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- Council Members
- Role of Council Members
- Council meetings
- Council elections
- Previous election results
- Dr Louise Allum
- Dr Sam Bescoby
- Dr Andrew Clemence
- Dr Tshidi Gardiner
- Dr Reginald Godwin
- Paddy Gordon
- Dr Danielle Greenberg
- Dr Gerard Henry
- Dr Richard Hillman
- Dr Benjamin Kennedy
- Dr Tom Lonsdale
- Dr Darren Partridge
- Martin Peaty
- Alison Price
- Dr Peter Robinson
- Dr Jennifer Simmons
- Dr Sadie Spencer
- Dr Mary Thomas
- William Wilkinson
- Dr Lara Wilson
- Past-Presidents
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- About extra-mural studies (EMS)
- EMS requirements
- Information for vet students
- Information for EMS providers
- Information for vet schools
- Temporary EMS requirements
- Practice by students - regulations
- Health and safety on EMS placements
- EMS contacts and further guidance
- Extra-mural studies fit for the future
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- Code of Professional Conduct for Veterinary Surgeons
- Code of Professional Conduct for Veterinary Nurses
- Contact the Advice Team
- XL Bully dog ban
- 'Under care' - new guidance
- Advice on Schedule 3
- Controlled Drugs Guidance – A to Z
- Dealing with Difficult Situations webinar recordings
- FAQs – Common medicines pitfalls
- FAQs – Routine veterinary practice and clinical veterinary research
- FAQs – Advertising of practice names
- GDPR – RCVS information and Q&As
Disability inclusion
What is inclusion?
Inclusion is the degree to which employees feel part of essential organisational processes. This includes influence over decision-making, involvement in critical work groups, and access to information and resources (Downey et al., 2015).
Why is Disability Inclusion important?
Disability inclusion means including people with disabilities in the workplace and making them feel valued, appreciated and recognised for their talents and achievements. It involves cultivating a working culture and environment that promotes inclusivity for people with disabilities. For example, inaccessible working environments create barriers that often hinder work performance and staff wellbeing. In contrast, removing or reducing barriers can enable people with disabilities to thrive within the workplace.
In our Disability and Chronic Illness in Veterinary Work and Education survey, 87% of respondents with a disability or chronic condition reported having more than one condition. This underscores the importance of considering inclusion in the context of disability.
What are the benefits of disability inclusion?
Incorporating disability inclusion initiatives within an organisation can provide a range of benefits. These include:
- A wider talent pool
- Increased staff retention
- Increased productivity
- Employees experiencing a greater sense of belonging
Resources
Below, you'll find a wealth of resources to help you understand the Equality Act 2010 and its provisions. This includes information on disability discrimination and the duty to provide reasonable adjustments.
- Disability Inclusion is 'Good Business' Despite Low Awareness (World Economic Forum)
A brief summary of a panel discussion about the business case for disability inclusion.
Disability Inclusion is 'Good Business, Despite Low Awareness > Press releases | World Economic Forum (2 minute read) - Getting to Equal: the Disability Inclusion Advantage (Accenture)
A report on the benefits that organisations can derive from employing and supporting people with disabilities.
Getting to Equal: the Disability Inclusion Advantage | Accenture (15 minute read) - Social Model of Disability (National Disability Arts Collection & Archive)
A short video which introduces social model of disability as a concept (2.43 min watch) - Employer benefits from making workplace accommodations (Solovieva et al., 2011)
A research study that explored workplace disability accommodations and their benefits. The findings heightened awareness of the benefits associated with making accommodations for people with disabilities in the workplace.
Employer benefits from making workplace accommodations | ScienceDirect - Employee lifecycle
Having a reasonable adjustments policy and embedding reasonable adjustments into the entire employee lifecycle makes good business sense. This approach not only ensures organisations fulfil their legal requirements, but also fosters an inclusive environment. An environment where all employees - irrespective of individual differences - feel supported and valued. This can lead to happier, more engaged and motivated employees, better employee retention and higher productivity.
From recruitment, on-boarding, day-to-day work and off-boarding, organisations can embed reasonable adjustments and implement continuous improvement in the following ways:
- Demonstrating an inclusive culture through accessible job advertisements and information packs and making accommodations in the interview process.
- Adopting a person-centric approach through the day-to-day experience right from induction. This could include: the provision of flexible training methods; flexible working arrangements; workplace adjustments; scheduling regular check-ins; and continuously reviewing and updating any reasonable adjustments to ensure they remain effective and relevant.
- Building conversations about reasonable adjustments into one-to-one meetings, disciplinary meetings, back to work interviews and performance reviews.
- Using staff survey data, employee networks and exit survey feedback to improve policies and processes.