Abstracts – Browse Results
Click on the titles below to expand the information about each abstract.
Viewing 8 results ...
Briscoe, G (2005) Women and minority groups in UK construction: recent trends. Construction Management and Economics, 23(10), 1001-5.
Byrne, J, Clarke, L and Meer, M V D (2005) Gender and ethnic minority exclusion from skilled occupations in construction: a Western European comparison. Construction Management and Economics, 23(10), 1025-34.
Caplan, A S and Gilham, J (2005) Included against the odds: failure and success among minority ethnic built-environment professionals in Britain. Construction Management and Economics, 23(10), 1007-15.
Graft-Johnson, A D, Manley, S and Greed, C (2005) Diversity or the lack of it in the architectural profession. Construction Management and Economics, 23(10), 1035-43.
Greed, C and Reeves, D (2005) Mainstreaming equality into strategic spatial policy making: are town planners losing sight of gender?. Construction Management and Economics, 23(10), 1059-70.
Lingard, H and Francis, V (2005) The decline of the "traditional" family: work-life benefits as a means of promoting a diverse workforce in the construction industry of Australia. Construction Management and Economics, 23(10), 1045-57.
Newton, R and Ormerod, M (2005) Do disabled people have a place in the UK construction industry?. Construction Management and Economics, 23(10), 1071-81.
- Type: Journal Article
- Keywords: Disability Discrimination Act; disabled employees; reasonable adjustments; social inclusion; workplace environments
- ISBN/ISSN: 0144-6193
- URL: https://doi.org/10.1080/01446190500372510
- Abstract:
In the UK, a significant number of disabled people are unemployed and previous research has suggested reasons for this include the inaccessibility of workplace environments that have either not been designed, or adapted, to accommodate the requirements of disabled people, and the nature of work being undertaken in that workplace environment. Since there has been no previous research within the context of the construction industry, the aim was to explore contractors’ practices in the employment of disabled people and in the adaptation of workplace environments. A survey was undertaken of the top 100 UK contractors in the UK. Views of disabled people were also sought, and access audits of workplace environments were undertaken. The combined analysis shows that compared to UK industries in general, contractors are less likely to have appropriate policies and practices in place to support disabled job applicants through the recruitment process. However, contractors as employers are more likely to make ‘reasonable adjustments’ as required by the UK Disability Discrimination Act if the adjustment is relatively inexpensive, and if minimal adjustments are required in order to adapt workplaces such that they provide an inclusive approach to the employment of disabled people. Additionally, contractors work hard to ensure that if an employee becomes disabled they are appropriately supported in continued employment. Only a small number of construction organizations believed that ‘disabled people do not have a place in the UK construction industry’. It can be concluded that while contractors are unlikely to recruit disabled people, they are more likely to continue to employ people once they become disabled, but there is very little monitoring and evaluation of this process by contractors and it is likely that contractors are not fulfilling their obligations under the Disability Discrimination Act as a result.
Steele, A and Todd, S (2005) The future of the black and minority ethnic (BME) construction sector in England. Construction Management and Economics, 23(10), 1017-23.