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Section 4  Involving disabled people

We recognise our duty as a public authority to involve disabled people in all the stages of developing and implementing the Disability Equality Scheme and its accompanying action plan, the aim being to:

• identify the barriers faced by disabled people and their impacts;
   
• set priorities for the action plan;
   
• assist in the planning of activity.

We have involved the Disability Support Network and individual disabled and non-disabled employees in the development of our Disability Equality Scheme in the following ways:

• The diversity team met with members of the Disability Support Network to set up a working group to discuss the duty and how the NAO might best promote disability equality in the scheme, for example, identifying how disabled people will be involved in the project plan;
   
• The Chair of the Disability Support Network met with the Diversity Champion along with members of the diversity team to discuss the pubic sector duty and how its development would be taken forward;
   
• The Disability Support Network held an Open Forum for disabled and non-disabled employees to discuss where the Office is now and where they would like to see the Office in three years' time. The Open Forum identified good practice within the office, the barriers still faced by disabled people and set priorities for the action plan;
   
• The diversity team held three focus groups with a cross-section of disabled and non-disabled employees to help inform the development of the Scheme.

The diversity team have used the information from our Diversity Annual Reports to monitor how we are currently performing on disability equality in terms of recruitment, promotions, training, retention and the level of workplace adjustments carried out.

The issues and priorities that have been identified by disabled and non-disabled employees has contributed to the development and production of the action plan.  

We shall continue to have an open and on-going dialogue with disabled employees during the next three years and will meet regularly (at least twice a year) to discuss progress against the Office’s Disability Equality Scheme and action plan.

 

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