An Equinet Good Practice Guide
Equality Bodies Supporting Good
Practice on Making Reasonable
Accommodation for People with
Disabilities by Employers and
Service Providers
Equality Bodies
Supporting Good Practice
on Making Reasonable
Accommodation for People
with Disabilities by
Employers and Service
Providers
An Equinet Good Practice Guide
2013
Contents
Introduction...............................................................................................................................2
The work of equality bodies...................................................................................................2
Taking a strategic approach ......................................................................................................3
Legal and policy basis ................................................................................................................3
Types and limitations of reasonable accommodation.............................................................5
Reasonable accommodation on other grounds .......................................................................6
Equality bodies promoting inclusion with awards...................................................................8
CASE STUDIES FROM THE FEDERAL ANTI-DISCRIMINATION AGENCY (FADA), GERMANY....8
Equality bodies delivering training events and providing guidance........................................9
CASE STUDIES FROM THE EQUALITY AUTHORITY, IRELAND..................................................9
CASE STUDY FROM THE DEFENDER OF RIGHTS, FRANCE ....................................................16
Equality bodies raising awareness and providing information .............................................18
CASE STUDIES FROM THE EQUALITY AUTHORITY, IRELAND................................................18
CASE STUDY FROM THE Interfederal Centre for Equal Opportunities, BELGIUM ...............20
Equality bodies conducting research and producing reports/publications ..........................22
CASE STUDIES FROM THE EQUALITY AND HUMAN RIGHTS COMMISSION (EHRC), UNITED
KINGDOM (GREAT BRITAIN).................................................................................................22
Bibliography.............................................................................................................................26
1
Introduction
The work of equality bodies
Significant social and legislative progress has been achieved in Europe over the years and
equality bodies have played and continue to play an active role in the advancement of
diversity in the workplace and services. Their work, often in collaboration with employers,
service providers and other actors in the field is key to making diversity in the workplace and
in service provision a reality. Available literature on reasonable accommodation and
specifically experience and guidance on its practical application and promotion is limited.
This owes much to the relative novelty of the concept but also to the complexity of issues
and sensitivities involved.
Equinet wishes through this paper to provide the equality bodies with a good practice guide
in making reasonable accommodation for people with disabilities by employers and service
providers and to offer practical help and guidance to put the concepts of diversity and
equality policies through reasonable accommodation measures into practice. This paper is
designed for national equality bodies to inspire and help build further knowledge and a
greater understanding of instruments and approaches available to promote the concept of
reasonable accommodation to employers and service providers.
In collaboration with member organisations across Europe, Equinet has assembled a
collection of case studies describing good practices in making reasonable accommodation by
employers and service providers. These examples of good practices drawn from the
experience and learning of national equality bodies provide interesting insights into the
broad range of innovative and engaging approaches implemented across Europe in the
direction of promoting reasonable accommodation measures.
During the preparation of this good practice guide Equinet has also consulted staff members
and publications of its partners from the European Disability Forum (EDF) and the European
Network Against Racism (ENAR), which have both been active in the area of reasonable
accommodation; the former in promoting reasonable accommodation for people with
disabilities and the latter for people from diverse cultural and religious backgrounds.
The ambition of this practical guide is to encourage equality bodies to use it as a resource to
develop, refine or improve their own approach and to take action to promote reasonable
accommodation. The case studies received by Equinet’s member organisations reveal
practices in reasonable accommodation which can be categorised in four sections: Awards;
Training and guidance; Leaflets; Publications/ Research reports.
In the preparation of this practical guide Equinet issued a call to its member equality bodies
for examples of their work on reasonable accommodation. While the call sparked an interest
in the project and the eventual good practice guide, the response rate to the call for
examples remained low. Nine good practice examples concerning measures to
accommodate persons with disabilities were submitted by five equality bodies. This
2
illustrates the limitation of equality bodies’ practical experiences and case law on reasonable
accommodation and underlines the need for further good practice exchanges.
Taking a strategic approach
Equality bodies are encouraged to develop a strategic approach to promoting reasonable
accommodation and in order to convince employers and service providers of the positive
effects of accommodating and integrating disabled people and people from various religious
and cultural backgrounds. Reasonable accommodation measures benefit both interested
parties; employees and clients profit from being socially included and enterprises and the
wider society also benefit from additional positive effects1:
• The development of a more positive climate and the respect of the individual needs
of all employees. This, in turn, brings gains in terms of performance and stronger
motivation among employees.
• The enterprise is prepared to better deal with an ageing workforce and may result in
more loyalty of the staff.
• A sustainable co-operation between enterprises and NGOs is created, since the latter
are often involved in the process of implementing reasonable accommodation
measures.
• Companies often receive acknowledgment (awards, prizes), something which can be
used for marketing purposes and lead to an improved image.
Such a strategic approach does not necessarily involve large commitments in terms of staff
time or resources. Equality bodies can share expertise on successful projects which can then
be adapted for use in another country.
Legal and policy basis
Ensuring diversity in the workplace is a fundamental element in the pursuit of equality and
equal opportunities for all. Article 19 of the Treaty on the Functioning of the EU, introduced
by the Treaty of Amsterdam, specifically empowers the Community to take action to combat
discrimination based on sex, race or ethnic origin, religion or belief, disability, age or sexual
orientation. Diversity in the workplace and in the provision of goods and services implies
building working and service environments that value dignity and respect for all, that benefit
from the advantages of diverse perspectives, and that encourage mutual learning and
constructive exchanges with others who are not the same.
1
For the positive effects described see Austrian Institute for SME Research, Providing reasonable accommodation for persons with
disabilities, 3-4 and ENAR, Reasonable Accommodation for Cultural Diversity in the Workplace, 23.
3
The term reasonable accommodation appears in Article 5 of the Council Directive
2000/78/EC (the so-called Employment Equality or General Framework Directive) explicitly
referring to persons with disabilities2 and to this obligation on member states as necessary
“to guarantee compliance with the principle of equal treatment in relation to persons with
disabilities”. This Directive laid down a general framework to ensure equal treatment of
individuals in the European Union, regardless of religion or belief, disability, age or sexual
orientation, as regards access to employment or occupation and membership of certain
organisations.3 In its Article 5 the Directive obliges employers to take “appropriate
measures, where needed in a particular case, to enable a person with a disability to have
access to, participate in, or advance in employment, or to undergo training, unless such
measures would impose a disproportionate burden on the employer”. The Directive is in line
with the EU’s Charter of Fundamental Rights which prohibits discrimination based on
disability (among other grounds) and recognises the right of persons with disabilities to
benefit from measures designed to ensure their independence, social and occupational
integration and participation in the life of the community.4
In the Chacón Navas case (C-13/05) the Court of Justice of the EU has interpreted the notion
of reasonable accommodation and it ruled that the ‘directive does not require the
recruitment, promotion or maintenance in employment of an individual who is not
competent, capable and available to perform the essential functions of the post concerned’.
