Draft Disability Action Plan

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Draft Disability Action Plan 2025-2028 Accessibility Statement

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Requests for the document in another format will be considered Please contact: info@loughs-agency.org

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2. Functions

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Contents

3. Promoting Positive Attitudes Towards Disabled People Towards Disabled People

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4. Action Measures

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5. Effective Engagement

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6. Annual Report

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7. Three-Year Review

DR Disability Action Plan

1. Introduction

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8. Action Measures

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Disability Action Plan – Loughs Agency 2025-2028

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Annex 1 – Actions to Promote Positive Attitudes Towards Disabled People

Annex 2 – Encouraging and Supporting Full Participation of Disabled People in Public Life

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Disability Action Plan

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1. Introduction

2. Functions

1.1 Under Section 49A of the Disability Discrimination Act (DDA) 1995 (as amended by Article 5 of the Disability Discrimination (Northern Ireland) Order 2006), Loughs Agency is required when carrying out its functions to have due regard to the need to:

2.1 The Agency performs four principal roles within its remit:

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1.4 We will also put appropriate internal arrangements in place to ensure that the disability duties are complied with, and this Disability Action Plan is effectively implemented. We will ensure the effective communication of the Plan to staff and to providing all necessary training and guidance for staff on the disability duties and the implementation of the Plan.

1.5 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 three-year review of this Plan. Loughs Agency is committed to consulting with people with disabilities and groups that represent people with disabilities.

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1.6 Overall responsibility for implementing, reviewing and evaluating this Disability Action Plan and the point of contact within Loughs Agency will be: Name: John Paul O’Doherty Title: Interim Director of Corporate Services Phone number: 028 71 342100 Email: jp.odoherty@loughs-agency.org Website: www.loughs-agency.org

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Corporate Services.

Conservation and Protection.

Development.

Aquaculture and Shellfisheries.

Science.

3. Promoting Positive Attitudes Towards Disabled People 3.1 Loughs Agency has engaged with organisations that represent disabled people during consultation processes, as part of its Section 75 requirement, and will continue to do so.

1.7 If you require this Plan in an alternative format (such as in large print, in Braille, on audio cassette, easy read or on computer disc) and/or an alternative language, please contact the above person to discuss your requirements.

1.8 A copy of this Plan, the Agency’s annual progress to the Equality Commission Northern Ireland (ECNI) and its three-year review of this Plan will be made available on the Agency’s website at www.loughs-agency.org.

Disability Action Plan

2.2 In the performance of the above roles the Agency carries out functions in the following areas:

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1.3 The Board and Chief Executive of Loughs Agency are committed to implementing effectively the disability duties and this Disability Action Plan. We will seek to allocate the necessary resources (in terms of people, time and money) in order to effectively implement this Plan and where appropriate, build objectives and targets relating to the disability duties into annual operating plans.

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1.2 Under Section 49B of the DDA 1995, Loughs Agency is also required to submit to the Equality Commission a Disability Action Plan demonstrating how it proposes to fulfil these duties in relation to its functions.

The promotion of development of Lough Foyle and Carlingford Lough for commercial and recreational purposes in respect of marine, fishery and aquaculture matters.

The conservation, protection and development of the inland fisheries of the Foyle and Carlingford Areas.

The development and licensing of aquaculture.

The development of marine tourism.

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• Promote positive attitudes towards disabled people.

• Encourage participation by disabled people in public life (‘the disability duties’).

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Loughs Agency screens any policies / projects for equality impact assessment, taking due note of any adverse impact on disabled people.

3.2 Public Life Positions

Loughs Agency is a North South Implementation Body and therefore does not have control over the appointment of its Board. The North/South Ministerial Council is responsible for the appointment of Loughs Agency Board Members.

Disability Action Plan

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4. Action Measures

6. Annual Report

4.1 Outlined in Annex 1 and 2 below are the measures the Agency proposes to take over the three-year period of this Disability Action Plan, together with performance indicators or targets.

The Agency will prepare an Annual Report on the implementation of its Plan. The Annual Report will be included as part of the Agency’s Annual Report to the Equality Commission on the implementation of its Equality Scheme.

