Such, persons have to envisage discriminatory policies and practices, on account of their health problems and disabilities. This discrimination can be witnessed amongst people suffering from neglected diseases, such as leprosy, lymphatic filariasis and leishmaniasis 1. These diseases cause physical disabilities and physical deformities to the persons who have been infected with them.
Diseases like HIV/ AIDS, cause greater anxiety among the members of society. Consequently, those who suffer from such diseases are stigmatised to a greater extent, in respect of their right to health2.
Such individuals are commonly subjected to discriminatory practices at their workplace. Moreover, these people may find it difficult to access education and health care. This situation persists in both the public and private sectors; and women who are afflicted with these neglected diseases are more prone to undergo social discrimination and stigma3.
The Disability Discrimination Act 1995 prohibits any sort of discrimination against disabled persons. Under the provisions of the Disability Discrimination Act, discriminatory policies and practices have been deemed to be illegal. This Act prohibits discrimination in employment and promotion opportunities. In addition, employers should not dismiss or subject disabled persons to any disadvantageous situation in the course of their employment. Therefore, employers in the public, as well as the private sector are required to comply with the provisions of the Disability Discrimination Act4.
In the UK, apart from the DDA, there are a number of other statutes and regulations that deal with disability. These are the Disability Discrimination (Meaning of Disability) Regulations 1996 (SI 1996/1455), the Disability Rights Commission Act 1999, the Disability Discrimination (Blind and Partially Sighted Persons) Regulations 2003 (SI 2003/ 712), the Disability Discrimination Act 1995 (Amendment) Regulations 2003 (SI 2003/ 1673), the