However, it went on to establish that ‘the directive precludes dismissal on grounds of
disability which, in the light of the obligation to provide reasonable accommodation for
people with disabilities, is not justified by the fact that the person concerned is not
competent, capable and available to perform the essential functions of his post’.5 In its
judgment delivered in the Ring case (C-335/11) the Court of Justice confirmed that the
definition of disability in Directive 2000/78 also includes certain long-term illnesses and
therefore employers are obliged to provide reasonable accommodation in such cases as
well.
Further to the relevant EU legislative tools introducing the obligation of reasonable
accommodation measures, additional commitment derives from the United Nations’
Convention on the Rights of Persons with Disabilities (UN CRPD), the first UN human rights
Treaty of the third millennium and the first to be open for signature by regional integration
organizations. The EU formally acceded to the Convention in December 2010 and became a
State party as a regional integration organisation. The UN CRPD provides a wider definition
of reasonable accommodation than EU law: it includes necessary and appropriate
2
“Persons with disabilities include those who have long-term physical, mental, intellectual or sensory impairments which in interaction
with various barriers may hinder their full and effective participation in society on an equal basis with others”; see United Nation’s
Convention on the rights of persons with disabilities (adopted 13 December 2006, entered into force 3 May 2008) 2515 UNTS 3 (hereafter:
UN CRPD), article 1 “Purpose”.
3 See Council Directive 2000/78/EC of 27 November 2000 establishing a general framework for equal treatment in employment and
occupation [2000], OJ L 303 (hereafter Council Directive 2007/78/EC), Article 1 “Purpose” and Article 3 “Scope”.
4 See Charter of Fundamental Rights of the European Union [2000] OJ C 364/1, articles 21 “Non Discrimination” and 26 “Integration of
persons with disabilities”.
5 Chacón Navas case (C-13/05), paragraphs 49-51.
4
modification and adjustments not imposing a disproportionate or undue burden, where
needed in a particular case, to ensure that persons with disabilities enjoy or exercise on an
equal basis with others all their human rights and fundamental freedoms.6 Crucially, the UN
CRPD does not limit the definition of reasonable accommodation to the area of employment
and occupation.
The European Commission laid out its policy priorities in ensuring the rights of persons with
disabilities in its European Disability Strategy 2010-2020: A Renewed Commitment to a
Barrier-Free Europe7 adopted in 2010. The Strategy does not directly address the issue of
reasonable accommodation, but a number of the areas for action foreseen, such as
accessibility, participation, equality, employment, education and training are strongly
relevant and require further commitments in the realm of reasonable accommodation.
Types and limitations of reasonable accommodation
The obligation of reasonable accommodation is not absolute. It is noteworthy that both the
General Framework Directive and the UN CRPD explicitly refer to the limitation of the
“disproportionate burden” of the duty bearer, namely to the latter’s obligation to provide
accommodation measures without however being encumbered by any substantial financial
burden, something which would turn such measures into “unreasonable”. The General
Framework Directive clarifies that in order to determine whether the measures in question
give rise to a disproportionate burden, the financial costs entailed, the scale and financial
resources of the organisation and the possibility of obtaining public funding or any other
assistance should be taken into account.8
At this point, in order to understand the scope and the limitations of reasonable
accommodation, its distinction from general accessibility measures is also necessary. These
concepts are related but different. Firstly, a difference concerns the target group of
measures: while general accessibility measures are provided in anticipation of the
accessibility needs of all disabled people (and often also benefit others such as older people,
parents with strollers, etc.), reasonable accommodation measures include specific measures
directed at a particular person with disabilities. And secondly, the nature of measures is
different: general accessibility may require renovations of the existing infrastructures,
whereas reasonable accommodation implies individual measures that often do not require
any significant changes apart from changes in mentality and level of awareness.9 Therefore,
under the General Framework Directive, the employers are obliged to take reasonable
6 See UN CRPD, article 2 “Definitions”.
7 Communication from the Commission to the European Parliament, the Council, the European Economic and Social Committee and the
Committee of the Regions, European Disability Strategy 2010-2020: A Renewed Commitment to a Barrier-Free Europe, Brussels,
15.11.2010. COM(2010) 636 final.
8 Council Directive 2000/78/EC, recital 21.
9 For the distinction between reasonable accommodation and general accessibility see European Disability Forum (EDF), EDF answer to the
consultation for the impact assessment on the Proposal for a Council Directive on implementing the principle of equal treatment outside of
employment and occupation (Brussels: Author, 2013), 10-12.
5
accommodation measures on an individual basis and not to make the workplace disabledfriendly
in its whole.
Studies highlight different types of reasonable accommodation10:
a) Adaptation of the workplace
• Provision of wheelchair access (construction of access ramps, removal of
curbs, installation of lifts and handles in corridor and adjustment of
restrooms, creation of special parking places)
• Using assistive technology (for blind persons computer equipment adjusted to
Braille, electronic voice response systems, Dictaphones, speaking calculators)
• Adapting office equipment or work equipment (ergonomic or orthopaedic
chair)
b) Work arrangements (adjusting working hours, teleworking arrangements, redistribution
of tasks between the members of a team, giving periodically
rehabilitation)
c) Work assistance/ job coaching (e.g. sign language interpreters)
d) Training measures (often linked with the redistribution of tasks when an employee
becomes disabled due to an accident or disease and is not able anymore to work at
their previous job)
e) The above measures focus on the persons with disabilities, their impairments and
how to balance them out or reduce them. However, awareness raising measures
which target the social environment are also considered to be in the context of
reasonable accommodation ones. The social concept of disability, where the
problems persons with disabilities face are located in the social environment, dictates
that awareness raising measures should be taken to enable the inclusion of the
persons with disabilities.
Reasonable accommodation on other grounds
The concept of reasonable accommodation in EU law is only applied ensuring the rights of
persons with disabilities. However, it is noteworthy that fundamentally similar practices and
tools could be and are in fact being used to accommodate employees in the context of
cultural and religious diversity. In such framework, a reasonable accommodation can be
defined as any modification or adjustment to a job or a work environment that enables an
applicant or employee of a specific cultural or religious background to participate in the
10 For the types of reasonable accommodation see Austrian Institute for SME Research, Providing reasonable accommodation for persons
with disabilities in the workplace in the EU – good practices and financing schemes – Contract VC/2007/0315 (Vienna: Author with the
European Network for Social and Economic Research, 2008), 22, 57-76; see also European Disability Forum, EDF answer, 11-12; and Council
Directive (2000/78/EC), recital 20.
6
application process or to perform their job tasks on an equal basis with others and in
accordance with their convictions.11 In these cases, similarly to reasonable accommodation
of persons with disabilities, negotiation appears to be a valuable tool since it paves the way
for the development of the concept of cultural and religious diversity as well as the
arrangement of effective reasonable accommodation with the employer’s accordance.12 The
Equinet report on A Question of Faith – Religion and Belief in Europe also analysed a number
of religious discrimination cases illustrating the challenges of employer-employee
negotiations and agreements honouring religious diversity.13
Some common methods of religious and cultural accommodation in the workplace14
involve:
• Scheduling changes, voluntary substitutes, and shift swaps
• Changing an employee’s job tasks or providing a lateral transfer
• Making an exception to dress and grooming rules
• Use of the work facility for a religious observance
• Accommodations relating to payment of union dues or agency fees
• Accommodation prayer, proselytising, and other forms of religious expression
• Accommodation of dietary requirements
• Organisation of diversity trainings and communication campaigns
11
European Network Against Racism (ENAR), Reasonable Accommodation for Cultural Diversity in the Workplace - Report (Brussels: Author,
2011), 7-8.
