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Contents
- Foreword
- Introduction
- The council's role and functions
- Public life positions
- Commitment to the effective implementation of the disability action plan
- Internal arrangements
- Annual report
- Five-year review
- Measures to promote positive attitudes towards disabled people and encourage the participation of disabled people in public life
- Action measures
- Appendix 1
Foreword
As the democratically-elected body representing the people of Belfast, it’s important for us to be conscious of the Disability Discrimination Act 1998 when carrying out our functions and providing civic leadership.
This Disability Action Plan is an important document which reaffirms Belfast City Council’s commitment to fulfilling our statutory obligations in compliance with Section 49A of the Disability Discrimination Act 1995 (as amended by the Disability Discrimination (NI) Order 2006) which places new duties on public authorities to:
- promote positive attitudes towards disabled people
- encourage participation by disabled people in public life
The council’s Disability Action Plan (referred to as ‘the plan’) sets out how we propose to positively meet these new duties.
The council exists to serve the people of Belfast and to provide civic leadership on issues of concern to the people who live and work in the city.
We will ensure that all councillors and council employees are aware of the DDO disability duties. We will take the lead to ensure that the necessary resources are made available for preparing councillors and employees to deliver the actions set out in this Plan. We wish to ensure that the Disability Action Plan is implemented effectively in the true spirit of our commitment to the DDO duties.
Lord Mayor
Chief Executive
Introduction
Section 49A of the Disability Discrimination Act 1995 (as amended by the Disability Discrimination (NI) Order 2006) requires us, in carrying out our functions, to:
- promote positive attitudes towards disabled people
- encourage participation by disabled people in public life
Under Section 49B of the DDA 1995, Belfast City Council is also required to submit to the Equality Commission a Disability Action Plan showing how it proposes to fulfil these duties in relation to its functions.
Belfast City Council is committed to the fulfilment of these disability duties in all parts of our organisation and have set out how we intend to do this in our Disability Action Plan.
We will allocate all necessary resources (in terms of people, time and money) to implement effectively this plan and where appropriate, build objectives and targets relating to the disability duties into corporate and annual operating plans.
We will also put appropriate internal arrangements in place to ensure that the disability duties are complied with and this Disability Action Plan effectively implemented. We will ensure the effective communication of the plan to staff and provide all necessary training and guidance for staff on the disability duties and the implementation of the plan.
We confirm our commitment to submitting an annual report to the Equality Commission on the implementation of this plan as well as carrying out a five-yearly review of this plan.
We are committed to consulting with disabled people when implementing and reviewing the council’s disability plans.
We will undertake a planned programme of communication and training on the disability duties for all staff and councillors. This training will coincide with our induction training, refresher training and councillor training on disability. Training timescales are evidenced in the plan.
Equality and Diversity Unit
Address: Room 117, City Hall, Belfast, BT1 5GS
Telephone: (028) 9032 0202
Email: [email protected]
SignVideo
We confirm our commitment to submitting an annual progress report on the implementation of this plan to the Equality Commission and carrying out a five year review of this plan, or plans submitted to the Equality Commission over the five-year review period.
