Building an inclusive workplace does not just involve hiring people with disabilities. It is about developing long-term strategies, support and systems to create a more disability-inclusive workplace, especially since the UK official statistics say that over 5 million people who work in the United Kingdom have a disability. However, knowing where to begin or what to do can be challenging. If you are looking to build a healthy work environment for persons with disabilities, this guide has provided some tips to help you get started.
Improve Infrastructure at the Workplace
Environment plays a big role in the experience and scope of disability. You might want to consider making changes and alterations to physical features to accommodate people with a disability. Some barriers that hinder people with disabilities include computers without screen-reading software, buildings and bathrooms lacking wheelchair accessibility and lack of automatic doors.
Companies can also invest in various assistive technologies, such as:
- Enlarged keyboards
- Screen enlargement applications
- Voice recognition
- Closed captioning
Review Workplace Language
Everyone in the workplace should avoid certain terms when talking about persons with disabilities. For example, refrain from saying “the disabled” or “disabled person”.
Additionally, legal and medical terms such as “accommodation” or “impairment” can offend by implying that someone with a disability is damaged or needs special favours. Avoid these terms if possible, and choose respectful phrases and words. For instance, you can use “adjustment” or “modification” instead of “accommodation”.
When in doubt, the best thing to do is to ask other individuals what language they prefer when describing their disability if they disclose it. A good rule of thumb that you can default to is the person-first language since it separates someone from the disability.
What’s more? Job postings should use inclusive language. You can add a statement saying that we encourage qualified people with disabilities to apply and will provide reasonable accommodations. Emphasising flexible work options is a good idea, as it will encourage applicants with disabilities.
Train Employees on Inclusive Behaviour and Discrimination Issues
The Equality Act 2010 prohibits disability discrimination in employment and other areas of life. If managers, HR professionals and employers don’t know about the EA rules and guidelines, running afoul of the law can be easy. Consequently, this can lead to financial difficulties and embarrassment for the company.
Ensuring HR and management know about the EA 2010 and its requirements is crucial. The table below shows the main types of disability discrimination that employers and employees should be aware of:
| Types of Disability Discrimination at Workplace |
| Direct discrimination | This happens when you treat someone worse than another individual in a similar situation due to disability. |
| Indirect discrimination | This occurs when a company has a way of working or a particular policy that has a worse and more unfavourable impact on people with disabilities when compared to those without disabilities. |
| Discrimination arising from disability | This happens when you treat someone badly because of something connected to their disability, such as requiring time off for medical appointments or having an assistant dog. |
| Failure to make reasonable adjustments | Organisations and employers have to ensure individuals with disabilities can access education, jobs and services with ease, just like those without disabilities. |
| Victimisation | Victimisation is when someone is treated badly after making a discrimination complaint under the Equality Act. Also, it can happen if you support someone who has made a discrimination complaint. |
| Harassment | This type of discrimination occurs when you treat someone in a way that makes them feel humiliated, degraded or offended. |
It is worth noting that employers should host learning sessions that focus on disability awareness and etiquette. Not only should employers train employees and managers about inclusive behaviour, but they should also hold them accountable.
When it comes to training and guidance, employees can work with a Professional Employer Organisation to ensure compliance and help build a more inclusive environment for people with disabilities.
Offer Flexible Working Hours
Employers should have a flexible work arrangement with employees with disabilities. A flexible work schedule allows individuals to work with disabilities with ease and in a more intuitive way. It’s easier to factor in the need for external support and bad days without having the individual lose time from work and become more financially insecure.
With that in mind, let’s look at how offering flexible working hours can benefit employees with disabilities:
- Allow them to set their convenient hours to manage particularly symptomatic/painful periods of the day.
- They can commute in less busy times.
- They will have time to schedule clinic visits, doctor’s appointments and treatment without missing work.
- Allow them to respond to their body’s needs more freely.
- They can work less when required for health reasons and then recover that time without taking a leave of absence.
Split Responsibilities
If possible, employers can offer a job sharing or carving system for some individuals with disabilities. For instance, if an employee can do 80% of their task and struggles with the remaining 20%, the employer can consider finding someone else to finish the remaining hours. Alternatively, they can customise the job and then delegate several tasks to other employees instead of hiring another person. That means an employee with disabilities knows they will handle everything assigned to them without worrying about what tasks they cannot manage.
Include Them in Meetings
Employers should include accommodations for all participants, including employees with disabilities when planning a meeting. Asking participants if they have accommodations they want you to provide before a meeting starts is a good idea.
To make navigation a breeze, ensure the room where the meeting will take place is wheelchair accessible. You should include captioning in videos for employees who are hard of hearing or deaf and provide a transcript for individuals with auditory processing disorder.
You can also use large fonts on slides to ensure they are visible to those in the back. Be sure to send them out to everyone in advance so people can decide if they will access content with assistive technology.
During the meeting, ask the attendees if they need clarification on any points; give ample time for individuals who process information slowly, as this will allow them to gather their thoughts and come up with questions. Again, do not forget to ask what accommodations they need without making assumptions.
Hire a Support Team
Some people with disabilities may find riding on a ramp or lift and going from one building to another challenging. As such, they may need someone to help them access all the areas. Employers can hire professionals to work as a support team for those with disabilities. Make sure that the team you hire is patient, tolerant and expert in doing this job.
Final Thoughts
Not only is creating a healthy work environment for people with disabilities an ethical and legal obligation, but it’s also a strategic advantage for organisations. By fostering a culture of collaboration, respect and accessibility, employers will tap into the diverse talents, experiences and perspectives of employees with disabilities while enhancing performance, innovation and engagement.