Flexible first…as must for disability inclusivity

Creating a truly inclusive environment means businesses can tap into a diverse pool of talent, foster innovation and productivity, and improve the overall well-being of their employees. However, although many organisations have a greater awareness of disability in the workplace, many still need to open their eyes to the stigma surrounding disabilities and ensure they can create workplaces that are accessible to everyone. Leo Wax, Consultant in Macmillan Davies’ London office discusses.

Access untapped talent

A recent study revealed that while 90% of global businesses prioritise diversity and inclusivity, only 4% consider disability a key concern. Disabilities, both physical and mental are somewhat overlooked in D&I approaches and this needs to be alongside other D&I priorities. If workplaces improve how disabled and neurodiverse people experience work, they will not only be able to make their workplace more truly diverse, but also tap into potentially untapped talent that those potentially excluded groups can offer.

Allowing people to be their authentic selves

If businesses do not tackle disability discrimination head-on, the subject remains taboo, leading people to hide their disabilities at work and throughout the recruitment process. According to new research, 45% of disabled people have hidden their disability at work due to the fear of being judged. Almost half (43%) of disabled people have avoided sharing their disability due to the belief it would stall their progression at work or affect a promotion.

This, in turn, will have a knock-on effect on company culture, affecting morale, and how well people work and ultimately leading to disabled employees looking for work elsewhere, in a business that embraces them and caters to what they need.

Think ‘flexible-first’

The ‘flexible-first’ approach is something that can be adapted by more businesses – moving away from presenteeism and more into a work culture based on performance and contribution to the businesses. The seismic shift in the workplace since the pandemic has seen a change in how respondents rated their top benefits. In 2019, the top two benefits were bonuses and pensions. Today, our HR Insights survey showed flexible working and a favourable hybrid-working pattern take precedence, with company culture named as the number one factor in respondents’ current role. In order to attract and retain the best talent, businesses should be thinking about how to cater to ALL employees.

It's a culture thing

The stark reality is many people with a disability feel they need to prove themselves and might end up putting themselves in compromising positions in order to show colleagues that they are just as good as them. It’s important then, not only to be thinking about the material elements of accessibility such as physical office alterations, but it’s also something that needs to be embedded into company culture, and perhaps even educated about so that there is no bias or a bad feeling between disabled and non-disabled colleagues.

There are some quick wins for businesses, such as implementing designated quiet areas for employees who find they have issues with noise or providing unconscious bias training for hiring managers/interviewers. But the most important one is to open up the lines of communication and start having honest conversations. People with disabilities, in particular, are often left out of discussions around inclusion because they face various forms of social, cultural, and even legal discrimination. In the workplace, this means that they sometimes may not be treated inclusively or given appropriate accommodations.

The best way to create an inclusive environment for people with disabilities is to ask people with disabilities. Foster an environment of inclusivity by asking employees with disabilities how they would like their disability to be addressed (if at all), what accommodations or support they might need (if any), in addition to how well they feel the organisation promotes accessibility and inclusion.

Get in touch

Should you wish to have a confidential chat with Leo Wax to discuss the current HR market and where we can help with inclusive recruitment or your search for work/recruiting into your team, please contact him directly at lwax@mdhr.co.uk

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