The council's role and function
Outlined is the range of functions of Belfast City Council. We perform a number of key roles for Belfast, including:
- a civic leadership and community planning role agreeing a vision for Belfast and its people and working in collaboration with partners and others to invest for the future and ensure a better quality of life for all our citizens
- the direct provision of a number of services and facilities
- the promotion and protection of our built and natural environment
- the promotion of the arts, tourism, community and economic development, equality and good relations
- regulating and licensing certain activities relating to environmental health, consumer protection and public safety
- local planning functions
- representation on a number of bodies and boards
- consulting on issues relating to functions conducted by other government bodies and agencies on issues such as planning, water, roads and housing
In performing the above roles we provide:
- facilities for recreational, social and cultural activities including leisure centres, community centres, parks, open spaces and playgrounds, sports grounds and places of entertainment
- street cleansing services
- waste collection and disposal services
- cemeteries and crematorium
- registration of births, deaths and marriages
- programme support and grant aid for the arts, good relations, community development and the promotion of local tourism and economic development
- administration and regulation of matters relating to environmental health, such as public health and safety, food safety, building control, noise pollution and consumer protection
- licensing and regulation of street trading, places of entertainment, amusement centres, sex establishments, lotteries, cinemas and petroleum stations
- planning development and enforcement and local development planning
- off-street parking (except Park and Ride)
- the making and regulation of bye-laws
To enable us to provide these services and to perform our other functions, we must levy an annual rate (district rates). We also obtain funding through:
- various grants, mostly provided by the Department for Communities (DfC)
- government grants
- fees and charges for certain services
- loans
We have the power to:
- acquire and dispose of land
- borrow money
- employ staff
- procure goods and services
as well as a general power of competence.
We have adopted a wide range of policies to support and implement the above statutory functions and provision of services and facilities
Public life positions
The council does not have direct control over public life positions, however we do have people from various sections of the community sitting on council groups, for example:
- Good Relations Partnership
- Equality Consultative Forum
- Friends of Botanic and Falls Parks
- Friends of Belfast Zoo
- Families of the Waterworks
- Cave Hill Conservation Group
- Youth Forum
- Belfast Policing and Community Safety Partnership
- District PCSPs
- BCC Migrants’ Forum
- Disability Advisory Panel
- Sign Language Users' Forum
Commitment to the effective implementation of the Disability Action Plan
We are committed to the effective implementation of all aspects of the plan in all parts of the organisation. Overall responsibility for determining policy on how this will be achieved lies with our councillors. Day-to-day responsibility for carrying out the policy lies with the Equality and Diversity Officer, who reports through the City Solicitor, to the Corporate Management Team who are ultimately responsible for the oversight and implementation of administrative arrangements to ensure that the council complies with our disability duties.
As part of its planning process, Belfast City Council will build objectives, set targets and monitoring related to the disability duties into corporate and business plans.
Progress on meeting the objectives of the Plan, including those relating to the disability duties, will be monitored and reported at the most senior level within the organisation. The Equality and Diversity Officer will ensure the plan will be monitored and reported annually. All Disability Action Plan reports will proceed through the council reporting mechanisms and to Corporate Management Team.
We will include a formal progress report on meeting the objectives in our annual report to the Equality Commission, which is submitted through the standard committee reporting procedure.
Internal arrangements
We have 60 councillors elected for a four-year period. They currently meet monthly in full session and more frequently in committees. The principal committees under Belfast City Council are:
- Strategic Policy and Resources Committee
- City Growth and Regeneration Committee
- People and Communities Committee
- Planning Committee
- Licensing Committee
- Brexit Committee
- Belfast Waterfront and Ulster Hall Shareholders’ Committee
A range of council departments and working groups support these committees.
The Chief Executive oversees the work of the departments through the Corporate Management Team.
The Chief Executive is responsible for the delivery of the strategic direction set by the council and through the Corporate Management Team has oversight of the management of services and the longer term planning and allocation of resources.
Statutory responsibility for the effective implementation of the Disability Duty lies with the council.
The Chief Executive and the Corporate Management Team are responsible for ensuring that the council’s decisions are implemented and for overseeing administrative arrangements to make sure the plan is implemented effectively.
Our Equality and Diversity Officer will support this work and act as our main point of contact. Currently, our Equality and Diversity Officer can be contacted at this address:
Legal and Civic Services Department, Equality and Diversity Unit
Belfast City Hall
Belfast, BT1 5GS
Email: [email protected]
Telephone: (028) 90 320202
Text phone number: (028) 9027 0405
The Equality and Diversity Officer will report regularly to the City Solicitor and regular progress reports are sent to the Corporate Management Team and the Strategic Policy and Resources Committee.
