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TED | We are all different - and thats awesome!

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TED | We are all different - and thats awesome!

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We Are All Different - and THAT'S AWESOME! | Cole Blakeway | TEDxWestVancouverED

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EHRC | Equality Act and Your Rights in Health and Social Care.

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EHRC | Equality Act and Your Rights in Health and Social Care.

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Myth-busting on the perceptions of disability at work

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Talking about disability - Supporting disabled people at work - Acas

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Supporting disabled people at work, including talking about disability and what an employer should do to support disabled employees, workers and job applicants.

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What Are Health Inequalities? | The King’s Fund

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This explainer provides an overview of how health inequalities are experienced in England’s population.

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Health inequalities are unfair and avoidable differences in health across the population, and between different groups within society. These include how long people are likely to live, the health conditions they may experience and the care that is available to them.

The conditions in which we are born, grow, live, work and age can impact our health and wellbeing. These are sometimes referred to as wider determinants of health.

Wider determinants of health are often interlinked. For example, someone who is unemployed may be more likely to live in poorer quality housing with less access to green space and less access to fresh, healthy food. This means some groups and communities are more likely to experience poorer health than the general population. These groups are also more likely to experience challenges in accessing care.

The reasons for this are complex and may include:

the availability of services in their local area

service opening times

access to transport

access to childcare

language (spoken and written)

literacy

poor experiences in the past

misinformation

fear

People living in areas of high deprivation, those from Black, Asian and minority ethnic communities and those from inclusion health group, for example the homeless, are most at risk of experiencing these inequalities.

COVID-19 has shone a harsh light on some of the health and wider inequalities that persist in our society. Guidance issued by NHS England in response to the COVID-19 pandemic, set out eight urgent actions for tackling health inequalities. This was later refined to five key priority areas which underpin the work of the National Healthcare Inequalities Improvement Programme.

We have also developed our Core20Plus5 approach to support the reduction of healthcare inequalities.

The Kings Fund have some helpful information which explains health inequalities in more detail.

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NHS England » What are healthcare inequalities?

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Health inequalities are unfair and avoidable differences in health across the population, and between different groups within society. These include how long people are likely to live, the health conditions they may experience and the care that is available to them.

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A woman born in Wokingham can expect to live 15 more years in good health than a woman born in Blackpool. A man born in Richmond upon Thames can expect to live 17 more years in good health than a man born in Belfast.

This stark inequality is played out in communities around the country, showing that the circumstances in which we live (the wider determinants of health) shape our health. The pandemic has highlighted these inequalities, with people from the poorest areas suffering disproportionately from COVID-19.

In the decade prior to the pandemic life expectancy improvements had stalled, health inequalities were large and growing - between different parts of the UK, and between the most and least deprived areas.

However, these inequalities are not inevitable. Addressing a deep-rooted, society-wide trend of this nature requires action by communities, business and government. This should be accompanied by a whole government strategy to improve health and health equity, with a focus on the wider factors - beyond health care and social care - that influence our health.

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Health inequalities | The Health Foundation

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A woman born in Wokingham can expect to live 15 more years in good health than a woman born in Blackpool. A man born in Richmond upon Thames can expect to live 17 more years in good health than a man born in Belfast.

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Gov UK | Discrimination Know Your Rights

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Gov UK | Discrimination Know Your Rights

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It is against the law to discriminate against anyone because of:

age

gender reassignment

being married or in a civil partnership

being pregnant or on maternity leave

disability

race including colour, nationality, ethnic or national origin

religion or belief

sex

sexual orientation

These are called 'protected characteristics'.

You're protected from discrimination:

at work

in education

as a consumer

when using public services

when buying or renting property

as a member or guest of a private club or association

You're legally protected from discrimination by the Equality Act 2010.

You're also protected from discrimination if:

you're associated with someone who has a protected characteristic, for example a family member or friend

you've complained about discrimination or supported someone else's claim

Action against discrimination

You can do something voluntarily to help people with a protected characteristic. This is called 'positive action'.

Taking positive action is legal if people with a protected characteristic:

are at a disadvantage

have particular needs

are under-represented in an activity or type of work

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It is against the law to discriminate against anyone because of their sex, religion, disability or certain other personal characteristics ('protected characteristics')

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In this section we will look at some of the different types of bias, at what the consequences of these can be in the workplace and at the ways to avoid them.

Affinity bias

Affinity bias can occur when we prefer people who share similar qualities to ourselves.

Affinity bias in the workplace

Affinity bias can sometimes be in play when an organisation recruits someone they like and know will get along with the team. Affinity bias can influence a recruitment decision when the decision is to recruit someone who shares similar interests, experiences and backgrounds to the recruiters. This does not necessarily help produce a diverse team that will bring in different ways of thinking and represent a wide range of viewpoints. While similarities should obviously never disqualify a candidate, they should not be the deciding factor either.

According to the NHS Workforce Race Equality Standard (WRES) Workforce Evaluation (2019), in 2016, in the average trust, white staff were 69% more likely than Black, Asian and Minority Ethnic staff to be appointed from a shortlist. While by 2018 this figure had improved and reduced to 56%, it is still high.