Year 1 2025/26 Year 2 2026/27 Year 3 2027/28

7. Three-Year Review

5. Effective Engagement 5.2 It is hoped that these ongoing consultation measures will enable the Agency to:

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Identify barriers faced by disabled people in participating in public life in general and specifically any barriers they have encountered in relation to their dealings with the Agency.

Identify circumstances in the past in which the Agency has not promoted positive attitudes towards disabled people and by identifying opportunities in the future for the Agency to promote such attitudes.

Set priorities and identify solutions as regards the taking of remedial action.

Monitor and review the effectiveness of measures taken.

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Following on from the initial consultation the Agency intends to further discuss the implementation of the Plan by meeting with: • • • •

Individuals.

Advisory groups.

Consultative panels.

And by carrying out surveys and other innovative ways of involving disabled people.

5.3 The Agency is keen to ensure the highest level of inclusivity in consulting and therefore will consider the following: • • • • •

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8. Action Measures

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5.1 The Agency is committed to carrying out consultation in a meaningful manner in the development of its disability duties in accordance with the Equality Commission’s guiding principles. In doing so the Agency is keen to bring about change for disabled people and is therefore focusing on the issues of involvement and participation in preparing this Plan. The Agency is also committed to engaging effectively with disabled people and their representatives in the drafting, implementation, monitoring and reviewing of this Plan and will ensure that this engagement continues in the future.

It is everyone’s responsibility to create a productive environment in which each person can fulfil their potential without unnecessary obstacles. The Agency is committed to a series of actions that it believes will help remove the disadvantage and social exclusion experienced by many people with disabilities.

In the tables below, Annex 1 and 2, the Agency lists all the actions that it suggests it will do, when they will be done and who will do them. This Action Plan is available on our website. The Agency will send this Action Plan out to all those on its list of consultees in June 2025 for a period of 12 weeks and welcomes feedback on its Plan during this period. A series of meetings can be arranged during this consultation period upon request. The meetings can take place internally or externally. After the 12 week period the Agency will consider any comments received and will make any necessary changes required to its Plan. A final version of the Plan will be published on the Agency’s website. The Plan will also be distributed to all staff and Board Members within the Agency.

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The Agency will carry out a three-year review of its Plan, in consultation with the Equality Commission for NI.

The time of day of meetings.

The appropriateness of the venue, and whether it could be accessed by those with disabilities.

How the meeting will be run.

The use of appropriate language.

Whether a signer or interpreter is necessary.

Disability Action Plan

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Disability Action Plan

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Disability Action Plan – Loughs Agency 2025-2028 Actions

Training and Development

Training Roll out Disability Equality Awareness training programmes to employees to meet our obligations under Section 75 of the Northern Ireland Act, Managers and staff are aware of their duties and Disability Discrimination Act (1995) and Disability Discrimination Order responsibilities in relation to disability issues and have the (2006): knowledge and skills to carry these out effectively.

• Review current Disability Equality Awareness training.

Develop the capacity of staff to remove attitudinal barriers All staff to attend training within 6 months of commencing employment.

• Deliver Disability Equality Legislation and Disability and Etiquette to appointing employees.

As required.

Awareness training programme to all employees.

Promotion of positive • Identify and target awareness raising session on specific areas of attitudes towards disabled Increased awareness of mental health issues and people. improved mental health within the workforce. disability.

Disability Action Plan

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Human Resources

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Include disability-related information in Loughs Agency communications. 1-3

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Improved communication of emotional health and wellbeing issues.

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Enhancing awareness and communication around emotional health and wellbeing.

Lead

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Positive attitudes towards disabled people and challenging negative attitudes.

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Develop the capacity of all staff to ensure awareness of legal obligations in relation to employment and service delivery.

Priority Timeframe 1 – 25/26 2 – 26/27 3 – 27/28

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Desired Outcome

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Strategic Issue / Theme

Human Resources

Deliver 1 tailor-made course to employees relating to communicating effectively with disabled people.

Review option to train employees in sign language each year.

Review options for online staff training and awareness campaign on emotional health and wellbeing.

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Disability Action Plan

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Actions

Priority Timeframe 1 – 25/26 2 – 26/27 3 – 27/28

Lead

Develop training programmes for Board Members to ensure awareness of legal obligations in relation to Board duties and responsibilities.

Positive attitudes towards disabled people and challenging negative attitudes.