We place great importance on disability issues and have established an Equality and Diversity Network. This two-level structure incorporates a strategic and operational group. The network addresses key equality, diversity and inclusion issues on a regular basis providing leadership and direction.
Annual report
Belfast City Council will submit an annual report on the implementation of its plan. The annual report will be included as part of Belfast City Council’s Annual Report to the Equality Commission on the implementation of our equality scheme but will also be available as a stand-alone document.
Five-year review
We will carry out a five-year review of the Plan in accordance with guidelines from the Equality Commission for Northern Ireland.
Measures to promote positive attitudes towards disabled people and encourage the participation of disabled people in public life
Promote positive attitudes towards disabled people
- a range of equality and disability training programmes
- induction programmes
- recruitment and selection training
- disability awareness training
- developing our website
- workplace policies and reasonable adjustments
- targeted recruitment policies
- accessibility policies
- equality screening exercises
Encourage the participation of disabled people in public life
- workplace policies
- recruitment policies
- accessibility policies
- policy screening
- accessAble Project
- Equality Consultative Forum and other stakeholder groups
For further details of the full range of measures previously undertaken by the council, contact the Equality and Diversity Officer.
Action measures
Belfast City Council has detailed the measures it intends to take in order to implement the disability duties. Full details of these are given in the Action Plan in Appendix 1.
Timescale for the implementation of the action measures
The Action Plan at Appendix 1 outlines the actions and the timescales for the implementation of the action measures we intend to take in order to promote positive attitudes towards disabled people and to encourage the participation of disabled people in public life. This timetable outlines the actions, which Belfast City Council will take until March 2022.
Performance indicators or targets
Belfast City Council is committed to monitoring and reviewing policies and practices to ensure that disability equality duties are being met. Monitoring the progress of this plan is a significant element of achieving that.
As part of this process, the annual review of the plan will contribute towards the monitoring and review process and assist in drafting appropriate targets and performance indicators for the next period, whilst reporting on the achievement, or otherwise, of those set for the current period of the annual review.
How the Disability Action Plan will be published
Following submission to the Equality Commission for Northern Ireland, this plan will be available by contacting the Equality and Diversity Officer.
Belfast City Council will communicate the plan appropriately. The plan will be produced in clear print and plain language and will be available in alternative formats.
The plan will be promoted through meeting directly with disability organisations and representative groups.
We will follow the guidelines set out by the council’s accessible communications guide.
Appendix 1
Disability Action Plan 2019 – 2022
| Strategic priority | Outcomes | Action measures | Timescale | Responsibility | Performance indicators | Status end 2019-2020 |
|---|---|---|---|---|---|---|
| Strategic Priority 1 Encouraging the participation of disabled people in public life | Feedback encouraged from disabled people and their representative groups in how we can encourage greater participation by disabled people in public life and we can prove that we act on this feedback | Review membership of Equality Consultative Forum (ECF) and increase representation of disabled people and representing organisations | 2019 | EDO |
new ECF terms of reference established percentage attendance at each meeting from cross section of disability percentage of staff/members who understand purpose of the ECF and find it useful effective feedback mechanism established, and used by members |
|
| Feedback encouraged from disabled people and their representative groups in how we can encourage greater participation by disabled people in public life and we can prove that we act on this feedback | Arrange a minimum of three forum meetings per year and additional meetings as required | 2019 | EDO | Minimum of three forum meetings held | ||
| Improved opportunities for disabled people to engage with and influence policy makers | Carry out a targeted consultation to identify the potential impact of living in a rural area for those with a disability within the council area | 2019 | EDO | Report on the key findings and make recommendations as appropriate | ||
| Improved opportunities for disabled people to engage with and influence policy makers | The Disability Advisory Panel ( DAP) attends and participates in consultation processes | 2019 | EDO/Language Officer |
four projects per year to receive advice and guidance from the DAP changes made to policies/services as a result of their input |
||
