Added: Over a year ago by Thales
At Thales we are serious about our responsibility under the Equality Act 2010 to protect people with disabilities from discrimination. It is also important to us to create an environment and a culture where people of all abilities are not only able to work here but to do so easily with the right infrastructure and support in place and feel included.
When we talk about disability we are referring to anyone with a longstanding physical or mental condition, this could be in terms of neurodiversity such as Autism or dyslexia, a physical disability or serious illness or mental health challenges.
Thales UK is recognised as a Disability Confident Employer with the Department of Work and Pensions. We are also members of Business Disability Forum (BDF), which helps us with our commitment to become a disability-smart organisation.
We aim to be as transparent as we can with data related to the diversity of our people.
Neurodiversity is the concept that describes the ‘variability of human cognition and the uniqueness of each human mind’. Although it has its origins in the autistic community, the neurodiversity paradigm includes other neurological variations such as ADHD, dyslexia and dyspraxia. Whilst not everyone with these conditions would consider themselves disabled, they are protected under the Equality Act 2010 and at Thales it is our aim to provide support and enablement in the same way. We don’t want any employee to have to work harder to fit a norm.
Some long-term mental health conditions are also classed as a disability under the Equality Act 2010. At Thales we have been and continue to be committed to the wellbeing of our staff and aim to create a culture where mental health is discussed openly and employees are supported.
