Boosting disability awareness and action across your business

More than 1 in 5 people in the UK are disabled, yet workplaces often fall short in providing the support and accommodations that disabled employees need to thrive. During Disability Awareness month, and beyond, it's important to raise awareness within your business and take action to promote inclusivity.

Understanding disability in the workplace

The Equality Act 2010 defines disability as 'a physical or mental impairment that has a substantial and long-term adverse effect on a person's ability to carry out normal day-to-day activities.' Under the Act, employers have a duty to make reasonable adjustments to ensure disabled people are not placed at a substantial disadvantage compared to non-disabled people.

Despite this legislation, there is still a significant disability employment gap in the UK. According to the Office for National Statistics (ONS), the employment rate for disabled people was around 52.6%, compared with 81.3% for non-disabled people in 2022.

Creating an inclusive workplace

To raise disability awareness and create a more inclusive workplace, here are some key steps employers can take:

• Training and education: Train managers and employees to understand the different types of disability, the potential barriers that disabled people face, and how to create a more inclusive environment. This can include online or in-person training programmes, or awareness-raising campaigns.
• Policies and procedures: Review and update your existing HR policies and procedures to ensure they are inclusive and accessible to disabled people. This could include reviewing your recruitment process to remove any potential barriers, such as ensuring your job advertisements are accessible and avoiding discriminatory language, and ensuring your workplace is physically accessible.
• Reasonable adjustments: Be proactive in making reasonable adjustments for disabled employees. This could include providing assistive technology, making physical adjustments to the workplace, or allowing flexible working arrangements.
• Communication and support: Encourage open communication and provide appropriate support for disabled employees. This may involve creating a mentoring or buddy system, setting up an employee resource group for disabled employees, or setting up an Employee Assistance Programme (EAP).
• Celebrate diversity: Show your commitment to disability awareness by promoting and celebrating the achievements of disabled employees, and marking awareness dates throughout the year.

By taking these steps, you can create a more inclusive and supportive workplace, one that allows all employees, including those with disabilities, to reach their full potential.