| Improved opportunities for disabled people to engage with and influence policy makers | The Disability Advisory Panel to provide advice and guidance on various capital projects | 2021 | EDO/Language Officer |
reduction in disability related complaints by 10 per cent each year Disability Advisory Panel to meet at least three times per year |
||
| Improved opportunities for Sign Language users to engage with and influence policy makers and to educate employees | Establish and facilitate a Sign Language Users' Forum | 2019 | Language Officer | A Sign Language Users Forum to meet at least twice a year | ||
| Disabled people are provided with appropriate support to enhance employability and obtain employment | The Disability Staff Network to provide support on future action planning | 2019 | HR | Disability Staff Network to meet at least three times a year | ||
| Disabled people are provided with appropriate support to enhance employability and obtain employment | Identify opportunities to ring-fence certain posts to long-term unemployed, including those with a disability and ensure any pre-recruitment and training programme caters for any reasonable adjustments | 2019 | HR |
Consider suitability of campaigns for pre-recruitment and training programmes Ring-fence 20 per cent of places available on pre-recruitment and training programmes to people with disabilities |
||
| Disabled people are provided with appropriate support to enhance employability and obtain employment | Review recruitment process in respect of adjustments provided to applicants with autism and learning difficulties | 2019 | HR | percentage of changes implemented | ||
| Disabled people are provided with appropriate support to enhance employability and obtain employment | Consider all requests for reasonable adjustments as part of the selection process | 2019 | HR | percentage of reasonable adjustments requested and provided | ||
| Disabled people have the opportunity to find out about the range of job opportunities available and are provided with appropriate support to enhance employability and obtain employment | Participate in careers/employability activity targeted towards disabled people: careers fairs, mock interviews, site visits, employability talks |
2019 | HR | attend four events a year | ||
| Disabled people have the opportunity to participate in work experience |
Facilitate at least 30 work experience placements for people with disabilities Participate in annual job-shadowing initiative promoted by NIUSE (internal) |
2019 | HR | 30 placement opportunities facilitated, including three by the job-shadowing initiative | ||
| Develop the capacity of the organisation to support staff with disabilities, in relation to attendance management | Ensure all managers are aware of the provisions of the Attendance Policy, which allow for special consideration of disability issues | 2019 | HR | All staff who assume responsibility for managing attendance to attend training within six months of taking up that role | ||
| Develop the capacity of the organisation to support staff with disabilities |
Provide ongoing advice and support to employees in relation to reasonable adjustment requirements Investigate options around how staff could be encouraged and feel confident in declaring a disability by internal HR system Conduct a voluntary monitoring exercise |
2019 | HR/departments |
Monitor number of reasonable adjustments requests and those subsequently provided Create database of types of reasonable adjustments made Publish results from investigation /voluntary monitoring and make recommendations as appropriate |
||
| Improved opportunities for disabled people to engage with and influence policy makers | Analyse staff Equality and Diversity survey and identify areas for improvement for action planning going forward | 2019 | HR | Publish high level results from staff survey and agree action plan for future initiatives, as appropriate | ||
| Improved range of ways to provide access to parks and open spaces | Review of existing stakeholder engagement with disability groups to use parks and open spaces | 2019 | City and Neighbourhood Services Department | Report on the review of stakeholder engagement in 2019-2020 | ||
| Feedback encouraged from disabled people and their representative groups in how we can encourage greater participation by disabled people in public life and provide opportunities for disabled people to engage with and influence policy makers | Consult and engage with the sector in relation to the emerging LDP draft plan strategy, which will provide the planning framework to shape the future growth of the city up to 2035 | 2019 | Place and Economy Department | The Local Development Plan and Policy Team will carry out appropriate targeted engagement with the disability sector at significant stages, during the progress of the Local Development Plan | ||
| Disabled people who are considering starting a business are supported | Deliver targeted outreach to encourage and support disabled people to consider enterprise and start a business | ongoing 2019-2022 |
|
Increase in percentage of participants with disability on enterprise awareness initiatives | ||