Ways to avoid affinity bias

Actively take note of the similarities you share with the candidate so that you can differentiate between attributes that may influence your judgement and the concrete skills, experiences and unique qualities that could contribute to your team as a 'culture add' rather than a 'culture fit'.

Confirmation bias

Confirmation bias can happen when we look for, or give greater weight to, evidence that confirms our views and experiences. This can lead to selective observation and us not seeing or valuing evidence that contradicts our beliefs.

Confirmation bias in the workplace

Confirmation bias can play a role at the very beginning of the recruitment process when you first review an application form and you form an initial opinion of the candidate based on attributes like where they're from, where they went to school or university, or if they have a similar interest to you etc. This opinion you have of the candidate can follow you into the interview process and consequently steer questions to confirm the initial opinion you had of the candidate. This kind of effect can follow the candidate all the way through their career within an organisation, with them being treated more favourably, thus making it easier for them to be successful. Confirmation bias is an example of a bias that is based on 'culture fit'. According to the Harvard Project Implicit study, black people are more likely to face scrutiny over performance and 'culture fit'.

Ways to avoid confirmation bias

While every interview will lend itself to a unique conversation based on the individual's background, it's important to ask standardised skills-based questions that provide each candidate with a fair chance to stand out. This will help prevent your team from asking too many off-the-cuff questions that may lead to confirmation bias.

Give everyone in the organisation an equal opportunity to progress with equal access to good coaching and mentoring, not just certain people who share your opinions and experiences. Consider opportunities equally for black and ethnic minority staff. They should not feel like they have a once in a lifetime chance to prove themselves and that if it goes wrong there won't be another. Give them the treatment you should give to all staff so that they have chances to learn and improve and progress.

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Understanding different types of bias - Conscious inclusion - Equality, diversity and inclusion - About

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The NSHCS facilitates and supports the education, training and development of healthcare scientists.

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Microaggressions | Royal College of Nursing

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Ubuntu: I Am Because We Are - Ubuntu: I Am Because We Are Poem by Aloo Denish Obiero

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Read Ubuntu: I Am Because We Are poem by Aloo Denish Obiero written. Ubuntu: I Am Because We Are poem is from Aloo Denish Obiero poems. Ubuntu: I Am Because We Are poem summary, analysis and comments.

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How to be an Active Bystander | The Academy

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What is allyship?

An ally is someone who champions underrepresented groups, while not being a member of that group themselves. ¹ In the context of advancing race equity, allyship is when white people use their position of privilege to support people from the Global Majority.

When we talk about white people as having a 'position of privilege', we mean the advantages and lack of race-based discrimination that whiteness affords people in our society at a structural level. This by no means erases the experiences or struggles that white people can face due to other protected characteristics or circumstances, such as their class, sexual orientation, ability or gender. 'White privilege' instead refers to the fact that race has not been a contributing factor in any issues they may have faced and, in many situations, even represents an advantage.

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People with a learning disability A learning disability is to do with the way someone’s brain works. It makes it harder for someone to learn, understand or do things. have worse health than people without a learning disability and are more likely to experience Experience is when you have learned or tried something before. a number of health conditions.

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Disability discrimination at work | Disability charity Scope UK

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The Equality Act 2010 protects disabled people from disability discrimination in the workplace and in their search for work. Find out more.

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Home

Social model of disability

Play

Social model of disability video transcript

'What is the social model of disability?'

Ossie Stuart (Disability consultant): I always felt being a disabled person was a problem. After learning about the social model, it challenged me to look at disability completely differently. I myself was able to gain some confidence and... self-esteem.

Ian Macrae (Editor, Disability Now): The social model basically says, we are people with impairments and those impairments clearly have an impact on how we live our lives. But the impairments are not the things which disable us.

Mik Scarlet (Broadcaster and journalist): I'm disabled by the world around me and if the world was more accessible, I would be less disabled and then I would just be left with my "impairment" i.e. what doesn't work.

It's not that my legs don't work that disabling me. It's the fact that if I'm on a flat surface, I can wheel around fine, I'm wonderfully happy. It's only when I come up to a flight of stairs.

Alice Maynard (Chair 2008-2014, Scope): As a wheelchair user, you have a slightly easier job of explaining the social model. Whereas if you're trying to explain the less physical barriers, it's much harder.

Laurence Clark (Comedian and writer): There are barriers everywhere in life. It's to do with how communicate, to do with people's attitudes...

Kiruna Stamell (Actress): Discovering the social model was a massive liberation on another level. Yeah I was being treated differently and no it wasn't me being deficient. It was everybody else's social anxieties being projected onto me.

Laurence: The blame for you not fitting in is no longer on your shoulders.

Ian: Suddenly my disability was out there and not in here. It was what made me realise that I was something beyond the thing that other people thought I was.

Mik: It's a really liberating thing, but it also means you can change it. We can say to the world, "Look, you must put a lift in this building. You must make sure that the signage is readable for people with visual impairments."

Kiruna: If you want that equality to be real, you've really got to tackle the inequality people are experiencing in schools, workplaces, transport.

Ian: The main reason that the social model, I think, is important to disabled people is that it allows us to be a community. You achieve a lot more as a group.

