Disability Inclusivity in the Workplace
It is estimated that, in the UK, 16 million people are living with a disability – that’s 1 in 4 people. More than 7 million people in the UK are of working age and live with a disability or long-term health condition; and of these 7 million, about half are in employment.
Research has shown that the biggest barrier disabled people face in the workforce is the negative attitudes associated. Because of the negative consequences that can occur, particularly if a person has a hidden disability, like CFS/ME, they often choose not to share this information with their employer. This can be damaging, as amendments cannot be made to their working day if their employer is unaware of their condition.
However, how a disabled person is viewed by a non-disabled person, or potentially their employer, is likely to have an effect on their choosing, or not choosing, to disclose their disability. 49% of working-age adults feel excluded from society because of their condition, and 41% feel as though they are not valued in society. No wonder this information if often concealed from their employer.
The 2010 Equality Act defines what is considered to be a disability as:
- someone with a ‘physical or mental impairment’
- the impairment ‘has a substantial and long-term adverse effect on their ability to carry out normal day-to-day activities’
The Equality Act also protects from discrimination by:
- requiring employers to make reasonable adjustments
- work to make sure their disabled staff are supported
- take steps to prevent discrimination
As an employer, you can take steps to ensure you are inclusive and protecting and supporting your disabled staff.
- Do your research. Take time to understand disability and accessibility and share this with your employees.
- Select a senior member in your company to be a disability champion – someone who can make inclusivity their priority.
- Review your equality, diversity and inclusion (EDI) policies and structure to see if it is fit for purpose, and make adjustments where necessary. Talk to your disabled employees to identify problems and how you can fix these – those with lived experience will provide the best feedback.
- Provide the correct tools to your staff so they are all understanding of inclusivity, and to prevent discrimination in the workplace.
Research has shown that having an inclusive workforce brings about many advantages, such as higher revenue, enhanced productivity, and a more positive and supportive environment. A recent report by Accenture, ‘The Disability Inclusion Imperative’, found that the leading companies in disability inclusion criteria had ‘1.6 times more revenue, 2.6 times more net income and double the profit’.
Employers need to promote a culture that implements and promotes real inclusivity – not by just ticking a box, but by actually doing. Offering employee training, encouraging inclusive language, and understanding and collaborating are key to creating an environment that is accepting of everyone. With this in mind, the entire workforce will benefit.
Written by: Megan Emily Phillips for H W Martin & Co LLP
e: meganemilyphillips@gmail.com
http://www.meganemilyphillips.com
The information provided in this blog is for general informational purposes only and does not constitute legal, medical, or professional advice. While we strive to ensure the content is accurate and up-to-date, it may not reflect the most current developments in the field. Readers are encouraged to seek advice from a qualified professional regarding specific concerns or situations. Reliance on any information this blog provides is solely at your own risk.