| Programmes and activities are promoted to persons with a disability through suitable mediums | Engage with under-represented groups via umbrella organisation representation on the Enterprise and Business Growth Working Group. Put in place reasonable adjustments to support disabled people access support programmes designed to help them start a business |
ongoing 2019-2022 | Place and Economy Department | Hold two meetings per year minimum with representative bodies/stakeholder groups | ||
| Disabled people are supported to access employability initiatives |
Review and consider opportunities to engage disabled people in the Belfast Employability Pathway (Belfast Workplace) Provide specific adaptations/support to enable participants to take part in council employability initiatives |
ongoing 2019-2022 | Place and Economy Department | Six-monthly retrospective measurement of participant numbers on disability focused employment initiatives | ||
| Disabled people have appropriate support so that they can participate in the cultural life of the city on an equal basis | Deliver the Inspiring Communities theme which identifies disabled people as a priority area and removing barriers to participation to ensure all sections of the community engage with high quality culture, arts and heritage | ongoing 2019-2022 | Place and Economy Department | Deliver small capital enhancement projects that will increase access for disabled people to quality cultural product and experiences Ten projects 2019-2020 |
||
| Improved opportunities for disabled people to engage with and influence policy makers | Consult and engage with Disability Advisory Panel in relation to the physical programme/ capital projects of the council | 2019 | Property and Projects Department | Number of changes made to policies/services as a result of their input | ||
| Disabled people have appropriate support so that they can participate in the cultural life of the city on an equal basis | Address licensing of pavement cafes when the council receives guidance from the Department for Infrastructure | to be confirmed | Planning and Building Control | Monitor implementation of licensing pavement cafes | ||
| City centre retailers are encouraged to support accessibility for disabled people | Engage with city centre retailers to consider how to support disabled people as part of customer focus support programmes | 2019 | Place and Economy Department | Number of businesses that participate | ||
| Those with complex needs and disabilities have access to facilities to enable them to participate in the life of the city throughout the week | Have the Changing Places facility accessible 9am until 10pm Monday to Sunday | January 2019 | Facilities Management | Monitor the number of users and take action as required | ||
|
Strategic priority 2 Promoting positive attitudes towards disabled people |
Public attitudes to disabled people are more positive and negative attitudes are challenged | Facilitate biennial event on a current theme linked to council priorities for example Festival of Learning or Accessible Belfast Evaluate feedback and develop an action plan to improve disability initiatives, where appropriate |
2019
|
EDO and HR |
Two events held with external/internal press and communications Feedback used to improve further events and future policies/initiatives |
|
| Public attitudes to disabled people are more positive and negative attitudes are challenged | Produce a film project, showcasing the diverse language and disability groups | 2019 | Language Officer | Showcase video clips produced by QUB incorporating Sign Languages and disabled communications | ||
| Public attitudes to disabled people are more positive and negative attitudes are challenged | Language Officer to represent the council at the Coalition on Deafness | 2029 | Language Officer |
Attend at least one Coalition on Deafness meeting Develop and implement a three-year BSL and ISL Charter Action Plan in partnership with the British Deaf Association |
||
| Disabled people can participate fully in all activities facilitated by the council and are encouraged to do so | Raise awareness of the council’s Disability Event Plan | 2019 | Language Officer/departments | A number of completed event action plans received | ||
| Disabled people are able to choose between options in terms of the way they receive and benefit from council services | Increase information in Sign Language to Sign Language users at City Hall and Tropical Ravine | 2020 | Language Officer Facilities Management |
Sign Language videos to be made available at City Hall visitor exhibition and Tropical Ravine | ||
| Disabled people are able to choose between options in terms of the way they receive and benefit from council services | Review the locations of portable loop systems across our venues | 2019 |
|
Portable Loop systems in place at a number of identified venues | ||
| Disabled people have appropriate support so that they can participate in the cultural life of the city on an equal basis | Consult internal staff and Mencap to explore the introduction of appropriate communication tools for people with learning disabilities at customer centres for example City Hall, Belfast Zoo | 2019 |
|
A number of communication tools for people with learning disabilities at customer centres | ||