Mik: As long as we, as disabled people, make sure that our voices are heard and that all those people that support us also have their voices heard, then I think we will get there.

Alice: I hope that Scope is doing work that will help disabled people to become prouder of who we are. Pushing boundaries around who can be included and where.

Laurence: Come the glorious day if it ever came where all the barriers went, y'know. We'd just be people with impairments. We wouldn't be disabled people any more.

Find out more about Scope's work and how to get involved, subscribe to Scope on YouTube.

The social model of disability is a way of viewing the world, developed by disabled people. Scope's Everyday Equality strategy is based on this model of disability.

The model says that people are disabled by barriers in society, not by their impairment or difference. Barriers can be physical, like buildings not having accessible toilets. Or they can be caused by people's attitudes to difference, like assuming disabled people can't do certain things.

The social model helps us recognise barriers that make life harder for disabled people. Removing these barriers creates equality and offers disabled people more independence, choice and control.

Not everyone uses the social model and that's ok. How anyone chooses to talk about their impairment is up to them.

Explaining the social model of disability to kids.

Changing attitudes towards disabled people

Negative attitudes based on prejudice or stereotype can stop disabled people from having equal opportunities. This is sometimes referred to as disablism.

Examples of negative attitudes include assuming that disabled people can't:

work

live independently

have sex

have children

Medical model of disability

The medical model of disability says people are disabled by their impairments or differences.

The medical model looks at what is 'wrong' with the person, not what the person needs. We believe it creates low expectations and leads to people losing independence, choice and control in their lives.

Examples of the social model in action

You are a disabled person who can't use stairs and wants to get into a building with a step at the entrance. The social model recognises that this is a problem with the building, not the person, and would suggest adding a ramp to the entrance.

Your child with a visual impairment wants to read the latest best-selling book, so they can chat about it with their friends. The social model solution makes full-text recordings available when the book is published.

You are a teenager with a learning difficulty who wants to live independently in your own home, but you don't know how to pay the rent. The social model recognises that with the right support on how to pay your rent, you can live the life you choose. The medical model might assume that the barriers to independent living are insurmountable, and you might be expected to live in a care home.

Talk with disabled people about the social model and more in Scope's online community.

Learn about how Scope uses the social model to talk about disability.

Related content

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Home Social model of disability Play Social model of disability video transcript 'What is the social model of disability?' Ossie Stuart (Disability consultant): I always felt being a disabled person was a problem. After learning about the social model, it challenged me to look at disability completely differently.

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It's important to understand the different types of race discrimination, so you know how to deal with them and what your rights and responsibilities are under discrimination law (Equality Act 2010).

Race discrimination includes:

direct or indirect discrimination

harassment

victimisation

There are different rights under discrimination law, depending on which of those is taking place.

If you need some help to understand the different types of discrimination, you can:

Direct discrimination

Direct race discrimination is when someone is put at a disadvantage and treated less favourably because of:

their race

the race of someone they know or have a connection with ('discrimination by association')

someone's 'perceived' race - this means thinking someone is a certain race when they are not ('discrimination by perception')

Discrimination against someone because of their race

This is when someone is put at a disadvantage and treated less favourably because of their race.

Example

Discrimination by association

It's against the law to discriminate against someone because of the race of someone they know or have a connection with, for example a family member, friend or colleague. The legal term is 'discrimination by association'.

Example

Discrimination by perception

It's against the law to discriminate against someone because of their 'perceived' race, for example thinking they belong to a certain racial group when they do not. The legal term is 'discrimination by perception'.

Example

Indirect discrimination

Indirect race discrimination is when a working practice, policy or rule applies to everyone but puts one person or group at a disadvantage because of their race.

'Everyone' could mean all staff in your organisation or any other grouping of staff, for example everyone who works in a particular role or team. This includes:

anyone who the working practice, policy or rule applies to now, for example current staff

people who it would apply to in the future, for example anyone who applies for a job

anyone who would be affected by something an organisation is proposing to introduce

Indirect discrimination can be less obvious than direct discrimination, and may not always be someone's intention to discriminate.

It can apply to any working practice, policy or rule, whether it's written down or not. Some examples are:

dress code

policies on ways of working, for example flexible working or working from home

selection criteria used in recruitment

terms and conditions

the way employees are selected for redundancy

For someone to experience indirect race discrimination, all of the following must apply:

1. The working practice, policy or rule must be the same for everyone within a relevant group of staff or job applicants.

2. It would put other staff or job applicants with 'the same protected characteristic' at a disadvantage, compared to people who do not have that characteristic.

3. The individual person is personally put at a disadvantage.

4. It's a course of action the employer cannot justify if legally challenged.

'The same protected characteristic' means people who share a particular aspect of race. This will depend on the circumstances, for example it could be all South East Asian people or Vietnamese people.

Examples of indirect discrimination

Example 1

Example 2

When a decision based on race might not be discrimination

In some cases, it may not be against the law to make a decision based on someone's race. This can be complex and an employer may want to get legal advice.

Find out more about:

Harassment

Racial harassment is when someone experiences bullying or unwanted behaviour related to race. The most common form of racial harassment at work is racist language.