12 Ibid.
13 Equinet, European network of equality bodies, Equality Law in Practice: A Question of Faith – Religion and Belief in Europe (Brussels:
Author, 2011).
14 ENAR, Reasonable Accommodation for Cultural Diversity in the Workplace, 11-12, 18-19, 27.
7
Equality bodies promoting inclusion with awards
CASE STUDIES FROM THE FEDERAL ANTI-DISCRIMINATION AGENCY
(FADA), GERMANY
 Name of initiative: INCLUSION AWARD
Introduction
The Federal Anti-Discrimination Agency (FADA) and the Commissioner for
Matters relating to Disabled Persons arranged a theme year for disabled and
chronically ill persons in 2013. In October, FADA in cooperation with the
Confederation of German Employers’ Associations (BDA) and the Enterprise
Forum presented awards to companies which integrate disabled and
chronically ill persons in an ideal way. The price was awarded to small,
medium-sized and big companies.
Employers in Germany (especially in small and medium-sized companies) often
have insufficient information about successful measures/instruments to
integrate disabled persons into employment. The Good Practice Award 2013
aimed to identify good practice examples for inclusion of disabled persons in
order to demonstrate its benefits for employers and employees.
Stakeholders
• Federal Anti-Discrimination Agency (FADA)
• Representative of the German Government for the concerns of disabled
persons, Hubert Hüppe
• Federal Confederation of the German Industry (BDA)
• Federal Agency for employment (BA)
• Enterprise Forum (an association of companies, which act nationwide in
different industries and aims to give disabled persons a better chance to
join the labour market)
Implementation
1. May: Agreement of cooperation between the five stakeholders
2. June: Announcement of the competition
3. August: Deadline and pre-evaluation of the applications
4. September: Meeting of the jury (composed of stakeholders and experts),
selection of the 5 best practices
5. October: Honouring the winner during a representative event
6. October: Publication of a brochure containing the best practices
Resources
Budget: FADA promoted the prize with € 25.000. The other stakeholders gave
no-cash-benefits (for example to print the booklet).
Staff involved: staff of FADA (2 persons), Confederation of German Employers’
Associations (BDA) and Enterprise Forum.
Time taken: the cooperation started in April 2013 and the prize was awarded
in October 2013.
Achievements
A booklet was produced containing examples of companies which integrate
disabled and chronically ill persons in an ideal way, thus receiving the inclusion
8
award.
The award ceremony was used as a platform to present best practice
examples to other employers.
Furthermore, the Good Practice Award helped to reduce prejudices against
people with disabilities and to strengthen the cooperation between FADA and
employers.
Success factors
The commissioner for matters relating to disabled persons is honorary patron
of the award. Along with BDA and the Enterprise Forum, he is a well known
multiplier in the community of disabled and chronically ill persons.
A factor for the success of the Good Practice Award 2013 was the cooperation
between FADA, BDA and BA.
Contact person Karl Moehl, karl.moehl@ads.bund.de
Equality bodies delivering training events and
providing guidance
CASE STUDIES FROM THE EQUALITY AUTHORITY, IRELAND
 Name of initiative: DARA HAS THE CRAIC – How two County Councils got to speed on
how to make their services accessible to people with disabilities – and enjoyed themselves
in the process
Introduction
This initiative aimed at embedding a focus on accessibility for people with
disabilities in planning, service design and service delivery.
Stakeholders Two Local Authorities: Cavan County Council and Kildare County Council
Implementation
1. An initial meeting between the Equality Authority and the County
Manager to agree the parameters of the programme.
2. A briefing session about the project with the Senior Management Team
(County Manager, Directors of Services and Head of Finance).
3. An initial participative training day, designed and delivered by the Equality
Authority, for the management team and other key decision-makers which:
• Challenged traditional thinking on disability and supported re-thinking
within an equality framework
• Kick-started the programme
• Considered the impact of local authority services on people with
disabilities
• Identified demonstration projects in each Directorate
• Set up ‘animation group’ to drive the programme implementation
4. Demonstration projects were developed and implemented over 3
months. There was ongoing contact between the Equality Authority and the
animation group during this time. The work involved consultation with local
disability groups and individual people with disabilities.
9
5. Meetings halfway through the programme and at the end between the
County Manager, the animation group and the Equality Authority to review
progress, offer support and make any necessary adjustments.
6. A second participative training day focused on gathering and applying the
learning from the demonstration projects, identifying ways of mainstreaming
the approach throughout all County Council services and staff and assessing
how the approach could inform the County Council’s work in other areas.
7. A meeting to share the learning between the two County Councils and the
Equality Authority.
8. Development of a booklet to document the programme implementation
and learning.
Resources
Budget: app. € 34,000 (for equality expert, publication design and print, etc.;
excl. Equality Authority staff costs)
Staff involved: an equality expert and an Equality Authority staff member
Time taken: project initiation, implementation and project management –
over an app. 6 months timeframe (not full time); publication draft and design
– over an app. 2 month timeframe (not full time)
Achievements
Demonstration projects implemented by the County Councils included:
• Developing a signage protocol on the best way to provide signage for
both inside and outside a new library building.
• Undertaking a full audit (physical, service and information) of the
motor tax service, identifying what reasonable accommodations were
needed by people with disabilities and working out how to implement
them.
• Developing an “inclusive communication protocol” for water services
to make sure that all customers can gain access to all information and
documentation, with the potential for replicating this protocol
throughout the County Council.
• Providing accessibility features, links and information for people with
disabilities on the County Council’s website.
• Undertaking a physical accessibility audit of an area office of the
County Council.
• Disability-proofing four new playgrounds and equipment they contain
in Kildare.
• Review of documentation so that it could be produced in more
accessible language and formats.
• Development of detailed guidance and plans for accessible road and
street design.
• Review of website to identify difficulties of access for people with
disabilities and to find solutions to address the difficulties.
• Investigation of the physical, information and service barriers
experienced by people with disabilities who try to access general
services of the County Council and work out solutions.
• Development of a plan to encourage more people with disabilities to
10
vote.
• Ensured that a new swimming pool would offer best quality access to
people with disabilities.
• Gathered ideas to improve access and use of the town hall.
Success factors
• Engagement of senior managers in the programme.
• Engagement with people with disabilities to develop strategies to
accommodate their needs.
• Commitment, creativity and motivation of County Council staff.
• Partnership which developed between the Equality Authority, Cavan
County Council and Kildare County Council which enabled a valuable
pooling of diverse skills, experiences and knowledge.
Barriers
The work took place on top of staff’s everyday jobs. However, it was a very
positive experience and staff participated enthusiastically and staff morale
increased.
