• The DDA 1995 brought in a range of new measures to prevent discrimination against disabled people in employment, the provision of goods and services and the sale or rental of premises or land. On behalf of the NIDC, the DHSS commissioned research to examine the level of knowledge and awareness of DDA among employers and service providers. The main aim of the research was to establish a baseline of service providers' and employers' knowledge of their responsibilities under the DDA, as soon as possible after the introduction of the Act.

Research Approach

• The views of both service providers and employers were surveyed in the research. Since specific and different duties are imposed on them under the DDA. A sample of just over 400 employers and almost 600 service providers in NI responded to the survey. The employers surveyed had an average of 69 employees, with a majority (68%) employing in the range 20-49 staff. Service Providers had an average of 8 employees, with the majority (87%) employing 1-10 staff, reflecting the predominance of small companies in the sector.

Main Findings

Service Providers

• Just over half (54%) of service providers had heard of the DDA. Eighty-two percent of these providers were aware that the Act applied to them.
• When those who were aware of the Act's coverage were asked how organisations providing services to the public would be affected by the legislation the most frequently given reply was access to premises would have to be improved.
• Only 42% of service providers said they would consider employing a disabled person if they were seeking to recruit a new member of staff. Large providers (i.e. those with 11+ staff) were more likely to say this than small providers. Eighteen per cent of service providers said they would not recruit a disabled person.
• The conditions most frequently thought to constitute a disability by service providers were 'needing help to walk' and 'being partially sighted'. Only a small proportion perceived having a facial disfigurement to be a disability.
• Over half (52%) of service providers said they had made special arrangements to help disabled people use their facilities.
• Overall, 79% of service providers said that disabled people could use their services either very or fairly easily. (This contrasts with findings from recent research by the NIDC which showed that around half of disabled people in NI reported difficulties when using services and of these, 80% said that they were offered no help by the service provider when they faced difficulties).
• Ninety-three per cent of service providers said that they offer the same terms and conditions in providing services to disabled people as to others. Of the remaining service providers the majority said they offer more favourable conditions to disabled people.

Employers

• Over four fifths (81%) of employers had heard of the DDA and the majority of these (81%) knew that it applied to their organisation.
• Over two thirds (68%) of employers said they would consider employing a disabled person if they were seeking to recruit a new member of staff. This is higher than the figure recorded for service providers. Those who had heard of the DDA were more likely to say they would recruit a person with a disability. However 26% still said they would not recruit a disabled person.
• The conditions most frequently thought to be a disability by employers were 'needing help to walk', 'being confused or disorientated' and being 'partially sighted'. As with service providers, only a small proportion perceived having a facial disfigurement to be a disability.
• In terms of altering their employment policies and procedures to comply with the Act, just over one in five (21%) said they would be making some changes in the future.
• Among those who said they would be altering their policies and procedures the most frequently mentioned changes were reviewing policies on employment and recruitment procedures and ensuring there was suitable access to the building.
• Just over half (51%) of employers said they would be making changes to the physical features of their premises so that disabled people are not placed at a disadvantage compared to those without disabilities.
• The most frequently mentioned changes to the physical features of premises were improved access for disabled people with the installation of adapted toilets.
• Twenty one percent of employers said they would have to make changes to working arrangements to comply with the DDA. When asked about the nature of these changes the most frequently mentioned was the need to review training procedures and review existing policies on working arrangements.