Changes to policies and the way you usually do things

The first requirement involves changing the way things are done (equality law talks about where the disabled job worker is put at a substantial disadvantage by a provision, criterion or practice of their employer).

This means looking at whether you need to change some written or unwritten policies, and/or some of the ways you usually do things, to remove or reduce barriers that would place a disabled person at a substantial disadvantage, for example, by preventing them from being able to work for you or stopping them being fully involved at work.

This includes your criteria for promotion or training, benefits, working conditions and contractual arrangements.