To be harassment, the unwanted behaviour must have either:

violated the person's dignity, whether it was intended or not

created an intimidating, hostile, degrading, humiliating or offensive environment for the person, whether it was intended or not

Find out more about harassment
Example 1

Example 2

Victimisation

Victimisation is when someone is treated differently or less favourably as a result of being involved in some way with a discrimination complaint. The law also protects someone from victimisation when someone else thinks they're involved with a complaint.

Someone could be victimised because:

they made a complaint about race discrimination

they're gathering information that might lead to making a complaint

they supported someone else's complaint

they said something or gave evidence that did not support someone else's complaint

someone else thinks the person has done any of the things above or is considering them

Ways someone could be victimised include being labelled a 'troublemaker', being left out, or not allowed to do something.

Example

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It's important to understand the different types of race discrimination, so you know how to deal with them and what your rights and responsibilities are under discrimination law (Equality Act 2010). Race discrimination includes: direct or indirect discrimination harassment victimisation There are different rights under discrimination law, depending on which of those is taking place.

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TED | How diversity makes teams more innovative.

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TED | How diversity makes teams more innovative.

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Rocío Lorenzo: How diversity makes teams more innovative

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Are diverse companies really more innovative? Rocío Lorenzo and her team surveyed 171 companies to find out -- and the answer was a clear yes. In a talk that will help you build a better, more robust company, Lorenzo dives into the data and explains how your company can start producing fresher, more creative ideas by treating diversity as a competitive advantage.

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TED | The power of diversity within yourself.

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TED | The power of diversity within yourself.

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Rebeca Hwang has spent a lifetime juggling identities -- Korean heritage, Argentinian upbringing, education in the United States -- and for a long time she had difficulty finding a place in the world to call home. Yet along with these challenges came a pivotal realization: that a diverse background is a distinct advantage in today’s globalized world. In this personal talk, Hwang reveals the endless benefits of embracing our complex identities -- and shares her hopes for creating a world where identities aren’t used to alienate but to bring people together instead.

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Miriam Zoila Pérez: How racism harms pregnant women -- and what can help

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Racism is making people sick -- especially black women and babies, says Miriam Zoila Pérez. The doula turned journalist explores the relationship between race, class and illness and tells us about a radically compassionate prenatal care program that can buffer pregnant women from the stress that people of color face every day.

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Social justice advocate and law scholar Dorothy Roberts has a precise and powerful message: Race-based medicine is bad medicine. Even today, many doctors still use race as a medical shortcut; they make important decisions about things like pain tolerance based on a patient’s skin color instead of medical observation and measurement. In this searing talk, Roberts lays out the lingering traces of race-based medicine -- and invites us to be a part of ending it. “It is more urgent than ever to finally abandon this backward legacy,” she says, “and to affirm our common humanity by ending the social inequalities that truly divide us.”

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Explore the profound impact of physical work on health and the body at our new major exhibition.

'Hard Graft: Work, Health and Rights' delves into the stories of underrepresented workers and their rights within precarious and unsafe labour environments. From protests to healing practices, the exhibition unveils hidden histories of resistance and collective action.

Through a collection of over 150 items, including historical objects, contemporary artworks, films and new commissions, we invite you to witness the interconnectedness of working practices across the globe and the enduring fight for workers' rights.

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Explore the profound impact of physical work on health and the enduring fight for workers' rights through our new major exhibition.

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https://www.waterstones.com/book/hybrid-humans/harry-parker/9781788163118

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Join author Harry Parker in conversation with journalist David Robson, exploring how technology, robotics and artificial intelligence are changing what it me…

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https://www.waterstones.com/book/divided/annabel-sowemimo/9781788169219

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How To Be... Books Podcast with Suswati Basu 📚🎙

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Divided author Dr Annabel Sowemimo on healthcare inequality and racism #books #booktube

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https://www.waterstones.com/book/nine-minds/daniel-tammet/9781800811119

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Autism Research Centre, University of Cambridge

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Daniel Tammet presents 'Nine Minds: Inner Lives on the Spectrum'

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When rudeness in teams turns deadly | Chris Turner | TEDxExeter

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County Durham & Darlington NHS Foundation Trust

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What the law says - Religion or belief discrimination

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What religion or belief discrimination is, what you can do if you experience it at work, and what employers should do.

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The Equality Act 2010 says you must not be discriminated against because:

you are (or are not) of a particular religion

you hold (or do not hold) a particular philosophical belief

someone thinks you are of a particular religion or hold a particular belief (this is known as discrimination by perception)

you are connected to someone who has a religion or belief (this is known as discrimination by association)

In the Equality Act religion or belief can mean any religion, for example an organised religion like Christianity, Judaism, Islam or Buddhism, or a smaller religion like Rastafarianism or Paganism, as long as it has a clear structure and belief system. The Equality Act also covers non-belief or a lack of religion or belief.

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Religion or belief discrimination is when is when you are treated differently because of your religion or belief, or lack of religion or belief, covered by

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Religion or belief in the workplace | EHRC

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An employer’s guide to religion or belief in the workplace.

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What is religion or belief discrimination? | Equality law: discrimination explained

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Disablism and ableism | Disability charity Scope UK

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Disablism and ableism are different ways to describe disability discrimination.