| Disabled people have appropriate support so that they can participate in the cultural life of the city on an equal basis | Liaise with AccessAble to monitor and review the new App for people with disabilities accessing facilities and services in Belfast | 2019 | Language Officer | Increased satisfaction accessing facilities and services in Belfast | ||
| Disabled people are aware of the availability of accessible information and make use of it | Improve accessibility in contacting and communication for Deaf Users | 2019 | Language Officer Facilities Management |
Pilot and deliver a Sign Language Video Relay Service and Video Remote Interpreting Service. VRS on website and VRI at Cecil Ward Building, Belfast Zoo and Olympia Leisure Centre | ||
| Sign Language users are aware of accessible communication within the council | Create a translation protocol document for Sign Language users and disabled people accessing council's online material and electronic documents | 2020 | Language Officer | A number of identified BCC online material and electronic documents to be produced in accessible formats | ||
| Disabled people are aware of the availability of accessible information and make use of it | Increased provision of an accessible City Matters magazine for disabled people | 2019 | Language Officer | Audio version of each quarterly City Matters magazine produced | ||
| Disabled people are aware of the availability of accessible information and make use of it | Consult with City Matters team to include disability related articles in City Matters magazine, sharing accessible information within the council and community partners | 2019 | Language Officer/Communications | A number of disability related articles to be added to the City matters magazines | ||
|
|
Meet with key staff to discuss and explore the preparation and production of council documents in alternative formats | 2019 | Language Officer/Communications | Arrange at least two meetings per year with key staff | ||
| The council increases the level of inclusive/accessible communications so that disabled people can access information as independently as possible and make informed choices | Consult Corporate Communications to explore the introduction of accessible changes being made on council’s website and social media platform (to include easy reading, audio, Sign Language translation and subtitles on video) | 2020 | Language Officer/Communications |
Three meetings held with Corporate Communications Consult Corporate Communications to identify a number of audio providers and to assign a provider for the new council’s website |
||
| Disabled people are aware of how council services can support them | Provide information to disabled people on aspects of council services which specifically affect them through: minimum of four articles per year in City Matters; minimum of two targeted information leaflets per year; accessible information on the council website | 2019 | Language Officer/lead communicators/Corporate Communications |
percentage of images in printed documents featuring positive images of disabled people Number of documents provided in alternative formats |
||
| Promotion of positive attitudes towards disabled people | Include articles related to disability and ensure photography of disabled people is included | 2019 |
|
percentage of people who found the information relevant and useful assessed by appropriate evaluation tool | ||
| Staff will be engaged and awareness will be raised about particular disabilities |
Include disability related information in staff e-briefings, staff newsletters/ magazines, staff meetings, email, intranet, internet (internal) Include annual disability days on Interlink and consider awareness raising activity |
2019 | HR/EDO |
percentage of internal communications documents which featured disability related information percentage of people who found the information relevant and useful assessed by appropriate evaluation tool |
||
| The council increases the level of inclusive/accessible communications so that disabled people can access information as independently as possible and make informed choices | Communication tools for people with learning disabilities to be introduced at customer centres for example City Hall reception, Belfast Zoo | 2019-2022 | departments | Appropriate communication tools introduced at selected relevant sites | ||
| Awareness of disability and the disability duties when compiling policies and making decisions will be increased | Deliver equality screening training based on an analysis of priority areas and job roles | 2019 | EDO |
100 per cent of priority one and priority two staff members identified are trained Increased understanding and use of appropriate screening tools and methodology assessed by audit of screenings carried out and staff feedback |
||
| Develop the capacity of the organisation to support people with disabilities, focusing on communication | Provision of Sign Language courses for employees | 2019 | HR/Language Officer |
Pilot introduction to BSL course 12 employees (two from each department) to be able to communicate in Sign Language |
||
