CENTREX

Positive Action Leadership Programme

The Centrex Leadership Academy for Policing has launched a Positive Action Leadership Programme (PALP). This replaces the Personal Leadership Programme. PALP, which is targeted specifically at under-represented groups in the wider policing family, has been created to help increase trust and confidence amongst minority communities, to help recruit and retain staff and to encourage promotion either laterally or traditionally through the ranks.

The programme runs over three days and is currently being held at Bramshill. The programme rolled out nationally throughout April. It is expected that around 2,500 officers and staff will attend the course in the next 18 months. For more details, visit the Centrex website at www.centrex.police.uk/cps/

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Guidance on the definition of disability

The Secretary of State has issued guidance on matters to be taken into account in determining questions relating to the definition of disability. This was brought into force on May 1 by the Disability Discrimination (Guidance on the Definition of Disability) Appointed Day Order 2006 (SI 1005/2006).

It is important to remember that the guidance itself has no legal standing and only acts as an aid to adjudicating authorities, such as employment tribunals, when deciding whether there is a disability. However, the guidance can provide assistance to a range of people and organisations as an explanation on how the definition operates. In the vast majority of cases, there is unlikely to be any doubt about whether a person has a disability, but the guidance can help when this is not completely clear.

Section 1 of the Disability Discrimination Act 1995 defines a disabled person as a person with ‘a physical or mental impairment which has a substantial and long-term adverse effect on his ability to carry out normal day-to-day activities’. The guidance examines the meaning of each element of this definition in turn, looking at:

• Impairment – the guidance does not provide a definitive list but gives examples of the types of impairments that may be covered, e.g. sensory impairments (sight and hearing), impairments with fluctuating or recurring effects (rheumatoid arthritis, epilepsy), mental conditions (depression, schizophrenia).
• Substantial adverse effect – this reflects the general understanding of disability as a limitation going beyond the normal differences in ability which may exist among people. Factors to consider include: time taken to carry out an activity; the way an activity is conducted; cumulative effects of the impairment; effects of behaviour; the environment; treatment; progressive conditions; severe disfigurements.
• Long-term effects – the Act defines long-term as longer than 12 months, likely to be longer than 12 months or likely to last for the rest of the life of the person (Schedule 1, Para 2). It is necessary to consider recurring and fluctuating effects as these may be included in the time period.
• Normal day-to-day activities – the Act states that an impairment will only affect the ability of a person to carry out normal day-to-day activities if it affects: mobility; manual dexterity; physical co-ordination; continence; ability to lift, carry or move everyday objects; speech, hearing or eyesight; memory or ability to concentrate, learn or understand; or perception of the risk of physical danger. The guidance does not specify a list of day-to-day activities but provides general advice on activities that could fall into this category.

The guidance can be found via the Disability Rights Commission website: www.drc-gb.org.

LGBT equality in the workplace

The TUC has published an updated guide for trades union negotiators on lesbian, gay, bisexual and transgender issues, which takes into account recent legal changes. The