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Royal Bank of Scotland
Royal Bank of Scotland 2004 CSR report
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Accessibility

We are improving our branches to make access easier for everyone. For example, we are improving lighting levels and fitting handrails to steps.

Where possible all of our new and refurbished branches have been designed with the following features:

  • A permanent or temporary ramp
  • Automatic or power assisted doors
  • Audio Induction loops installed on some counter positions and a portable induction loop that can be used during meetings and interviews
  • Interview rooms at ground level with access suitable for wheelchair users
  • Counter positions at lower levels for customers who use wheelchairs and, in branches where this isn't possible, a writing table at a lower level
  • Layout and signage designed with suitable colour contrast to assist our partially sighted customers.

We are committed to operating as a meritocracy, where all employees can develop their full potential – irrespective of their race, gender, marital status, age, disability, religious belief, political opinion or sexual orientation.

Disability

We are committed to eliminating discrimination on the grounds of disability by:

  • Interviewing all disabled job applicants who meet the minimum selection criteria for a job vacancy and considering each on his or her ability.
  • Ensuring that all disabled employees are smoothly and effectively inducted into the Group.
  • Working in partnership with employees to develop reasonable and practicable workplace adjustments to allow them to perform their jobs effectively.

We have arranged for workplace assessment and advice to be provided to line managers through our external occupational health supplier, Capita Health Solutions, where necessary. In addition, all of our employee intranet sites are fully compliant with the Disability Discrimination Act (DDA).

  • Making every effort to retain employees who become disabled while in the employment of the Group.
  • Introducing our Online Disability Awareness training programme which is mandatory for all of our employees in the UK and Ireland. This programme ensures that employees develop an understanding and awareness of disability. There is an additional module for line managers.

In the wider community, RBS is a Gold Card member of Employers' Forum on Disability.

Ulster Bank, part of the RBS Group, won three Awards for Excellence at the O2 Ability Awards 2005 for

  • Career Development,
  • Leadership, and
  • Recruitment & Selection.
Examining all aspects of employment, the awards recognise progressive attitudes in organisations that see disability and diversity as a corporate opportunity and key to success.

There are approximately 8.6 million disabled people in the UK covered by the Disability Discrimination Act, which represents around 15% of the population.

Most disabled people acquire their disability during their working life or later. By the year 2010, 40% of the UK population will be over 45 - the age at which the incidence of disability begins to increase significantly. Of the 2.8 million disabled people on state benefits and not in work nearly a million would like to work.

Royal Bank of Scotland Corporate Responsibility (2004)


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