A guide to supporting disabled employees in the workplace
October is ADHD Awareness month so we want to talk about how to best support your members of staff who are disabled. 1 in 5 people in the UK have a disability and 80% of these are invisible. Even hidden disabilities can encompass a wide range of physical and mental conditions which can impact on the way that individuals operate.
To ensure inclusion of disabled staff in the workplace, you can ensure that you are maximising on the support you offer employees who may need it.
Here are a few ways in which you can achieve this:
1. Include accessibility options in your recruitment process
You can try making all your applications forms, job descriptions and other documents available in accessible formats such as large print or Braille
Actively consider whether your venue for interview is accessible for wheelchair or hearing loop users for example
Review your policies to ensure they are effective for recruiting individuals with disabilities and adapt them as needed
If you require accessible information, documents or assistance from us as a part of your job search; please reach out to us; info@reddoorrecruitment.co.uk
2. Workplace training
When trying to ensure that the workplace is an inclusive space for employees with disabilities, you need to address this with all employees
All staff should be trained in diversity and inclusivity policies and educated about the needs and support requirements that are necessary for some of their colleagues which they may not be aware of and how to navigate conversations with colleagues in offering/asking for support
Seminars and training sessions which raise awareness surrounding the perspective of disabled people in the workplace and any difficulties they may face at work
3. Modify working environment/arrangements
In order to provide an inclusive and safe workplace, you may want to consider some adaptations which may benefit your disabled employees. You have to remember that not all disabilities present physically so it is important to explore the requirements of a variety of conditions when making changes in your office
For example, some people with neuro-divergent conditions such as autism or ADHD may find bright office lights and loud noises an obstacle. You could consider installing natural lighting and providing noise cancelling headphones and/or a quiet room
If possible, you may offer up the opportunity to work from home if it is difficult for the employee to make it in to the office or finds it a difficult environment to work in
Such adaptations tend to be very low cost and certainly more so than replace an employee who left because they did not feel comfortable at work
4. Equal Pay and opportunity
The disability pay gap on average sits around 12.2%, rising as high as 15% in London
It goes without saying that disabled employees should be treated and paid equally. Your positive and fair treatment of all employees will make you a more attractive employer which will attract talent and give you engaged staff
You should ensure that your policies regarding sick/disability leave are reflective of ‘reasonable adjustments’ that you are obligated to undertake to support your staff members
5. Your workplace should be a great place to work for everyone!
Making your office accessible for all staff is in line with improving your employee experience overall
You should consider the wants as well as the needs of all your staff to enable them to thrive in the workplace