Lessons learned
• Progress in the area of disability can impact positively on service
delivery for other excluded groups and can have benefits for the public
as a whole. Customer care improves for everyone.
• ‘Making changes to benefit people with disabilities isn’t about
resources, but more about attitude’.
• Consultation is crucial and also is a good marketing tool.
• A small rural local authority can show leadership and find ways of
creating best-quality customer care solutions.
• Working on the programme was good for staff morale and gave a real
sense that staff can make a difference for people with disabilities,
both locally and nationally.
Monitoring and
Evaluation
Meetings halfway through the programme and at the end between the County
Manager, the animation group and the Equality Authority helped to review
progress, offer support and make any necessary adjustments.
Following the programme Cavan County Council continued to focus on
accessibility and mainstreaming accessibility became an important goal. A
disability training programme was developed for staff members of Cavan
County Council. In addition 40 staff members undertook adult literacy
awareness training, 23 staff completed the universal accessibility audit course
run by the University of Ulster and 11 staff members received training in
access issues related to public roads. Kildare County Council developed a three
year plan which grew out of the programme. 150 staff members participated
in disability equality training, 25 staff members undertook access audit
training, and the involvement of people with disabilities in the County
Council’s decision-making processes increased.
The positive experience of Dara has the Craic led the two Councils to work
with the Equality Authority on a further project to improve their services for
Black and minority ethnic (including Traveller) people.
Contact person Deirdre Toomey, dmtoomey@equality.ie
11
 Name of initiative: FOR SERVICE, FOR ALL – A practical guide for credit unions to
improve accessibility for their members
Introduction
This initiative aimed at providing practical guidance to credit unions on how to
make easily implementable but significant changes which can make a real
difference to the quality and accessibility of credit union services.
Stakeholders
Published jointly with the Irish League of Credit Unions. Six credit unions
across Ireland were involved in the project – Monasterevin Credit Union Ltd,
Letterkenny Credit Union Ltd, Sundrive Credit Union Ltd, Bangor Credit Union
Ltd, Oldcastle Credit Union Ltd and Derry Credit Union Ltd.
Implementation
The implementation steps were as follows:
1. An initial meeting between the Equality Authority and the Irish League of
Credit Unions to agree the project. The Irish League of Credit Unions
contacted their members and identified 6 credit unions to participate in the
project.
2. An initial participative training day with each credit union which:
• Challenged traditional thinking on disability and supported rethinking
within an equality framework
• Kick-started the project
• Considered the impact of credit union services on people with
disabilities
• Identified demonstration projects to work on projects
• Set up an ‘animation group’ to drive the project implementation
3. Demonstration projects were developed and implemented over 3-4
months. There was ongoing contact between the Equality Authority and the
animation group during this time. The work involved consultation with local
disability groups and individual people with disabilities.
4. A second participative training day focused on gathering and applying the
learning from the demonstration projects.
5. Development of a resource based on the project to provide guidance to
credit unions on how to make easily implementable but significant changes
which can make a real difference to the quality and accessibility of credit
union services.
Resources
Budget: app. € 34,000 (for equality expert, publication design and print, etc.;
excl. Equality Authority staff costs)
Staff involved: an Equality expert and an Equality Authority staff member
Time taken: Project initiation, implementation and project management –
over an app. 6 months timeframe (not full time); publication draft and design
– over an app. 2 month timeframe (not full time).
Achievements
Production of a guidance resource for credit unions, For Service, For All,
which includes the following:
• Introduction: access is not just about buildings
• Though buildings are important too
• Service provision to members
• Helping members to understand
12
• Protecting the rights of members with disabilities
• New departures: IT, ATMs and automated answering systems
• Disability proofing your credit union
• Consultation, marketing and monitoring
• How to choose and work with architects, consultants and other
professionals
• Conclusion
• Appendices: What the law says
Individual projects implemented by the six credit unions were:
• Letterkenny Credit Union Ltd. looked at a member’s journey through
its building and services. They found that small changes could make a
big improvement to services, for example providing forms in large
print, using low counters, pens that are easy to grip, a queuing system
that includes a visual element, installing a loop system, encouraging
people to take a seat. They also put in automatic doors.
• Sundrive Credit Union Ltd. applied to Dublin City Council for a
designated accessible parking bay on the street outside their
premises. They were successful. They also put in automatic doors.
• Bangor Credit Union Ltd. improved the lighting in their public area.
They also investigated the possibility of installing a hearing loop
system.
• Oldcastle Credit Union Ltd. reviewed their documentation and IT
system and made some changes to ensure that it is easier for
everyone to see and understand the information provided.
• Monasterevin Credit Union Ltd. has many members who have
intellectual impairments. They consulted with the People First selfadvocacy
group to see how they could write simple guidance
information about their services. They made sure that they used
pictures and kept sentences short. They found that making their
information accessible for people with intellectual impairments was
valued by all their members including older people and younger
people.
• Derry Credit Union Ltd. took a holistic approach to improving their
services. They now provide sign language, information in large print,
magnifiers and microphones for meetings. They also worked on
improving their signage within their premises to ensure that it is not
confusing.
Success factors
• Engagement of the Irish League of Credit Unions to support
engagement of credit unions in the project and dissemination of the
project among all credit unions.
• Engagement and commitment of the six credit unions in the project.
• Engagement with people with disabilities to develop strategies to
accommodate their needs.
• Development of a guidance resource for all credit unions.
13
Barriers
The work took place on top of everyday work in the credit unions. This was a
challenge as credit unions typically have small numbers of staff and are largely
dependent on volunteers.
Monitoring and
Evaluation
There was ongoing contact with the Irish League of Credit Unions, animation
groups within the credit unions and the Equality Authority to review progress,
offer support and make any necessary adjustments.
On completion of the project the guidance resource For Service, For All, was
launched jointly by the Irish League of Credit Unions and the Equality
Authority.
Contact person Deirdre Toomey, dmtoomey@equality.ie
 Name of initiative: ACCESSIBILITY FOR CUSTOMERS WITH DISABILITIES IN COMMUNITY
PHARMACIES
Introduction
This initiative aimed at supporting community pharmacies in providing
accessible services to customers with disabilities.
Stakeholders
Irish Pharmacy Union and the Irish Centre for Continuing Pharmaceutical
Education (ICCPE).
Implementation
The implementation steps were as follows:
1. Publication of a booklet Community Pharmacies Serving People with
Disabilities.
2. Dissemination of the booklet and delivery nationwide of the
Pharmabilities continuing professional development training module
delivered by the Irish Centre for Continuing Pharmaceutical Education
(ICCPE) with the support of the Equality Authority.
3. Development and publication of Accessibility for Customers with
Disabilities in Community Pharmacies which brings together in one
document broad-ranging practical guidance on easily implemented
but significant changes which can make a real difference to the quality
and accessibility of services on offer to people with disabilities. It
builds on the guidance provided in the previous publication
Community Pharmacies Serving People with Disabilities.
