Introduction:
In today’s diverse workforce, it is crucial for employers to prioritise disability inclusion. Despite the fact that 23% of working-age adults in the UK are disabled, the unemployment rate for disabled individuals remains significantly higher than that of their non-disabled counterparts.
This blog aims to help employers identify barriers and set ambitious targets to promote disability inclusion. Additionally, we will explore the social model of disability as a guiding principle for all efforts related to equality, diversity, and inclusion (EDI).
1. Identifying Barriers and Setting Ambitious Targets:
To create an inclusive workplace, employers must first identify the barriers that prevent disabled individuals from accessing employment opportunities. This may involve conducting accessibility audits, engaging with disabled employees, and seeking external expertise. By setting ambitious targets, employers can actively work towards reducing the unemployment gap and creating a more inclusive workforce.
2. Supporting Employees with Long-Term Health Conditions:
Employers can play a vital role in supporting employees with long-term health conditions to sustain work. This can be achieved through flexible working arrangements, reasonable adjustments, and providing access to support networks. By fostering an environment that values and accommodates the needs of disabled employees, employers can help them thrive in their roles.
3. Developing Disability Smart Managers:
Managers play a crucial role in creating an inclusive workplace. By providing mandatory training on disability inclusion, employers can equip managers with the knowledge and skills necessary to support disabled employees effectively. This training should focus on building confidence, understanding legal obligations, and promoting a disability-inclusive policy.
4. Workplace Adjustments Process and Colleague Passport:
Implementing a workplace adjustments process can ensure that disabled employees have the necessary accommodations to perform their roles effectively. This process should be transparent, accessible, and regularly reviewed to meet changing needs. Additionally, a colleague passport can provide valuable information about an employee’s disability-related needs, preferences, and strengths, facilitating a smoother integration into the workplace.
5. Supporting Mental Health and Wellbeing:
Mental health and wellbeing are essential aspects of disability inclusion. Employers should prioritise creating a supportive environment that promotes positive mental health for all employees. This can be achieved through awareness campaigns, access to mental health resources, and fostering a culture of open communication and support.
Conclusion:
Creating an inclusive workplace requires employers to actively address barriers and set ambitious targets for disability inclusion. By adopting the social model of disability as a guiding principle, employers can ensure that their EDI efforts are comprehensive and effective. Supporting employees with long-term health conditions, developing disability smart managers, implementing a workplace adjustments process, and prioritising mental health and wellbeing are key steps towards fostering a truly inclusive workplace for all.