Transhouse affirms its absolute commitment to all measures which uphold social justice, human rights and fundamental freedoms for all people regardless of impairment, language, race, religion, sex or sexual orientation.
Transhouse fully endorses disabled people’s assertion that disability is caused by discriminatory social arrangements which dent all impaired people’s equality of opportunity to participate in mainstream social activities.
Transhouse is committed to support disabled people in their struggle for civil rights to remove all social barriers, whether physical , organisational or attitudinal.
Transhouse will work for their replacement by adopting working practices which enable all impaired people to play a full part in the social, political and economic life of the community.
Focus of Working Practices
Transhouse will seek to establish, continually develop and actively promote models of good practice based on the direct experience of disabled people, in respect of the employment of staff and their working environment.
Transhouse requires an integrated work-force in which it is considered essential that half of the employees should be disabled people.
Transhouse, in implementing current legislation, will follow the practices of those public bodies with which it has partnership or contractual arrangements and/or which have representation on its own managing body.
Advertisement should positively encourage disabled people to apply by demonstrating an awareness of access and communication needs.
Selection should be based on appropriate skills and ability, with sensitivity to potential where opportunity to gain relevant experience has been limited.
Applicants should have the opportunity to identify relevant issues of disability, for example access, need for personal assistance and flexible working time etc.
Transhouse has a statutory obligation to monitor implementation of current anti-discriminatory legislation, and this should be extended to cover equality of opportunity as a whole so that policy and practice can be developed and adjusted.
The opportunity should be available as required for disabled employees to identify and discuss changing individual needs, with sensitivity to newly acquired or hidden impairment.
Monitoring should include access to training, promotion and the range of grades and functions in the workplace.