Resources
Budget: € 34,000 approx (costs re: equality expert, publication design and
print)
Staff involved: an Equality expert and an Equality Authority staff (above costs
do not take into account Equality Authority staff)
Time taken: Project initiation, implementation and project management –
over a 6 months timeframe approx. (not full time) Publication draft and design
– over a 2 month timeframe approx. (not full time)
Achievements
 Production of two resources - Community Pharmacies Serving People with
Disabilities and Accessibility for Customers with Disabilities in Community
Pharmacies.
 Training for Community Pharmacies.
 Identified a shared understanding held by the Equality Authority and the
14
Irish Pharmacy Union that equality focuses on ensuring that:
- Customers do not experience discrimination, harassment or
victimisation on any of the nine grounds covered by the equality
legislation (gender, marital status, family status, sexual orientation,
age, disability, race, religion and membership of the Traveller
community).
- Adjustments are made to take account of the practical implications of
customer diversity across the nine grounds with a particular focus on
making reasonable accommodation for customers with disabilities
- There is a proactive approach to promoting equality for customers
from across the nine grounds.
 Community Pharmacies Serving People with Disabilities emphasised the
need for action in five different areas:
- Consulting current and potential customers with disabilities.
- The physical premises.
- Customer service.
- Marketing services to people with disabilities.
- Ensuring standards are maintained.
 Accessibility for Customers with Disabilities in Community Pharmacies
highlighted practical guidance to:
- Ensure accessibility for customers with impaired hand function.
- Ensure accessibility for customers with impaired hearing.
- Ensure accessibility for customers with impaired vision.
- Help customers to understand what medicines they are taking and
how and when to take them.
- Ensure that outside the pharmacy premises is easy to approach and
enter.
- Ensure that the design of the premises is accessible.
- Disability proof the community pharmacy.
- Maximise the number people with disabilities using the community
pharmacy service and let customers know what the community
pharmacy is doing through consultation, marketing and monitoring.
Success factors
 Engagement with Irish Pharmacy Union and the Irish Centre for
Continuing Pharmaceutical Education (ICCPE).
 Participation of community pharmacies in disability awareness training,
with a focus on equality.
 Engagement with people with disabilities to develop strategies to
accommodate their needs.
 Development of a guidance resource for all credit unions.
Monitoring and
Evaluation
There was ongoing contact with the Irish Pharmacy Union which helped to
review and develop the project.
Contact person Deirdre Toomey, dmtoomey@equality.ie
15
CASE STUDY FROM THE DEFENDER OF RIGHTS, FRANCE
 Name of initiative: Elaboration of a practical guide – Local Authorities: a guide for the
accessibility of institutions receiving general public
Introduction
The Defender of Rights has elaborated a guide with the view to provide
practical answers in matters of accessibility to local authorities and service
providers receiving general public. The French law makes it compulsory for
service providers receiving general public to ensure accessibility, circulation,
and full access to the information they disseminate (the deadline is 2015,
but derogations have been foreseen).
The target is the respect of equal access to public services and nondiscrimination
for persons with disabilities of all kinds.
- In cases of derogation/exemption in the implementation of physical
accessibility, still, service providers, (public or private) have the
“reasonable accommodation” obligation to find alternative
measures, in order for the public to have an efficient and nondiscriminatory
access to facilities and benefits.
- When accessibility is foreseen to be implemented progressively and
whenever possible, the Defender of Rights strongly recommends
transitional measures.
The Defender of Rights, through the Accessibility guide, aims at providing
guidance to a wide range of service providers in order for them to comply
with legal targets but it also offers good practices and guidance for
alternative and transitional measures.
The guide covers physical accessibility to buildings and access to services
(facilities, benefits) as such when physical accessibility is not immediately
available.
One of the added values of the guide is that it also addresses accessibility to
services for persons having mental sensory cognitive and profound and
multiple learning disabilities.
Discrimination
grounds
Mental, Physical, Sensory, Cognitive and profound and multiple learning
disabilities
Stakeholders
Elected representatives, public authorities, technicians, NGOs representing
disable persons
Resources
Budget: € 88 000 (PROGRESS project with an EU contribution)
Staff involved: 8 persons from different departments (part time)
Time taken: 12 months (From March 2013 to March 2014)
Achievements
A guide including :
1. explanation of the legal framework (“What does the law say?”),
2. a checklist of questions to be answered before making a building
accessible
3. possible strategies to implement accessibility for institutions
16
receiving general public
4. organisational measures for existing buildings
5. design of effective measure of accessibility (signposting pictograms,
reference frameworks etc.)
6. measures for human support
7. measures in order to adapt the delivery of services to public with
different types of disabilities
8. technical measures
9. measures in the field of communication and information technology
Presentation of the guide :
http://www.defenseurdesdroits.fr/sinformer-sur-le-defenseur-des-
droits/linstitution/actualites/handicap-le-defenseur-des-droits
PDF version:
http://www.defenseurdesdroits.fr/sites/default/files/upload/201402_guide
_accessibilite_erp.pdf
Word accessible version :
http://www.defenseurdesdroits.fr/sites/default/files/upload/201402_guide
_accessibilite_erp-ro.doc
Dissemination steps:
- The guide was sent in paper form to around 1500 stakeholders
- Presentation and dissemination during the 2 days URBANACCESS
forum
- “Breakfast” – press conference launching of the guide with national
and local general press (Agence France Press, La Gazette des
communes) and specialised media on disability together with NGOs
representing disable people.
- Presentation of the Guide in the DDD’ newsletter
- Presentation of the guide on the DDD’s site (the document was
downloaded 330 times in its PDF version and 111 times in its
word/accessible version).
Success factors
Involvement of national NGOs and national and local authorities in the
elaboration and dissemination of the guide.
Barriers
Difficulties in finding relevant consultants with enough and consistent
knowledge in web accessibility.
Monitoring and
Evaluation
The online guide may be amended in line with new national legislation.
The online evaluation survey did not provide enough responses in order to
have a consistent feedback.
Contact person
Marika Demangeon, Project manager:
marika.demangeon@defenseurdesdroits.fr
17
Equality bodies raising awareness and providing
information
CASE STUDIES FROM THE EQUALITY AUTHORITY, IRELAND
 Name of initiative: EQUALITY AND MENTAL HEALTH (three booklets):
o How the law can help you
o What the law means for your workplace
o What advocates need to know
Introduction
This initiative aimed at providing information on the relevance of equality
legislation for people with mental health difficulties and at explaining the legal
requirement for employers under equality law to provide reasonable
accommodation for people with disabilities, including people with experience
of mental health difficulties.
Stakeholders
See Change – the national mental health stigma reduction campaign; Mental
Health Reform; Amnesty International; the National Disability Authority; and
Shine.
Implementation
The implementation steps were as follows:
a) The stakeholders met to identify the key messages that needed to be
highlighted.
b) A consultation meeting was held with advocates for people with
disabilities to identify what information they needed to support people with
experience of mental health difficulties to be aware of, and realise their rights
under equality law.
c) The three booklets were developed and published.
d) The three booklets were disseminated widely with the support of the
stakeholders.
