How to improve disability inclusion at work

EW Group Diversity & Inclusion Consultant, Roxane Lavanchy, discusses how to improve disability inclusion in the workplace. From reasonable adjustments and training to leadership commitment and policies, she explores key strategies to go beyond awareness and create a disability-inclusive environment.

Disability awareness initiatives have become a feature of many organisations’ efforts to foster empathy and create a better understanding of Disabled staff and customers. While disability awareness is an important step, it’s time for employers to move beyond awareness towards genuine disability inclusion, which recognises the diverse experiences employees may face in relation to their condition or difference.

Indeed, disability is a complex and nuanced experience. There is no definitive list of all conditions and differences that ‘count as a disability’ and only a small number of conditions are automatically ‘classed’ as a disability under the Equality Act 2010. Two people living with the same condition, for example, may experience different symptoms and disabling barriers on their workplace set-up.

For example, some Neurodivergent individuals thrive at work and don’t face any disabling barriers. However, others may be considered as Disabled under the Equality Act 2010 as their support needs are not met at work or daily life. There, employers have a duty to make reasonable adjustments just as they would to mitigate against any other disabling barriers in the workplace.

QUICK LINKS

• Benefits of disability inclusion
• Build a culture of disability inclusion
• Ensure disability-inclusive policies
• Role-model disability inclusion from the top
• Provide disability awareness training and education
• Promote accessibility in the workplace
• Empower disabled employees

Benefits of disability inclusion

It’s crucial that we build a culture of inclusion for Disabled staff as it benefits everyone and makes good business sense.

A disability-inclusive workplace offers endless advantages. It taps into a more diverse talent pool, ensuring that organisations draw from a wide range of skills, experiences and perspectives. Additionally, fostering disability inclusion can significantly boost staff engagement, collaboration and morale by creating an environment where everyone’s needs are considered and where we feel valued and respected.

And finally, maintaining awareness of disability-related laws and regulations ensures legal compliance, thus safeguarding both employees and employers.

However, as highlighted in our Guide to Successful Disability Recruitment, the number of disabled people employed within organisations remains low. The House of Commons Disabled People in Employment briefing reported that over 5 million working-age Disabled people were in employment between October to December 2023. Yet, Disabled people continue to face disabling barriers in the workplace and the employment rate for Disabled people remains relatively low at 54.2% (compared with a 81% in the general population).

Build a culture of disability inclusion

Building a culture where difference is celebrated extends beyond policy and reasonable adjustments. Workplaces should be designed where little, or no adjustments are required. Diverse needs should be anticipated, and barriers should be eliminated or minimised in all aspects of the employee life cycle, from the recruitment process to social events like team gatherings.

Disability Pride Month and Disability History Month also offer an opportunity to celebrate the Disabled community and its history and challenge the barriers and stigma Disabled people continue to face.

Ensure disability inclusion policies are in place

A robust set of policies is essential to build genuine and systemic inclusion. Your policies should demonstrate your commitment to an equitable, diverse and inclusive workplace. They should also clearly outline the support and provisions available to Disabled and Neurodivergent employees, including how to access reasonable adjustments.   

Consider implementing specific policies that address the unique needs of various marginalised groups. For example, neurodiversity awareness training can be an integral part of your policy framework, ensuring that all employees, including managers and senior leadership, are educated on how to create a workplace culture that is inclusive of neurodivergent individuals.  

Such training can foster greater understanding amongst colleagues and support a greater sense of belonging. Additionally, policies on flexible working arrangements, mental health support, and comprehensive anti-discrimination measures should be in place to ensure that the workplace has inclusion embedded throughout the organisation. 

Role-model disability inclusion from the top

Genuine disability inclusion begins with strong leadership commitment. Leaders must champion disability inclusion and demonstrate a genuine commitment to fostering diverse and equitable workplaces.

Leaders must lead by example and model inclusive behaviours such as using inclusive language and communication practices, using assistive technology and encouraging an open dialogue about disability and neurodiversity within the workplace. All will contribute to breaking down stigma and fostering a culture that not only accepts but celebrates difference and enables everyone to thrive.

Provide disability inclusion training and education

Comprehensive disability awareness and inclusion training is essential for all employees. Such training provides valuable insights into different experiences of disability and the barriers individuals may face, inclusive practices, reasonable accommodations, and effective communication etiquette. Organisations can offer a variety of training, including online modules, interactive workshops, and inviting guest Disabled speakers to share their experiences.

To effectively enact change in an organisation, training should not just focus on awareness. Training should equip all staff with an understanding of how disablement occurs and provide the tools to foster inclusion in the workplace. Disability awareness training should emphasise that it’s everyone’s responsibility to remove the barriers that Disabled and Neurodivergent employees face.

Training should centre on the intersectional lived experience of disabled and neurodivergent employees. Where relevant, it should also cover recruitment, inclusive design, assistive technology and inclusive events.

Promote accessibility in the workplace

Ensuring physical workspaces are accessible is fundamental to fostering inclusion. This includes ramps, working lifts, and accessible bathrooms but it doesn’t stop here: lighting, quiet working and break spaces, suitable workstations and permission to wear (noise-cancelling) headphones are important changes which are often forgotten.

Much of our work takes place in the digital world, yet digital accessibility often remains an afterthought – a loss both for employees and the business as it excludes a large customer base. Indeed, the Purple Pound, which refers to the spending power of Disabled households, is estimated to be worth £274 billion per year for UK businesses. It is also estimated that UK businesses lose approximately £2 billion a month by ignoring the needs of Disabled people.

Organisations must start prioritising digital accessibility by ensuring documents, websites, and communications are accessible to all and compatible with assistive technologies. In short, workplaces should apply the principles of Inclusive Design to all aspects of their work to minimise the barriers that Disabled and Neurodivergent people may face and ensure that a wide range of people can access the workplace and its services.

Empower disabled employees

Creating an environment where employees feel comfortable talking about disability and communicating their access needs and preferences is crucial. See our Disability Awareness Training which will benefit everyone in your organisation.

Too often the onus is placed on employees to self-advocate for their needs and go through convoluted processes to access basic adjustments. Workplaces should be designed where little, or no adjustments are needed. Additional adjustments may still be required, but this provides a solid foundation to start from.  

Employers should highlight what is already available to all staff. Where adjustments are needed, the process should be person-centered and as seamless as possible.   

Additionally, highlighting available resources such as employee resource groups and wellbeing services can provide essential support and foster a sense of belonging among Disabled and Neurodivergent staff.  

By committing to furthering disability awareness and inclusion in the workplace, providing comprehensive training, promoting accessibility, and empowering Disabled employees, organisations can foster workplaces where everyone can thrive. Embracing disability inclusion isn’t just the right thing to do. It is also beneficial for organisations and society as a whole.