Training Roll out Disability Equality Awareness training programmes to Board Members to meet our obligations under Section 75 of the Northern Ireland Act, and Disability Discrimination Act (1995) and Disability Board Members are aware of their duties and responsibilities in relation to disability issues and have the Discrimination Order (2006): knowledge and skills to carry these out effectively.

• Review current Disability Equality Awareness training.

All Board Members trained.

• Deliver Disability Equality Legislation and Disability and Etiquette Awareness training programme to Board Members.

All Board Members to attend training within 6 months of appointment.

As required.

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Director of Corporate Services

Increased staff awareness and understanding of the needs of disabled people and how to better support disabled people.

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Human Resources

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Human Resources

Disability-related communication articles recorded.

Mainstreaming Disability Duties

Robust baseline disability and other equality-related information available for use by staff in all aspects of the business.

Conduct research into collection and recording of disability and equality monitoring data across all Directorates.

Promoting Transparency and Improved awareness of disability activity and progress Accountability in Disability within the Agency.

Initiatives and Progress

Submit Annual Progress Report to Board and Senior Management Team.

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Human Resources

Enhancing public awareness Improved awareness of disability duty actions outside of Submit Annual Progress Report to Equality Commission NI, place on the and accountability of Agency. website. disability duty actions.

Include regular features about disability in external communications.

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Human Resources

Promoting awareness and accessibility of disability discrimination and equality guidance for staff.

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Human Resources

Disability Action Plan

Clear guidance on Disability Discrimination Order, equality and good relations screening is available to all staff.

Establish baseline information on monitoring systems.

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Strengthening data collection and monitoring to support informed equality and disability practices.

We will use our internal methods of communicating with staff to raise awareness of national awareness days / weeks particularly in terms of disability.

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Communication

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Desired Outcome

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Strategic Issue / Theme

Ensure new staff are aware of the equality and good relations screening process which addresses equality of opportunity issues with disabled people.

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Disability Action Plan

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Strategic Issue / Theme

Desired Outcome

Actions

Priority Timeframe 1 – 25/26 2 – 26/27 3 – 27/28

Lead

Ensuring prompt and effective provision of alternative formats for accessibility.

Requests for alternative formats are dealt with promptly.

Update approved list of providers of alternative formats and circulate to Agency. Review annually.

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Human Resources

Promote a culture that positively encourages staff to declare disabilities. 2

Human Resources

Promoting Positive Attitudes

Encouraging Participation

Increased effective and meaningful public involvement of people with disabilities.

Disability Action Plan

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Review opportunities to develop more meaningful civic voice and engagement in the Agency’s work.

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Review potential to host shadowing, taster sessions opportunities for disabled people.

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Expanding job opportunities Increased job opportunities for disabled people. and work placements for disabled people.

Review consultation and stakeholder list.

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Develop a suite of measures to assist managers to deal effectively and sensitively with employee relations.

Human Resources

Human Resources

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Promoting meaningful engagement and participation of people with disabilities.

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Disabled employees feel confident, comfortable and supported in their working environment.

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Creating an inclusive and supportive workplace environment for disabled employees.

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Disability Action Plan

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Performance Indicators and Outcomes Timescale

Training

Deliver 1 Disability Equality Legislation and Disability and Etiquette Awareness training programme to all employees.

Develop the capacity of all staff to ensure awareness of legal obligations in relation to employment and service delivery.

Year 2

Develop the capacity of staff to remove attitudinal barriers to appointing employees.

Deliver 1 specific awareness-raising session.

Promotion of positive attitudes towards disabled people.

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• Deliver Disability Equality Legislation and Disability and Etiquette Awareness training programme to all employees.

• Identify and target awareness raising session on specific areas of disability.

All staff to attend training within 6 months of commencing employment.

As required.

Disability Action Plan

Deliver 1 Disability Equality Legislation and Etiquette Awareness classroom training programme to all Board Members.

• Deliver Disability Equality Legislation and Disability and Etiquette Awareness classroom training programme to all Board Members.

• Provide classroom-based programmes.

• Identify and target awareness-raising session on specific areas of disability.

Year 2 All Board Members to attend training within 6 months of appointment.

As required.

Deliver 1 specific awareness raising session biannually.

Mental Health Autism Awareness

Mental Health Year 2 Autism Awareness Year 3

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Board Members have improved knowledge of the disability legislation.