Resources
Budget
€ 10,250 approx (costs re: equality expert, publication design and print)
Staff involved
An Equality expert and an Equality Authority staff (above costs do not take
into account Equality Authority staff)
Time taken
Project initiation, implementation and project management – over a 6 months
timeframe approx. (not full time)
Achievements
The three booklets were as follows:
 Equality and Mental Health: how the law can help you
This leaflet is for people with experience of mental health difficulties. It is
also for people who know others with experience of mental health
difficulties. It explains:
- Why equality law in Ireland can help people with experience of
18
mental health difficulties.
- What equality law says.
- How equality law protects people with experience of mental health
difficulties.
- How equality law works.
It highlights that people with experience of mental health difficulties are
covered by equality law under the disability grounds. It also highlights that
people with experience of mental health difficulties are covered in
employment and when they are accessing everyday services.
 Equality and Mental Health: what the law means for your workplace
This leaflet is for employers and it explains:
- How reasonable accommodation practices can help both employers
and employees.
- Employers’ obligations, under the Employment Equality Acts, to
employees with experience of mental health difficulties.
- What reasonable accommodation in the workplace means.
- The role that reasonable accommodation can play in supporting
employers to prevent discrimination in the workplace.
 Equality and Mental Health: what advocates need to know
This leaflet is for advocates of people with mental health difficulties. It
explains:
- How mental health advocates can use equality law to help people
who have mental health difficulties to avoid discrimination, to achieve
their rights and to seek redress if they experience discrimination.
- The legal requirements for employers to provide reasonable
accommodation for people with disabilities, and what that might
mean for employees with mental health difficulties.
- The legal requirements for mainstream and specialised service
providers to provide reasonable accommodation for people with
disabilities, and what that might mean for customers and service
users with mental health difficulties.
- Where advocates can get more information.
The three booklets were written in accessible language and used case law to
highlight some messages and explain the law.
Success factors
Engagement with the stakeholders was key to identifying the key messages
and disseminating the booklets.
Barriers
 The equality legislation includes disability as one of the discrimination
grounds and it is under this ground that people with experience of mental
health difficulties are protected. However, not everyone with experience
of mental health difficulties identifies themselves as having a disability.
 Lack of clarity about how disclosure in the workplace relates to
reasonable accommodation. Equality legislation does not require a person
to disclose that they have a disability. On the other hand, it may be
difficult for a service provider or employer to make reasonable
19
accommodation to meet the needs of a person who is experiencing
mental health difficulties if they are not aware that such supports are
necessary. However, there are often fears on the part of the person with
experience of mental health difficulties that they will experience
discrimination if they disclose.
Monitoring and
Evaluation
Demand for the publications was kept under review. Interest in them led to a
reprint.
Contact person Deirdre Toomey, dmtoomey@equality.ie
CASE STUDY FROM THE Interfederal Centre for Equal Opportunities,
BELGIUM
 Name of initiative: BOOKLETS ON REASONABLE ACCOMMODATION
o 2005: Booklet on reasonable accommodations at work
o 2010: Booklets on reasonable accommodations for persons with a disability in 10
different domains (catering, culture, leisure, private services, public services,
transport, sport, commerce, health care, housing)
o 2013: Booklet on reasonable accommodations at school (inclusive education)
Introduction
The purpose behind this initiative had been the general unfamiliarity with the
concept of and the right to reasonable accommodations and it aimed at a
broader understanding and implementation of the concept of reasonable
accommodation.
Discrimination
grounds
Disability (+ health, age)
Stakeholders
Department of Social Affairs (for the booklet on reasonable accommodations
at work), representative organizations of persons with a disability and
educational organizations (for the booklet on reasonable accommodations at
school)
Implementation
a) Booklet on reasonable accommodations at work: editing, printing and
announcement
b) 10 Booklets: exploratory research, editing, printing and distribution
among a wide range of actors in the 10 different domains
c) Booklet on reasonable accommodation at school: broad consultation of
the different actors in education and of the representative organizations
of persons with a disability, writing, feedback-rounds, editing, printing,
distribution to all schools, representative organizations of persons with a
disability and actors in education
20
Resources
Budget:
- Booklet on reasonable accommodations at work: unknown
- 10 booklets: exploratory research (€ 50.000), editing (€ 3.000),
printing (€ 12.000)
- Booklet on reasonable accommodation at school: € 37.500
Staff involved
- Booklet on reasonable accommodations at work: unknown
- 10 booklets: 4 members
- Booklet on reasonable accommodation at school: 2 members
Time taken
- Booklet on reasonable accommodations at work: unknown
- 10 booklets: 12 months
- Booklet on reasonable accommodation at school: 6 months
Achievements
Key achievement is that the process brought the subject of inclusive education
– which still is controversial in Belgium and meets a lot of opposition – on the
agenda by the official institutions (Centre for Equal Opportunities and
Opposition to Racism and the three Departments of Education) re-affirming
the right of children with a disability to register in schools for mainstream
education, and the right to reasonable accommodations.
The process resulted in a booklet on reasonable accommodation at school
explaining in a clear language the right for children with a disability to register
in any school, and the right to reasonable accommodation in the school of
their choice. This booklet aimed both the children and their parents and the
teachers and school boards. It includes a whole list of good practices and
information on how to ask for and implement reasonable accommodations. It
is available in the three official languages (Dutch, French and German), in an
easy-to-read form (Dutch and French) and in sign language (Dutch and French,
available from august 2013). A short Braille text in the printed booklet refers
to the Word-format for easy conversion to speech.
Success factors
The urgent need for an information tool for parents and organizations of
persons with a disability
Barriers
Strong opposition to inclusive education from teacher organizations and
school organizations who are counted upon to implement the booklet
Monitoring and
Evaluation
Potential survey of teachers on reception and usefulness of the booklet
Contact person Gert Backx, gert.backx@cntr.be
21
Equality bodies conducting research and producing
reports/publications
CASE STUDIES FROM THE EQUALITY AND HUMAN RIGHTS
COMMISSION (EHRC), UNITED KINGDOM (GREAT BRITAIN)
 Name of initiative: WORKING BETTER: THE PERFECT PARTNERSHIP – WORKPLACE
SOLUTIONS FOR DISABLED PEOPLE AND BUSINESS (2012)15
Introduction
Over one in five adults in Britain is disabled, yet only half are likely to be in
work compared to four-fifths of non-disabled adults. High numbers of
disabled people continue to be excluded from work opportunities. The
challenge was to find workplace solutions – simple and low-cost or no-cost
– that could help employers to open up work more effectively to disabled
people and retain talented workers, support business productivity,
survival and a fair recovery.
The report, part of the ‘Working Better’ series, presented a fresh look at
the work aspirations and experiences of disabled people in order to
identify new solutions. The key objective of the project was to learn how
to make work a much more positive experience and open up better work
opportunities for disabled people. This meant looking closely at access and
progression to ‘quality’ work opportunities and to careers – not just to
getting a job and being in employment.
