Disability Equality Training

In the workplace

How do we begin a conversation about differences without embarrassment?  Most will admit feeling fearful of talking about disability, having previously been told what not to say. The employment of disabled people is not always a live topic for many of us, for countless reasons the matter rarely comes up for discussion, as we no doubt feel our organisations reflect the community they serve. While many disabled workers enjoy their jobs, it is highly likely that more have struggled to find employment within organisations that ignore the barriers they face. The right to a professional environment that is free of discrimination is rarely on offer. This may be because to date most businesses do not acknowledge the barriers they present or that they exclude.

 

There is a difference between disabled individuals wanting to work and the ability of working communities to welcome disabled professionals. When perceived as unemployable, disabled professionals are left with little choice. While organisations fail to consider the barriers they need to address, they continue to contribute to the disability employment gap.    Rather than ask disabled individuals to identify, which is stigmatising, let us ask those in the room to build to a ‘belonging’ policy.  Asking questions about participation gives people an opportunity to talk about the aspects they themselves fear about participation in the workplace.  

 

It is not up to disabled employees, or disabled clients, to be more fluent about their experience (forests of accounts already exist). The onus is on us all, as business leaders, to articulate the barriers the disabled population face more succinctly in our work and in organisational purpose.  At the heart of responsible business is an imperative to address sustainability, and this means taking equality seriously and developing strategies as a route to better sustainability in line with other Social and Environmental reporting responsibilities.  The distinctive nature of the disadvantage disabled people experience at work is an indirect cost to society, therefore more equitable participation as an investment in the well-being of our communities.

 

As the Equalities Act 2010 makes clear there is a duty on business leaders to address Equality, Diversity and inclusive practice in the workplace, and to acknowledge the experience, knowledge and wisdom disabled professionals bring to workplaces. Bearing in mind, that the duty is on the organisation to be proactive.  Therefore,  we all need to address the sexism, racism, homophobia, and religious intolerance within our walls. 

 Disabled people face specific barriers, it makes sense to remove those barriers we can identify before recruitment starts. In addition to a commitment, or long-term plan, to keep going further as our relationships with disabled workers develop, and we invest In the benefits of our organisation’s inclusive practice.

 

what do you need to participate fully? The onus is on professionals to understand a human rights orientation in their working practice and workplace culture.  How does your organisation describe inclusive practice, and what specific group of individuals may subject to inequality because of difference?