Develop the capacity of Board Members to ensure awareness of disabilityrelated issues in Board decisions.

Promotion of positive attitudes towards disabled people among Board Members.

Year 2 Year 3

We will design, deliver, review and monitor procedures for all training programmes delivered to our staff and Board Members.

Measurement and review design to incorporate reaction, learning and behaviours in all training programmes.

Training is up to date and relevant and will challenge negative stereotypes / attitudes towards disabled people.

Training for all new employees on obligations under Section 75 of the Northern Ireland Act, Disability Discrimination Act (1995) and Disability Discrimination Order (2006).

Year 1-3 following training.

Promotion of positive attitudes towards disabled people among staff and Board Members.

New staff have improved knowledge of the legislation and increased awareness of disability.

Training on good practice in relation to the recruitment / interviewing of a person with a disability for anyone involved in the recruitment panel / procedure.

Training requirements are reviewed at the initial stage of the recruitment competition.

As Appropriate

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Roll out Disability Equality Awareness training programmes to employees to meet our obligations under Section 75 of the Northern Ireland Act, Disability Discrimination Act (1995) and Disability Discrimination Order (2006):

Roll out Disability Equality Awareness training programmes to the Board to meet our obligations under Section 75 of the Northern Ireland Act, Disability Discrimination Act (1995) and Disability Discrimination Order (2006):

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Action Measures

Performance Indicators and Outcomes Timescale

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Annex 1: Actions to Promote Positive Attitudes Towards Disabled People

Action Measures

Disability Action Plan

Training requirements for new staff are formally reviewed at the beginning, midpoint and end of the annual performance cycle.

As Appropriate

Staff have improved knowledge of best practice and increased awareness of disability.

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Increased staff awareness and understanding of the needs of disabled people and how to better support disabled people.

Prepare an Annual Progress Report on the action points in this Disability Action Plan. The progress report will detail progress in terms of actions fully achieved, partially achieved and not achieved.

Annual Progress Report to the Equality Commission for NI (ECNI).

Annual

ECNI will receive Annual Progress Report by the end of August each year.

We will develop a corporate approach to use of images including photography which reinforces a positive image of disabled people accessing our services.

All publications will conform to new corporate approach.

Year 2

Positive attitudes to disabled people in all communications.

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Promote our staff’s health and Enhanced understanding of Positive attitudes to disawellbeing particularly in terms how to maintain good mental bled people and staff. of mental ill health. health.

We will be a model employer Develop opportunities to Enhanced awareness of for colleagues with a mental signing ECNI’s Mental Health mental health issues. health disability.

Charter.

Supportive work environment for staff with mental health-related issues.

Year 1 Sign up to ECNI’s Mental Health Charter.

We will ensure staff and Board Members can easily and confidentially disclose their disability status.

Number of staff and Board Members disclosing they have a disability.

Year 2

Better understanding of the disability profile of our workforce and Board Members.

Annex 2: Encouraging and Supporting Full Participation of Disabled People in Public Life

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Disability-related communication articles recorded.

Year 1-3

Measures

Performance Indicators and Outcomes Timescale

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Communication We will use our internal methods of communicating with staff to raise awareness of national awareness days / weeks particularly in terms of disability.

Recruitment and selection procedures reviewed in line with best practice to remove barriers.

Reviewed recruitment and selection procedures.

Advertisement of positions, employees on external disability-related groups and Employers for Disability NI jobs Bulletin Board.

Number and location of advertised positions for staff.

Improved access to positions for disabled people.

Year 1

Supporting full participation of disabled people in public life positions.

Year 3

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Performance Indicators and Outcomes Timescale

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Action Measures

Improved access to job positions for disabled people.

We will self-audit our website Reviewed website to ensure Improved accessibility of to ensure it meets the required our information is accessible. our website. up to date legal accessibility Year 1 standards.

Positive attitudes to disabled people and staff.

We will ensure staff and Board Members are aware of the provision and procedures relating to reasonable adjustments.

Disability Action Plan

Record of reasonable adjustments procedure reviewed and updated.

Year 2

Reasonable adjustment process and procedure communicated to all staff and Board Members.

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Disability Action Plan

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Requests for the document in another format will be considered Please contact: info@loughs-agency.org