Creating a more disability-inclusive future

How inclusive is your workplace? If the results of a recent major survey are anything to go by, it’s likely there is significant room for improvement. So this month, we’re calling on businesses everywhere to observe International Day of Persons with Disabilities on Wednesday 3rd December, the theme of which this year is “Fostering disability-inclusive societies for advancing social progress”.

The point is that if we raise awareness of the challenges faced by people with disabilities and make positive changes that promote their full inclusion in all aspects of society, we all stand to benefit. But to reach that point, there is still much work to be done…

The results are in

The Great Big Workplace Adjustments Survey 2023 was described as one of the most comprehensive pieces of research ever conducted into the workplace experiences of disabled people and people with long term conditions in the UK. As such, there is a lot we can learn from the results:

• 78% of disabled employees said they, rather than their employer, had to initiate the process of getting adjustments.
• 58% of employees said getting the adjustments they needed was due to how assertive and confident they are to ask for that support.
• 56% of disabled employees said there are still disability related barriers in the workplace after adjustments have been made.
• Only 37% of disabled employees feel their employer is genuine about removing all disability-related barriers and making the workplace inclusive for disabled employees.
• Only 18% of disabled employees said their adjustments have removed all barriers in the workplace.

How can we create positive change?

For a workplace to become more inclusive, every member of the team needs to have a voice in shaping processes, policies and experiences. Here are five suggestions of how to make that happen:

1. Consider your recruitment process: Right from the very beginning of a person’s career journey, their needs should be considered, so think about your current recruitment process. Are you using inclusive language in job descriptions and attracting diverse candidates? Do you need to adjust your interview process to make it more accessible?
2. Encourage open communication: Every employee should feel confident discussing their individual needs with management. They should be actively involved in providing regular feedback, and their thoughts and opinions should be valued.
3. Prioritise accessibility: Making reasonable adjustments wherever and whenever required, such as installing ramps and renovating restrooms, providing ergonomic equipment and ensuring digital tools are compatible with screen-readers, can have a transformative effect on some people’s work lives.
4. Invest in training: All team members should be educated about the importance of accessibility, the challenges faced by people with disabilities, and issues such as unconscious bias.
5. Be flexible: Offer flexible working arrangements, such as remote or hybrid work patterns where possible, to accommodate your employees’ needs.

Speak to the Occupational Health experts at YourGP

If you’re interested in finding out more about ensuring your workplace is as disability-inclusive as possible, speak to the experts at YourGP about our wide range of corporate and occupational healthcare services. We’d be happy to tailor a package to your unique business needs. Simply call 0131 225 5656 or email occhealth@your.gp to make an appointment.