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The regional accentism that secretly affects job prospects

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Judgements around regional accents can impact candidates’ hireability and pay. Is there a way to end this discrimination?

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The harmful ableist language you unknowingly use

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Some of our most common, ingrained expressions have damaging effects on millions of people - and many of us don't know we're hurting others when we speak.

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What we can learn from the African philosophy of Ubuntu - BBC REEL

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Living Ubuntu; we rise by lifting others | Getrude Matshe | TEDxAuckland

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Ubuntu: The One Word to Change How You Work, Live and Lead | Shola Richards | TEDxSouthLakeTahoe

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Why we stereotype others and how we can stop. | David Locher | TEDxMSSU

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Diversity, Equity & Inclusion. Learning how to get it right | Asif Sadiq | TEDxCroydon

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Students Learn A Powerful Lesson About Privilege

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This video shows the impact of poor reasonable adjustments.

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When accessibility isn't prioritised, this can be the reality of being deaf at school 💔 - BBC

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You'll need it too - rethinking accessibility culture | Anne Kelley | TEDxQUT

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Why accessible design is for everyone | Stefanie Reid | TEDxLondonWomen

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Factsheets and clarifying notes Clarifying notes The content of previously published ‘clarifying notes’ is included in the revised (v1.1) version of the Implementation guidance for the standard. Factsheets Identifying information and communication needs Recording information and communication needs Flagging information and communication needs Sharing information and communication needs Meeting information and communication needs Top Implementation […]

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Easy Health | Website for Easy Read Materials

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Easy Health | Website for Easy Read Materials

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We are an online library of accessible health information with simple words, clear pictures and films.

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Easy Read is for everyone. Mencap creates Easy Reads for people with learning disabilities, but they are also helpful for people who are learning English, people who have trouble reading or writing, people who forget things easily, and people who are short on time or feeling stressed.

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Sign Health | Accessible Information Standard Webpage

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Sign Health | Accessible Information Standard Webpage

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Accessible Information Standard - SignHealth

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Information about the NHS Accessible Information Standard and how it applied to health services and treatment of deaf patients.

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See Ability | Making Documents Accessible

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See Ability | Making Documents Accessible

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Why accessibility matters: Grace's perspective

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Karwai Pun is an interaction designer currently working on Service Optimisation to make existing and new services better for our users. Karwai is part of an accessibility group at Home Office Digital, leading on autism. Together with the team, she's created these dos and don'ts posters as a way of approaching accessibility from a design perspective.

The posters

The dos and don'ts of designing for accessibility are general guidelines, best design practices for making services accessible in government. Currently, there are six different posters in the series that cater to users from these areas: low vision, D/deaf and hard of hearing, dyslexia, motor disabilities, users on the autistic spectrum and users of screen readers.

The dos, that run across various posters, include using things like good colour contrasts, legible font sizes and linear layouts. So, aren't good design principles applicable to everyone and not just those with access needs?

While this is true, the aim of the posters is to raise awareness of various conditions through good design practice. We need to be mindful of not just designing or building for our own immediate needs. For example, consider designing for keyboard use only. This is particularly helpful for users with motor disabilities where using the mouse can be quite difficult, especially with precise movements, whereas keyboard use is much easier.

Another aim of the posters is that they're meant to be general guidance as opposed to being overly prescriptive. Using bright contrast was advised for some (such as those with low vision) although some users on the autistic spectrum would prefer differently. Where advice seems contradictory, it's always worth testing your designs with users to find the right balance, making compromises that best suit the users' needs.

The team

The content for the posters came from our accessibility team in Home Office Digital. Led by accessibility leads Emily Ball and James Buller, we are a group of twelve, each specialising on these conditions: blind and visual impairment, dyslexia, autism and ADHD, D/deaf and hard of hearing, mental health and motor disabilities. Collectively, we learn as much of the conditions as we can to better increase our knowledge so they can be shared within and outside the team.

One of the challenges we faced with the posters was gathering information from our different specialisms and reducing the vast amount of knowledge to ten principal dos and dont's. There's also challenges surrounding content and graphics. I worked with Nick Cowan, a content designer, who is leading on motor disabilities, to keep the content concise and ensure the graphics visibly represented the advice accurately.

Next steps

We've shared these posters across government for feedback and they can be found on GitHub.

We are constantly improving and adding to them so please let us know what you think. Understanding accessibility through design means we can build better services for everyone, whatever their access need.

Update: We've been asked whether these posters can be reproduced or translated into other languages. In keeping with the the GDS ethos of making things open, we've used a Creative Commons license which allows everyone to share, use and build upon the posters provided they are used non-commercially and keep the appropriate attributions (Home Office, Home Office Digital and the Creative Commons logo). It would be great if people can share photos of them being used on Twitter and can commit translations of the posters to our GitHub repository so they're available for everyone.

