive approach to learning for students with learning difficulties and disabilities. Students with profound disabilities including Cerebral Palsy, blindness, profound deafness, Bipolar disorders, Down Syndrome, for example are able to study at a level appropriate to their need. Courses on offer to learners with Learning Difficulties, (profound to Moderate) are from Milestone 4 up to Entry Level 3 and for student recovering from Mental Health problems, the levels of study are from Milestone
7 to Level 1. All courses are delivered as part of the Skills For Life agenda and aim to enable students to raise both their basics levels, their self-confidence and their independence.
Under current legislation, the College has a Disability Equality Scheme and an action plan which is implemented locally by the service teams of the College. The
College’s mission for Disability Equality is encompassed within its general duty to provide Equal Opportunity for all. Learners and staff are given opportunities and are supported to disclose any disability, or change of circumstances in a supportive environment, respecting confidentiality at all times.
Barnfield College will support learners and staff to challenge discrimination. To this end it seeks to provide easily accessible, responsive, supportive and high quality education and training, employment opportunities and services for all its learners, staff and customers. It is committed to serving the whole community fairly and equally. It values and respects everyone within and outside the

College community. Barnfield College fully recognises that the Disability Equality
Duty is not necessarily about physical access to buildings or adjustments but is also about including equality for disabled people into the culture and fabric of the College community in practical and demonstrable ways.
The College uses the disability symbol and takes a positive approach to employing disabled people and will:
 Interview all applicants with a disability who meet the minimum criteria for a job vacancy and consider them on their abilities
 Ensure there is a mechanism in place to discuss, at any time, but at least once a year, with disabled employees what can be done to make sure they can develop and use their abilities
 Make every effort when employees become disabled to make sure they stay in employment
 Take action to ensure that all employees develop the appropriate level of disability awareness needed to make these commitments work
 Each year, review the commitment and what has been achieved, plan ways to improve on them and let employees and Jobcentre Plus know about progress and future plans.
The College has signed the Charter for Mindful Employer who is positive about Mental Health.
As an employer we aim to:
 Show a positive and enabling attitude to employees and job applicants with mental health issues. This will include positive statements in local recruitment literature.
 Ensure that all staff involved in recruitment and selection are briefed on mental health issues and the Disability Discrimination Act, and given appropriate interview skills.
 Make it clear in any recruitment or occupational health check that people who have experienced mental health issues will not be discriminated against and that disclosure of a mental health problem will enable both employee and employer to assess and provide the right level of support or adjustment.
 Not make assumptions that a person with a mental health issue will be more vulnerable to workplace stress or take more time off than any other employee or job applicant.
 Provide non-judgemental and proactive support to individual staff who experience mental health issues.
 Ensure all line managers have information and training about managing mental health in the workplace.