Ability awards get up and go

The first O2 Ability Awards took place in February and attracted over 100 applicants. Organisers are hoping for an even greater number in 2006, writes Laura Slattery

Companies are being urged to apply for the 2006 O2 Ability Awards, which will recognise their commitment to creating opportunities in the workplace for people with disabilities.

The first O2 Ability Awards, held at Dublin Castle last February and televised by RTÉ, attracted more than 100 applicants. The organisers are hoping for a greater number of entries for next year's awards, especially from the private sector.

The awards were founded by the Aisling Foundation, which promotes the ability of people with disabilities and encourage their employment.

The assessment process is managed by the Aisling Foundation's strategic partners, disability management consultancy Access Ability.

Ian Elliott of Access Ability, who heads up an assessment team of 28 people, says the assessment process is designed to be a positive one, showing organisations where they are going right rather than fixating on their shortcomings.

The 75 companies and organisations that make it through to the assessment stage will receive a free onsite assessment from Access Ability. These assessments will take place over one or two days in the autumn.

"We basically go out and sit down with them and go through their application. From their point of view, it is very beneficial," says Elliott. "We also talk to staff in a group session. For us, it helps us to gauge the culture of the organisation. It's very informal as well.

"We will also be recommending five areas where they could improve - that's new this year," he adds. "The recommendations will relate to the categories that the companies have applied for, but if there was something illegal happening, we will point that out."

This year the companies will be assessed in six categories: recruitment and selection strategy, learning development and progression, retention and wellbeing, environmental assessment, leadership and customer service. Companies can apply for as many categories as they like.

The organisers say it is not the number of people with disabilities that the companies employ that determines their eligibility for entering - far from it.

"You may in fact employ only one person with a disability or be aware of none. However, your organisation may recognise people with disabilities as customers... or have organised disability awareness training for staff."

According to Elliott, good practice in recruitment and selection means having a hiring process that is open and inclusive.

"For example, we would look at the language used in job advertisements.

"They might use words like 'dynamic' and 'energetic'. People with disabilities might not classify themselves as that but they may be well capable of doing the job," he explains.

Meanwhile, learning development and progression is about providing people with disabilities with the same training opportunities as other staff and not discriminating against them in performance reviews.

Under the retention and wellbeing category, the assessment team will look at how the organisation treats people who acquire disabilities during their employment. For example, what kind of accommodations for the newly acquired disability does the employer make that might help people return to work?

Environmental assessment focuses on the physical building, workstations and other onsite conditions, including the company's approach to health and safety while, under the customer service category, Access Ability will examine if customers with disabilities receive the same quality of service as other people and if their particular needs are being met.

By examining the assessment reports produced by Access Ability, a preliminary judging panel will draw up a shortlist of up to 50 organisations that demonstrate the highest levels of best practice. Each organisation on the shortlist will receive a certificate that is valid for one year.

The final judging panel will select 18 finalists and two overall award winners for best practice - one in the private sector and one in the public sector. The winners will be announced at a televised ceremony next February.

Organisations who wish to participate in the O2 Ability Awards should complete the online application form at www.theabilityawards.com. The closing date is June 30th.