British Airways

← Return to partner profile


H1. Chronic Conditions Guide and Carers

Committed since:

1 January, 2013

Delivery plan:

Submitted: 19 December, 2011

British Airways has well-defined procedures for managing staff with ongoing medical problems and disabilities, with commitment from Keith Williams, the Chief Executive. The company is a member of the employers' forum on disability, the world's leading employers' organisation focused on disability as it affects business. The company is committed to the "Two ticks" initiative and has held the "Two ticks" disability symbol for more than five years.Training on "diversity and inclusion" is provided to all managers and there is a wide range of material and resources available on the corporate intranet. The "disability toolkit" contains guidance on legislation, best practice, attracting disabled candidates, supporting disabled colleagues, equipment, work environment and work practices, and details of support organisations. The toolkit is easily available to all staff on the intranet.There is a widely promoted employee assistance programme (known internally as Helpdirect), which provides a range of services and information to support staff and their families. It is entirely confidential and easily accessible to staff members and their families by phone or via the internet. Employees whose conditions affect their ability to perform their duties or attend work are referred to British Airways Health Services (BAHS), which is staffed by experienced health professionals.Everyone is assessed on an individual basis and the outcome may include:referral for "early active rehabilitation", which in many cases results in treatment being facilitated sooner than otherwise available;referral to the employee assistance programmeworkplace functional assessments;contact with external organisations (such as access to work, RNIB, AbilityNet etc) who can offer specialist support in complex cases;recommendations to line managers on adjustments.Moving forward, occupational health and working with the diversity and inclusion team to identify ways of improving support for line managers in dealing with stress and mental health issues.

Comments are closed.