| Develop the capacity of the organisation to support people with disabilities, focusing on communication | Provision of tailor-made course to employees | 2019 |
|
Deliver two tailor-made disability courses to employees | ||
| Develop the capacity of staff to ensure awareness of the legal obligations in relation to employment and service delivery |
Roll-out diversity awareness training programmes for council employees:
|
2019 | HR |
Deliver 12 disability awareness training sessions to managers and employees Deliver 12 diversity awareness training sessions to managers and employees All new staff to attend training within six months of commencing employment All tier 3 managers to attend Equality and Diversity module All Corporate Management Team to attend unconscious bias training |
||
|
|
Research the possibility of including disability awareness sessions for members in the members' training programme and include Disability Action Plan in the members' induction programme Upload the Disability Action Plan to the members' portal |
2019 | HR |
Communicate outcomes of research and plan next steps if applicable Disability Action Plan uploaded to the members' portal |
||
| The capacity of staff/ volunteers will be increased to help them manage their own emotional health and well-being | Provide emotional health and wellbeing awareness-training for staff and council volunteers (internal) | 2019 | HR/Occupational Health |
Deliver four Positive Mental Health training sessions Deliver one mindfulness programme percentage of staff who found the training useful |
||
| The capacity of staff/volunteers will be increased to help them manage their own emotional health and well-being | Provide training for managers in managing stress and mental health issues (internal) | 2019 | HR/Occupational Health |
Deliver four stress awareness training sessions percentage of staff who found the training useful |
||
| Staff will be engaged and awareness will be raised about health and wellbeing initiatives | Maintain dedicated health and well-being page on Interlink (internal) | 2019 | HR/Corporate Communications | Include monthly updates on Interlink | ||
| Develop the capacity of staff to help them manage their own mental health and to help support others | Review pilot programme for mental health first aiders | 2019 | HR | Evaluation of programme used to inform decision on roll-out of programme | ||
| Promotion of positive attitudes towards disabled people | Printed documents and brand campaigns to feature positive images of disabled people | 2019 | Corporate Communications | percentage of documents/campaigns which feature positive images of disabled people | ||
| Disabled people are able to access the information they need in the format most accessible to them | Continue to promote/communicate our options for access to information/forms/ people/services in relation to council buildings |
2019 | HR | Survey the number of departments doing this successfully and report on findings | ||
|
Improve awareness of disabled toilet facilities for people with disabilities Improve accessibility to Changing Places facilities across the city
|
To promote and review disabled toilet access and engage with disability groups to encourage wider use To promote the Changing Places facilities across the city and review the existing process To provide information and training (where necessary) to frontline staff about RADAR key, including its use and how to apply for it |
2019 | City and Neighbourhood Services |
Report on the review of existing process and the number of stakeholder organisations engaged for 2019-2020 Increase in choice of available Changing Places facilities across the city from three to five over the next 24 months Ensuring a continuing presence of Changing Places facilities are available on BCC and Changing Places website |
||
| Develop the capacity of the organisation to support disabled people to access the city centre | Scope and research the accessibility of Belfast City Centre to identify gaps and opportunities, to enable disabled people to participate fully in city centre life. This will include initiatives to promote accessibility in the city centre from an economic development and perspective | 2019 | Place and Economy Department | Conclusion of research and determine next steps in delivery to target hard to reach groups | ||
| Persons with a disability are able to attend and fully engage in events and programmes delivered by council | Ensure that the Inclusive Events checklist is completed for all events that are being held in council facilities | 2019-2022 | all departments | percentage of large events held with an inclusive events checklist completed | ||
| Persons with a disability are able to easily access relevant council information | Promote the range of alternative formats that are available | 2019-2022 | all departments | Evaluation of accessibility of council information via various formats | ||
| Promotion of positive attitudes towards disabled people | Organise specialist training/workshop for project sponsors/project Managers/APMs regarding the relevant DDA issues on capital build scheme |
2019 | Property and Projects Department |
Deliver two training sessions percentage of staff who found the training useful |