Stakeholders
Businesses; business representative bodies; Colleges of Further Education;
Disability organizations; government agencies; local authorities; health
services; law firms; police forces; professional bodies; trade unions;
universities.
Implementation
The report was supported by specifically commissioned research on
Opening up work16
, the views of disabled people and people living with
long term health conditions. It drew on extensive engagement with
disabled people, businesses and relevant professionals to establish a clear
picture of the situation from the perspective of disabled people and
employers. Importantly, those discussions focused on what works and
makes a positive difference for both disabled people and employers.
The report and its supporting resources have been promoted widely. A
detailed engagement plan set out plans for stakeholder engagement and
partnership, targeted electronic communications to businesses and social
media channels to reach employees and disabled people and disabled
people’s organisations more widely.
15 Find the report at <http://www.equalityhumanrights.com/uploaded_files/Employers/wb_approved_lo.pdf>.
16 See at <http://www.equalityhumanrights.com/uploaded_files/Employers/wb_approved_lo.pdf>.
22
Resources
Budget: Research costs: £30,000; Engagement costs (4 x roundtable
events): £12,000; Publication costs (including filmed case studies): £7,000
Staff involved: Employment and economy policy managers and head of
programme; Research managers; Stakeholder engagement
Time taken: this was an 18 month project
0.2 FTE (full-time equivalent) – Head of Programme; 0.8 FTE - Project
manager; 0.5 FTE – Project Officer; 0.2 FTE - Research manager; 40 days Stakeholder
engagement support
Key messages
The research lead to the EHRC policy report Working Better: The Perfect
Partnership – workplace solutions for disabled people and business which
includes many findings based on the extensive evidence base they have
collected. The report and its recommendations were supported by both
businesses and disabled people’s organisations. Among others, the report
draws the attention on the following:
 Shifting the onus and spotlight off individuals to secure the support
they need towards more collaborative delivery that works for all,
recognising that work practices can be shaped around individuals to
capture their skills in the interests of business.
 Employers need to comply with their legal responsibilities to consider
reasonable adjustments for their disabled staff who do disclose but
also need to recognise the personal risk that disclosure of a disability,
or long-term health condition, represents to many disabled.
 Employers need to be more proactive in anticipating support, for
example employers need to seek information at the outset of
employment about any job-specific adaptations and update regularly.
 Training and guidance for managers who need the skills and
confidence to manage disability in the workplace is required.
Managers need to be able to take prompt action to stop the
escalation of problems and are key to adapting job roles.
 Flexibility and innovative ways of working are often the prime reason
disabled people are able to work. We recommend that flexible
working is offered as an option to all disabled job applicants and
workers.
 Job redesign: offering different job patterns can work for different
groups of disabled workers.
 Mental health at work has been a key focus in this project. The
experts told us it is essential not to lose contact with the employee
and that those with the first onset of a condition can reverse the
trend of a downward spiral if helped to remain in work and receive
treatment concurrently.
 There needs to be a constructive relationship between disabled
employees and their employers, clinicians and occupational health
practitioners, to ensure that the support needs of disabled employees
are understood and effectively met.
 Employers have to make clear that there is zero tolerance of hostility
23
and harassment in the workplace and that managers and workers
understand their responsibilities.
 Better signposting of advice from organisations working with
employers and disabled people such as Mind and Disability Rights UK
and other advice and information agencies.
 Employers feared that often disclosure of disability occurred only
when something goes wrong in the workplace and then it was often
too late for a quick solution to be found. Disclosure was necessary for
employers to make adjustments but they recognised the fear of
impact on individuals.
 The disabled person was often seen as the problem and not that
working practices were inflexible and needed changing. Many
employers felt the myths and stereotypes still existed, for example
that disabled people took more time off work through sickness leave
and that costs of employing disabled people were higher because of
adjustments required.
 The report sets out the considerable variation in the relationships
that disabled people had developed with their employers. Some of
the very best experiences of work (that came closest to many
people’s ‘vision’ of the ideal work) were as likely to be reported by
those working in the private sector as those in the public or voluntary
sectors.
 There were different degrees of ‘openness’ reported in the
experiences that participants had had at work. The extent to which
individuals had a fully open and productive relationship depended on
elements such as:
- how ‘well matched’ their role was to their skills and experience
- the effectiveness (or otherwise) of the communication they had
with their employer
- the level of trust in how any disclosure of need would be
treated
- the commitment and loyalty they had to a workplace, and
- the extent to which they felt enabled or empowered to
participate and perform to their full potential.
 The research concluded that legislation (Equality Act 2010) provides a
strong framework for disability rights but employers need to be
engaged and proactive. Where the onus is on individuals to challenge
they often become isolated and the spiral out of work may be rapid
and irreversible. Inclusivity is about flexible open, accessible, low or
no-cost democratic workplaces. If there is a cost there must be a
clear business case.
Monitoring and
Evaluation
Monitoring of good practice approaches and case studies has continued
following the 18-month project. The EHRC continues to work with
employers, trade unions and government departments, for example the
Office for Disability Issues, to take forward the work.
24
Contact person John Sharman, john.sharman@equalityhumanrights.com
 Name of initiative: EQUALITY ACT CODES AND GUIDANCE
The EHRC has a general duty under the GB Equality Act 2006 to promote understanding of rights
under the equality enactments. Under Section 13 of the Act, the Commission has powers to provide
guidance about the effect or operation on an equality enactment. In this context, the EHRC publishes
statutory Codes of Practice and Technical Guidance which set out what the legislation means. They
form the authoritative source of advice for anyone who wants a rigorous analysis of the legislation's
detail. It also publishes both online guidance and downloadable guides to help explain the Equality
Act 2010 and provide practical examples on how the law works in practice.
The Codes and Guidance Project began in 2009, following the announcement of the Equality Bill, to
draft effective new statutory codes and non-statutory guidance to explain the new Bill and support
its implementation, to raise awareness and understanding of the law amongst those with rights and
responsibilities and build the capability of employers and service providers and public authorities to
deliver compliance. The Project is an interdisciplinary effort and each guidance product involves
input from the following EHRC staff: Senior legal professional; Policy Manager; Project Manager;
Stakeholder Engagement Manager; Communications manager / web team; EHRC Director.
The project also draws on extensive engagement with stakeholders to identify the most effective and
accessible formats, and ensure that the guidance takes account of their needs. Typical stakeholders
include businesses, business representative bodies, education providers (Schools, Colleges of Further
Education and Universities), voluntary and community sector organizations, government
departments/ agencies, law firms, public sector organisations and professional bodies. In addition,
statutory Codes are subject to public consultation.
The project responds to monitoring and evaluation to produce new guidance where there are gaps in
understanding or implementation, and to update guidance where there are changes in law. The
guidance covers all aspects of the Equality Act 2010, among which disability as a ground of
discrimination. These EHRC publications, while not directly dealing with disability discrimination and
the reasonable accommodation concept, include sections where advice is given to employers,
education providers and service providers on making reasonable adjustments for disabled people.
Such publications include:
- Code of Practice on Employment
- Code of Practice on Services, Public Functions and Associations
- The series of non-statutory guidance ‘What equality law means for you as an employer’.
