The main legislative framework addressing protection of disability rights in the UK has been the Disability Discrimination Act 1995 (DDA) as amended by the Disability Act 2005 to widen the definition of disability in order to confer stronger protection rights. However, a consistent theme in criticisms of the disability rights protection framework in the UK has been the primary focus on compliance from an employers' perspective to avoid burdensome liability instead of a drive towards cultural change in how disability is viewed, which is essential to promote effective protection of disability rights . This has been compounded by the practical reluctance of the Disability Rights Commission (DRC) to utilise its extensive enforcement powers conferred by the DDA .
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