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Monitoring the Disability Discrimination Act (DDA) 1995 - Centre for ...

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applicant/claimant) at <strong>the</strong> tribunal/court hearing.<br />

■ Impairment type. We aimed <strong>for</strong> a broad spread of<br />

applicants/ claimants according to <strong>the</strong> type of impairment<br />

<strong>the</strong>y had. In particular, we aimed to ensure that <strong>the</strong> sample<br />

included individuals with physical and mobility<br />

impairments, sensory impairments, mental health<br />

conditions, learning disabilities and progressive illnesses.<br />

■ Gender. We aimed <strong>for</strong> a reasonable balance between men<br />

and women among applicants/claimants (bearing in mind<br />

that <strong>the</strong> data analysis in <strong>the</strong> first two monitoring studies<br />

showed that men were significantly over-represented<br />

among litigants in <strong>DDA</strong> cases taken to date).<br />

■ Occupation of applicant/claimant. We aimed <strong>for</strong> a<br />

distribution of applicants/claimants from manual, nonmanual<br />

and professional occupations.<br />

■ Sector of respondent/defendant. In Part II cases we aimed<br />

<strong>for</strong> a broad distribution of respondents from<br />

manufacturing and service sectors, and from <strong>the</strong> public<br />

and private sectors. In Part III cases we aimed <strong>for</strong> a spread<br />

of types of service providers.<br />

■ Representation/advice. The sample was chosen to include<br />

applicants/claimants and respondents/defendants who<br />

represented <strong>the</strong>mselves in cases, and among those who<br />

had advice or representation we aimed to secure a spread<br />

of types of adviser/ representative.<br />

Given <strong>the</strong> large number of relevant criteria, compared with<br />

<strong>the</strong> overall scale of <strong>the</strong> research, it was not possible fully to<br />

meet all of <strong>the</strong> above criteria. Table 2.3 to Table 2.9 below show<br />

40

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