What the posters say

Designing for users on the autistic spectrum

Do

Don't
View poster for the autistic spectrum
Designing for users of screen readers

Do

Don't
View poster for screen readers
Designing for users with low vision

Do

Don't
View poster for low vision
Designing for users with physical or motor disabilities

Do

Don't
View poster for physical or motor disabilities
Designing for users who are D/deaf or hard of hearing

Do

Don't
View poster for Deaf or hard of hearing
Designing for users with dyslexia

Do

Don't
View poster for dyslexia
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Dos and don'ts on designing for accessibility

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Karwai Pun is an interaction designer currently working on Service Optimisation to make existing and new services better for our users. Karwai is part of an accessibility group at Home Office Digital, leading on autism. Together with the team, she's created these ...

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NHS Employers | Understanding Workplace Adjustments

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NHS Employers | Understanding Workplace Adjustments

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What reasonable adjustments are - Reasonable adjustments at work

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What reasonable adjustments are and when an employer must make them for someone with a disability.

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Reasonable adjustments are the steps taken to help an individual gain the most of their strengths and minimise the challenges that they might experience as a result of their dyslexia. These adjustments will vary according to the needs of the employee and the job role. An employee does not need to have had an diagnostic assessment in order to receive reasonable adjustments.

It is advised that specialist advice, such as a Workplace Needs Assessment, is taken to determine the most appropriate adjustments for a particular individual.

When making reasonable adjustments, you should determine:

The nature of the individual's dyslexia; this could be obtained from a diagnostic assessment.

The requirements of the job and its related requirements which should be obtained through a Workplace Needs Assessment.

The working environment and working practices, and any impact on performance.

The requirements of any associated training and assessment.

This process will help to identify job and training requirements that are likely to be the most successful in mitigating any areas of difficulty. Implementing reasonable adjustments will not be an overnight remedy. Depending on the nature of the dyslexia and the job specification, it may take a few months before it's appropriate to review the impact that the adjustments have made.

It's important to be aware that people with dyslexia will not all have the same areas of strength and weakness. Many adjustments are just an adaptation of a way of working and may also help staff members who are not dyslexic.

Examples

Written Communications

Give verbal as well as written instructions (this also applies to using voicemail rather than, or as well as, written memos)

Consider assistive technology such as a screen-reader, scanning pen, text to speech or mind-mapping software

Provide all hard copy resources on coloured paper (find out which colour helps the person to read best)

Highlight key points in documents

Allow plenty of time to read and complete the task

Use different formats to convey information e.g. audio or videotape, drawings, diagrams and flowcharts

Use a digital recorder to record meetings, training etc so the employee doesn't have to rely on memory or written notes

Don't ask your dyslexic employee to minute a meeting

Computer work

Change background colour of screen to suit individual preference

Supply anti-glare screen filter

Allow frequent breaks, at least every hour

Alternate computer work with other tasks, where possible

Verbal communication

Communicate instructions slowly and clearly and minimise distractions, and check understanding

Support important communications by supplying the information in more than one format e.g. verbally and using hard copy resources

Encourage note-taking

Offer the use of a digital recorder to record important instructions

Back up multiple instructions in writing or with diagrams

Concentration

Reduce distractions for focused tasks (sit away from doors, noisy machinery etc)

Allocate a private workspace if possible

Where feasible allow an employee to work from home occasionally

Provide a quiet working environment for a dyslexic employee by allocating libraries, file rooms, private offices and other enclosed areas when others are not using them

Memory

Calendars, planners and alerts are standard on most computers and phones. Some people also find physical calendars and wall planners useful

Use mnemonic devices and acronyms

General considerations

Supply a talking calculator if there are numerical difficulties

Ensure that work areas are organised, neat and tidy

Ensure the team returns important items to the same place each time

Ensure work areas are well lit

Driving

Always try to use the same route

Show the route and visible landmarks

Give time to practise going from one place to another

Supply detailed maps

Supply GPS car navigation system

More information
ACAS: Reasonable adjustments are often straight-forward Equality and Human Rights Commission: Employing people and workplace adjustments Gov.uk: Reasonable adjustments for workers with disabilities or health conditions

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Reasonable adjustments in the workplace - British Dyslexia Association

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Reasonable adjustments are the steps taken to help an individual gain the most of their strengths and minimise the challenges that they might experience...

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This content discusses discrimination or discriminatory violence (such as homophobia, racism, sexism and ableism), which some people may find triggering.

Summary

how stigma and discrimination affect people with mental health problems

why people with mental health problems are discriminated against

what you can do about stigma and discrimination

what you can do if you are being discriminated against.

Mental health problems are common, affecting thousands of us in the UK. Despite this, there is still a strong stigma (negative attitude) around mental health. People with mental health problems can also experience discrimination (negative treatment) in all aspects of their lives.

This stigma and discrimination make many people's problems worse. It can come from society, employers, the media, and even our friends and family. You may even experience internalised stigma, where you come to believe the negative messages or stereotypes about yourself.

How do stigma and discrimination affect people with mental health problems?

Nearly nine out of ten people with mental health problems say that stigma and discrimination have a negative effect on their lives.

We know that people with mental health problems are among the least likely of any group with a long-term health condition or disability to:

find work

be in a steady, long-term relationship

live in decent housing

be socially included in mainstream society

Stigma and discrimination can also make someone's mental health problems worse and delay or stop them from getting help. Social isolation, poor housing, unemployment and poverty are all linked to mental ill health. So stigma and discrimination can trap people in a cycle of illness.

