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The protection and support of disabled employees

View profile for Chloe Pereira
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In our final EDI article exploring the intricate tapestry of workplace diversity, we take a look at one crucial thread which weaves through many of the topics we’ve covered — the protection and support of disabled employees. Under the Equality Act 2010, 'disability' is a protected characteristic, and employers must understand their responsibilities in order to minimise the risk of claims. However, it should go beyond this – employers hold a pivotal role in fostering an inclusive environment that recognises, understands, and supports the needs of disabled individuals.

Understanding the Landscape

Disabilities, both visible and invisible, encompass a broad spectrum, ranging from physical impairments and sensory conditions to mental health challenges. It's paramount for employers to acknowledge the existence of invisible disabilities—conditions that may not be immediately apparent but significantly impact an individual's daily life and work.

Supporting Disabled Employees

Creating an inclusive workplace involves more than compliance; it necessitates a genuine commitment to the well-being and success of every employee. Recognising and supporting disabled employees not only enhances workplace morale but also contributes to a more innovative and dynamic organisational culture.

Reasonable Adjustments

One key mechanism for fostering inclusivity (as well as meeting your legal obligations) is through reasonable adjustments. These are modifications or changes made to the workplace or working arrangements to accommodate the needs of disabled employees. Importantly, they level the playing field, ensuring that disabled individuals have equal access to opportunities and can perform their roles effectively.

Examples of reasonable adjustments include

  • Flexible Working Arrangements: Offering flexibility in working hours or remote work options can be particularly beneficial for individuals with chronic health conditions or mental health challenges. It follows that when you’re considering a flexible working application, you should consider whether disability could be a factor (even if the employee hasn’t specifically mentioned it).
  • Accessible Facilities: Ensuring that the physical workspace is accessible, with ramps, elevators, and other accommodations, is crucial for those with mobility impairments. It’s also important to consider such adaptions in a sensitive and holistic way – involve those individuals it affects in the decision making process. Making assumptions can sometimes result in unintended, but damaging, consequences.
  • Mental Health Support: Implementing mental health support mechanisms, such as Employee Assistance Programs (EAPs) or counselling services, acknowledges the importance of mental well-being.
  • Assistive Technology: Providing tools and technology tailored to the needs of individuals, such as screen readers or ergonomic office equipment, enhances accessibility.

Practical Tips for Employers

  • Raise Awareness: Promote understanding and awareness of disabilities among all staff. Training programs and informational sessions can be valuable tools.
  • Open Communication: Foster an environment where employees feel comfortable discussing their needs. Open communication channels reduce stigma and promote inclusivity.
  • Tailored Support: Recognise that each disabled employee's needs are unique. Tailor support and adjustments based on individual requirements.
  • Policy Review: Regularly review and update workplace policies to ensure they align with best practices for inclusivity and compliance with disability legislation.
  • Think like someone else: You may not immediately recognise or understand why an individual is struggling with a certain task. Seek specialist advice and a second opinion – we all have blind spots. For example, someone could be struggling to pick up a task because they are being trained in a busy open plan office and they have ADHD which makes this a challenging learning environment.

By proactively embracing and accommodating the needs of disabled employees, organisations not only comply with legal obligations but also pave the way for a workforce that thrives on diversity and inclusivity.