- What equality law means for your association, club or society
- What equality law means for your business
- What equality law means for your voluntary and community sector organisation (including
charities and religion or belief organisations)
- Reasonable adjustments for disabled pupils - Auxiliary Aids Technical Guidance
- Technical Guidance on Further and Higher Education
25
- Assistance dogs: a guide for businesses
The success factors of the project are that:
- Authoritative, up-to-date Codes of Practice or Technical Guidance is available to all those who
need to interpret and apply the law.
- Employers and service providers are better able to meet their duty to comply with the
Equality Act 2010 and implement good practice.
- Workers and service users have a clear understanding of their rights under the Equality Act
2010
To ensure their guidance is fit for purpose, EHRC carries out user testing during the development of
the guidance products and involve stakeholders throughout. EHRC also monitors the take up of the
guidance and a full evaluation is planned for 2014.
Contact person: Kay Sharkey, kay.sharkey@equalityhumanrights.com
Bibliography
 Primary Sources
Charter of Fundamental Rights of the European Union [2000] OJ C 364/1.
Communication from the Commission to the European Parliament, the Council, the European
Economic and Social Committee and the Committee of the Regions, European Disability Strategy
2010-2020: A Renewed Commitment to a Barrier-Free Europe, Brussels, 15.11.2010. COM(2010) 636
final.
Convention on the rights of persons with disabilities (adopted 13 December 2006, entered into force
3 May 2008) 2515 UNTS 3.
Council Directive 2000/78/EC of 27 November 2000 establishing a general framework for equal
treatment in employment and occupation [2000], OJ L 303.
Responses from Equinet’s member organisations: Centre for Equal Opportunities and Opposition to
Racism (Belgium), Federal Anti-discrimination Agency (Germany), Equality Authority (Ireland),
Equality and Human Rights Commission (United Kingdom – Great Britain).
 Secondary Literature
Austrian Institute for SME Research. Providing reasonable accommodation for persons with
disabilities in the workplace in the EU – good practices and financing schemes – Contract
VC/2007/0315. Vienna: Author with the European Network for Social and Economic Research, 2008.
Centre pour l’égalité des chances et la lutte contre le racism. Discrimination des personnes avec un
handicap. De quoi s’agit-il et comment y réagir ? Informations et conseils pratiques. Brussels: Author,
2009.
Disability Rights Commission. Disability Discrimination Act - Code of Practice - Rights of Access:
services to the public, public authority functions, private clubs and premises. UK: The Stationery
Office, 2006.
26
Equinet, European Network of Equality Bodies. Equality Bodies Supporting Good Practice by Service
Providers - An Equinet Good Practice Guide. Brussels: Author, 2012.
Equinet, European Network of Equality Bodies, Equality Law in Practice: A Question of Faith –
Religion and Belief in Europe. Brussels: Author, 2011.
Equinet, European Network of Equality Bodies. Equinet Good Practice Guide on Promoting Diversity in
the Workplace - Case Studies from the Danish Institute For Human Rights (DIHR) and other Equality
Bodies. Brussels: Author, 2011.
European Disability Forum. EDF answer to the consultation for the impact assessment on the
Proposal for a Council Directive on implementing the principle of equal treatment outside of
employment and occupation. Brussels: Author, 2013.
European Network Against Racism. Reasonable Accommodation for Cultural Diversity in the
Workplace – Report. Brussels: Author, 2011.
27
Equinet Member Equality Bodies
ISBN 978-92-95067-77-6
© Equinet 2013
www.equineteurope.org
facebook.com/EquinetEurope @equineteurope
AUSTRIA
Ombud for Equal Treatment
www.gleichbehandlungsanwaltschaft.at
BELGIUM
Interfederal Centre for Equal Opportunities
www.diversite.be and www.diversiteit.be
BELGIUM
Institute for the Equality of Women and Men
http://igvm-iefh.belgium.be
BULGARIA
Commission for Protection against Discrimination
www.kzd-nondiscrimination.com
CROATIA
Office of the Ombudsman
www.ombudsman.hr
CROATIA
Gender Equality Ombudsperson
www.prs.hr
CYPRUS
Office of the Commissioner for Administration
(Ombudsman)
www.ombudsman.gov.cy
CZECH REPUBLIC
Office of the Public Defender of Rights
www.ochrance.cz
DENMARK
Board of Equal Treatment
www.ast.dk
DENMARK
Danish Institute for Human Rights
www.humanrights.dk
ESTONIA
Gender Equality and Equal Treatment Commissioner
www.svv.ee
FINLAND
Ombudsman for Equality
www.tasa-arvo.fi
FINLAND
Ombudsman for Minorities
www.ofm.fi
FRANCE
Defender of Rights
www.defenseurdesdroits.fr
GERMANY
Federal Anti-Discrimination Agency
www.antidiskriminierungsstelle.de
GREECE
Greek Ombudsman
www.synigoros.gr
HUNGARY
Equal Treatment Authority
www.egyenlobanasmod.hu
HUNGARY
Office of the Commissioner for Fundamental Rights
www.ajbh.hu
IRELAND
Equality Authority
www.equality.ie
ITALY
National Office against Racial Discrimination - UNAR
www.unar.it
ITALY
National Equality Councillor
www.lavoro.gov.it/ConsiglieraNazionale/
LATVIA
Office of the Ombudsman
www.tiesibsargs.lv
LITHUANIA
Office of the Equal Opportunities Ombudsperson
www.lygybe.lt
LUXEMBURG
Centre for Equal Treatment
www.cet.lu
(FYRO) MACEDONIA
Commission for the Protection against Discrimination
www.kzd.mk/mk/
MALTA
National Commission for the Promotion of Equality
www.equality.gov.mt
MALTA
National Commission for Persons with Disability
www.knpd.org
NETHERLANDS
Netherlands Institute for Human Rights
www.mensenrechten.nl
NORWAY
Equality and Anti-Discrimination Ombud
www.ldo.no
POLAND
Human Rights Defender
www.rpo.gov.pl
PORTUGAL
Commission for Citizenship and Gender Equality
www.cig.gov.pt
PORTUGAL
Commission for Equality in Labour and Employment
www.cite.gov.pt
PORTUGAL
High Commission for Immigration and Intercultural
Dialogue
www.acidi.gov.pt
ROMANIA
National Council for Combating Discrimination
www.cncd.org.ro
SERBIA
Commission for the Protection of Equality
www.ravnopravnost.gov.rs
SLOVAKIA
National Centre for Human Rights
www.snslp.sk
SLOVENIA
Advocate of the Principle of Equality
www.zagovornik.net
SPAIN
Spanish Race and Ethnic Equality Council
www.igualdadynodiscriminacion.org
SWEDEN
Equality Ombudsman
www.do.se
UNITED KINGDOM - GREAT BRITAIN
Equality and Human Rights Commission
www.equalityhumanrights.com
UNITED KINGDOM - NORTHERN IRELAND
Equality Commission for Northern Ireland
www.equalityni.org