You may face more than one type of stigma: for example, you may also be stigmatised because of your race, gender, sexuality or disability. This can make life even harder.

Why are people with mental health problems discriminated against?

There are many reasons for this discrimination, including:

stereotypes. Society can have stereotyped views about mental ill health. Some people believe people with mental health problems are dangerous when in fact, they are at a higher risk of being attacked or harming themselves than hurting other people

the media. Media reports often link mental ill health with violence or portray people with mental health problems as dangerous, criminal, evil, or very disabled and unable to live normal, fulfilled lives

What can I do about stigma and discrimination?

Challenge stigma

Time to Change campaigned to change the way people think and act about mental health problems. The campaign has now closed, but there is still plenty of useful information on their website about challenging stigma and discrimination when you see, hear or experience it.

They have tips for talking to someone about their mental health, which can be as simple as asking someone if they're sure if they tell you they're feeling fine. Showing someone that there's no shame or stigma in talking about how they feel could make a huge difference.

They also have resources for your workplace or school if you want to help others understand mental health and challenge stigma.

In Scotland, the anti-stigma organisation See Me has ideas on challenging stigma and discrimination. They also have resources and activities you could use at work.

Join our network

If you want to do more campaigning around mental health issues, you could join OPEN, our experience network. It's an online community of people we ask to inform us what we do, through anything from quick feedback on a social media post to participating in a research project. We want to hear from people with a range of mental health experiences, whether yours is good, bad or something in between.

I'm being discriminated against - what can I do?

The Equality Act 2010 protects you from discrimination and lets you challenge it. It makes it illegal to discriminate against people with mental health problems when you:

are at work, applying for a job, or leaving one

use services such as hotels, restaurants, public transport, hospitals, local councils and places of worship

deal with organisations carrying out public functions such as tax collection or law enforcement

buy or rent a property

To be protected, you need to show your mental health problem is a disability. You may not think of yourself as disabled, but the Equality Act could still protect you if you fit its definition of disability. You need to show you have a long-term mental health problem that makes your everyday life substantially difficult. Mind has more information on what this could mean for you.

There are different ways you can experience discrimination, including:

direct discrimination: if you're treated worse than others because of your mental health problem

indirect discrimination: if a person or organisation has arrangements in place that put you at an unfair disadvantage

discrimination arising from your disability: if you're treated badly because of something that happens because of your mental health problem, for example, if you're given a warning at work for taking time off for medical appointments

harassment: if you're intimidated, offended or humiliated

victimisation: if you're treated badly because you've made a complaint

There are different things you can do if you're experiencing discrimination. In general, it's best to try these steps to resolve things.

1. Talk to someone informally. Speak to the person or organisation who has discriminated against you. This can be a quick and easy way to resolve things.

2. Make a formal complaint. You can make a formal complaint if an informal conversation doesn't resolve things. Try to do it in writing if possible. Give a clear account of what went wrong and what you'd like to happen, such as an apology, explanation or better service in future. Your complaint should be properly investigated, and you should be told the outcome.

3. Complain to the ombudsman. If your formal complaint doesn't change things, you can take your complaint to an ombudsman. Mind has more information on which ombudsman to contact in England and Wales and how they work. There are different ombudsmen for Scotland and Northern Ireland.

4. Make a legal challenge. If you're not able to resolve things through the ombudsman, you may want to make a legal challenge.

You don't have to take any of these steps on your own. You can ask a friend or relative for help or help from a professional advocate.

Further resources and information

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How stigma and discrimination affect people with mental health problems; why people with mental health problems are discriminated against; what you can do about stigma and discrimination; and what you can do if you are being discriminated against.

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Globally 1 in 7 of us live with a disability. And of those, 80% are invisible. That is over 1 billion people who are living with a non-visible disability.

What disability is not visible?

While some of us experience a disability that is visible, many of us have a non-visible disability that is not immediately apparent to others. These can be temporary, situational or permanent. They can be neurological, cognitive and neurodevelopmental as well as physical, visual, auditory and including sensory and processing difficulties. They also include respiratory, rare diseases and chronic conditions such as asthma, diabetes.

As diverse as these conditions are, so are your individual access needs and the barriers you face in your daily life. So you can opt to wear the Sunflower to discreetly be seen in shops, at work, on transport, or in public spaces.

A list of invisible disabilities

At Hidden Disabilities Sunflower, we believe that the more we all understand about non-visible disabilities, the more we can help to improve the lives of people experiencing them. So to raise awareness of the wide range of non-visible disabilities that our Sunflower wearers experience, we are building an index of disabilities that have few or no outwards visible signs. Alongside the Sunflower training we provide, you can now explore how you can support Sunflower wearers and consider workplace accommodations for your colleagues and customers based on their specific invisible disability.

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Globally 1 in 7 of us live with a disability. And of those, 80% are invisible. That is over 1 billion people who are living with a non-visible disability. Wha

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Information and guidance on the Equality Act 2010, including age discrimination and the Public Sector Equality Duty.

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An introduction to the Equality Act 2010

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Channel 4 | Paralympics Coverage Case Study

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Channel 4 | Paralympics Coverage Case Study

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Channel 4 released new information regarding their coverage of the Paralympic games and particularly around the language used and its impact.

