equality law and way forward agreement

[littlehead]

it states that in the equality law that no artificial barries should be in place that could stop someone from getting a job/filling a role who has a disability. my question is this, could the way forward agreement be regarded as an "artificial barrier" if it is used to ringfence duties to keep it out of a resign,so it would be classed as a displacement if someone had to sign for another duty to allow a dda covered person to fill that more suitable role? or using seniority when there are two or more candidates who are covered under dda to align them to a duty rather than looking at their capabilities and suitability? in my opinion these are both "artificial barriers" private cwu policy between themselves and royal mail not the law, just wanted to know someone elses opinion on this?

[fishtank]

Duties should be identified jointly by all three parties(manager,rep and member),any adjustments made and then ring-fenced for members with disabilities before a resign begins and before the way forward applies.
It's the incorrect application of resign guidance that is at fault not the way forward agreement.