Lancaster University

• Talk to each disabled person about the real effects of the disability and how help can be provided. This is likely to make the person feel supported, and there should be less chance of disagreements occurring.

• Be flexible: the situation with each and every disabled person is likely to be different, and capable of being addressed by a range of different actions to support them. Many of these actions cost little or nothing and go a long way towards preventing discrimination.

• Avoid making assumptions about what disabled persons may or may not require.

• Consider where expert advice is needed:in some circumstances it is helpful to seek independent advice on the extent of a disabled person's capabilities. It may also help to get advice on reasonable adjustments, especially if discussions with the disabled person do not lead to a satisfactory solution.

• Develop your knowledge and skills as well as those of your staff through training and development activity

• When reviewing or planning changes to the organisation of work activities or the work environment, considering the effects on existing and future disabled employees and job applicants should occur as matter of course.