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New research reveals Channel 4’s Paralympic coverage shifted public perceptions and challenged prejudice around disability | Channel 4

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New data shows 94% of viewers felt the Paralympics helped positively shift perceptions of disabled people76% said the Paralympics gave them a new perspective on the challenges faced by disabled peopleNearly half voiced that the Games challenged their own prejudices While 77% think there should be more coverage of parasports on televisionChannel 4’s coverage of the Paris 2024 Paralympic Games has had a profound impact on viewers perception of disability, according to new research publi

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Channel 4 | Paris 2024 Paralympic Games Advert

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Channel 4 | Paris 2024 Paralympic Games Advert

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Considering What? | Paris 2024 Paralympic Games | British Sign Language

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Definitions of common LGBTQ+ words and terminology.

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Stonewall | LGBT in Britain Health Report

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Stonewall | LGBT in Britain Health Report

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Facts and figures on LGBTQ+ issues from Stonewall research and other sources.

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Are You Married To Jesus? Nun Answers Your Questions | Honesty Box

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Ladbible | Toby and Living with Blindness

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Ladbible | Toby and Living with Blindness

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How Do You Choose Your Outfit? Questions You Always Wanted To Know About Blindness | Honesty Box

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Do You Belong To A Cult? Mormon Answers Your Questions | Honesty Box

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13 Things You Shouldn't Ask Someone With HIV | Honesty Box

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Championing Change in Maternity Care: A Conversation with Midwife of the Year, Waheeda Abbas

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Medical Racism & The Tragedy Of Dr. Susan Moore

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Why is assisted dying so controversial? #TheLastLeg

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The Last Leg | Football and Armband Drama

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The Last Leg | Football and Armband Drama

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Should England Players Have Protested In Qatar? | The Last Leg | Channel 4

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Derry Girls | Similarities and Differences

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Derry Girls | Similarities and Differences

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The Difference Between Catholics and Protestants | Derry Girls | Channel 4

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This is Colton Underwood's story of self-discovery coming out as a gay man, including addressing his past and embracing his place in the LGBTQ community. Watch as the former professional football player and star of The Bachelor embarks on his personal journey to a new reality.

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Coming Out Colton | Official Trailer | Netflix

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Big Boys is a heartwarming Channel 4 comedy about two mismatched university freshers—shy and grieving Jack and boisterous, party-loving Danny—who bond over friendship, grief, and self-discovery. Set in the early 2010s, it’s a hilarious and heartfelt coming-of-age story.

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Jack Finally Comes Out To His Mum | Big Boys | Series 1, Episode 6 | Channel 4 Comedy

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Celebrities take a journey of a lifetime. They all have different faiths and beliefs - will stepping in ancient footsteps on a spiritual journey broaden minds?

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Seven celebrities tackle a modern-day pilgrimage that promotes tolerance for all cultures.

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Come From Away is an award-winning musical based on the true story of 7,000 airline passengers stranded in the small town of Gander, Newfoundland, after 9/11. It celebrates the kindness, humanity, and resilience of the town's residents as they welcome strangers with open arms, featuring an uplifting folk-rock score.

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Come From Away — Official Trailer | Apple TV+

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It’s a Sin is a powerful Channel 4 drama following a group of friends navigating love, life, and the AIDS crisis in 1980s London. Created by Russell T Davies, it’s a heartbreaking yet celebratory exploration of friendship, identity, and the devastating impact of the epidemic.

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It's A Sin | 'Lovely' Colin's heartbreaking story

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"I've never met anyone like you" | Agree To Disagree | LADbible

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The School That Tried to End Racism is a groundbreaking Channel 4 documentary series that follows a class of British students as they take part in a bold experiment to tackle unconscious bias. Through workshops and discussions, it explores how racism can be unlearned and promotes understanding and equality.

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"You Don't Get It" Explaining Internalised Oppression to Mum | The School That Tried to End Racism

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Ted Lasso is a feel-good Apple TV+ comedy about an optimistic American football coach who’s hired to manage an English soccer team, despite having no experience. Filled with humor, heart, and life lessons, it’s a story of resilience, teamwork, and believing in the best in people.

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Ted Lasso — Official Trailer | Apple TV+

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Out of My Mind | Official Trailer | Disney+

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INSIDE OUT | New UK Trailer | Official Disney UK

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Toby shares his experiences of being a blind person.

Tiktok: @blindtobes

Instagram: @blindtobes

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Toby (@blindtobes) on TikTok | 17.9M Likes. 309.3K Followers. I can’t see 🧑🏻‍🦯 Blind footballer ⚽️ tobes@outreachtalentgroup.com 📧.Watch the latest video from Toby (@blindtobes).

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Lucy shares her experiences of being a blind person.

https://linktr.ee/lucyedwards

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Pride | Official Trailer | Starring Bill Nighy & Dominic West | SHOWTIME

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Everyday Ubuntu: Living better together, the African way

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Buy Everyday Ubuntu: Living better together, the African way by Ngomane, Nompumelelo Mungi (ISBN: 9781787631984) from Amazon’s Book Store. Everyday low prices and free delivery on eligible orders.