Enabling a Workplace Culture of True Disability Inclusion

We hosted Esi Hardy, Managing Director of Celebrating Disability, at our Diversity and Inclusion in Business Conference 2024. According to the Equality Act definition, 23% of working-age people in the UK are disabled (ONS, 2023). Esi, who has cerebral palsy, emphasised the importance of lived experience in leading and delivering services in her organisation. She provided valuable insights on promoting disability inclusion in the workplace, who has cerebral palsy, emphasised the importance of lived experience in leading and delivering services in her organisation. See these insights in the video above or read the summary below.

The Current State of Disability Inclusion

Employment Gap

The disability employment gap in the UK, which measures the difference between the employment rates of disabled and non-disabled people, stands at 28.5 percentage points as of 2023. This highlights a significant disparity in employment opportunities and outcomes for disabled individuals compared to their non-disabled counterparts. The employment rate for disabled people was recorded at 53.3%, while for non-disabled people, it was 81.9%​ (GOV.UK)​.

Application Volume

Disabled job seekers are required to submit 60% more applications than their non-disabled peers to secure employment. This statistic underscores the additional hurdles faced by disabled individuals in the job market, from biases in the recruitment process to the lack of accessible application procedures​ (Trades Union Congress)​.

Retention Issue

For every 100 disabled individuals who secure employment, approximately 120 leave their jobs, often due to workplaces not being adequately equipped to support their needs. This high turnover rate indicates that many workplaces fail to provide the necessary accommodations and inclusive environment for disabled employees to thrive​ (GOV.UK)​.

Key Challenges and Solutions for Disabled Staff

1. Low Disclosure Rates: Many disabled individuals do not disclose their disabilities due to fears of discrimination or because they are not aware of their rights. To address this, organisations should clearly communicate their commitment to inclusion and actively invite employees to share their access requirements without fear of repercussions.
2. Unfollowed Processes: Even when processes for inclusion exist, they are often not followed by line managers due to a lack of training and resources. Providing comprehensive training and making inclusion a key performance indicator can help ensure these processes are implemented effectively.
3. Inability to Implement Support: Delays in providing necessary adjustments can significantly impact disabled employees. Organisations need to streamline their systems to ensure prompt and effective implementation of reasonable adjustments.
4. Inaccessible Offices: Physical accessibility is crucial, but inclusion also involves providing intangible adjustments such as flexible working hours, accessible communication methods, and a supportive culture that values diversity.

Creating an Inclusive Culture

To foster an inclusive environment, organisations must:

• Display Commitment: Clearly communicate efforts and progress in disability inclusion.
• Engage Employees: Regularly discuss and review support mechanisms with all employees.
• Develop Robust Systems: Ensure systematic processes for requesting and implementing adjustments.

By addressing these challenges and committing to a culture of inclusion, workplaces can significantly improve the employment and retention rates of disabled individuals, ensuring they have equal opportunities to contribute and succeed in their roles.

For more detailed statistics and insights, you can refer to the reports from GOV.UK and the Trades Union Congress (TUC)​ (GOV.UK)​​ (Trades Union Congress)​.

Enhancing Disabled Inclusion in Workplaces

Hardy concluded with a call to action, urging organisations to implement at least one strategy to enhance disability inclusion. Her talk underscored the necessity of a proactive, systemic approach to creating a truly inclusive workplace for disabled individuals.

Inclusion, Diversity and Equality in the Workplace Conference

Why Attend?

• Gain Valuable Insights into the latest trends, best practices, and strategies for promoting equality, diversity and inclusion (EDI) in the workplace
• Learn from expert speakers and industry leaders who will share their experiences and expertise in implementing successful EDI initiatives
• Explore innovative approaches to creating inclusive work environments that foster belonging and respect for all employees
• Acquire practical tools and resources to develop and implement robust EDI policies and practices within your organisation
• Network with like-minded professionals and exchange ideas, experiences, and best-practices for advancing EDI in various industries and sectors.