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For the millions of people living in the UK with a disability, barriers to employment have historically made a basic right to earn a living more challenging than it should be.
Now, finally, the world of work is changing, more roles than ever before can be performed from the comfort of your own home, and construction and engineering sectors are starting to become more inclusive – whether that’s championing diversity within their recruitment process or ensuring personal protective equipment is available to women in a size that actually fits them because it’s been designed for their body type.
Although some of these changes may only be small, they provide significant scope to encourage businesses to become a disability-friendly employer – and think more inclusively when they’re hiring.
The Government’s last census data identified that 10.4 million people in England and Wales are disabled, representing 17.8% of the population, which further demonstrates the importance of businesses ensuring they’re as accessible as possible.
We look at practical steps business can take to identify meaningful change.
Embrace reasonable adjustments
Reasonable adjustments are the cornerstone of any inclusive recruitment process. These modifications and accommodations enable candidates with disabilities to compete on an equal playing field.
Companies should integrate flexibility in both the application and interview stages. This can range from providing application forms in accessible formats to modifying assessment procedures or interview formats. Proactivity is key; offering adjustments as standard rather than waiting to be asked sends a clear message to disabled applicants that your company is committed to meeting their needs, and ensuring they are treated fairly.
Reasonable adjustments when employing someone with a disability include:
Physical adaptions to buildings or equipment
Changes to working hours to support flexibility
Work from home capability
Specialist or modified equipment
Adjusted responsibilities to fit abilities and skillsets
An Access to Work Government grant may be available to your business where you identify changes that are needed to better support a disabled colleague.
Review the application process
If you encourage job applications through your website, then make sure you review it to check the process is easy enough to complete and consider additional resources you may need to include to make it accessible. You can find out more about the support we provide here.
Where job interviews are traditionally held face-to-face, consider whether initial conversations can be made over a call instead, recognising the significant challenges disabled applicants may face travelling to an office, compared to non-disabled candidates.
Survey the office amenities
An accessible workspace is instrumental in supporting employees with disabilities. Conducting thorough surveys of the office environment ensures that physical spaces do not become barriers to productivity or inclusion. This might include assessing entry points, lifts, restrooms, and workstations for accessibility, as well as fire safety protocols.
Check the exterior of the building; Are there adequate disabled parking spaces? How far is the travel distance between the car park and the building? Where is the nearest public transport station or stop, and is the route to the office accessible? If security passes are used to enter the building are the location of touchpads accessible?
Where your workforce is big enough, consider creating an employee panel where colleagues can highlight any accessible issues they identify, and proactive improvements can be made.
Review working practices and policies
A flexible and inclusive workplace culture goes beyond physical adjustments. Companies should rigorously review their working practices and policies to ensure they support all employees.
Flexibility in working hours, remote work options, and consideration of health-related absences can create a supportive environment. Policies should be evaluated and adjusted regularly in consultation with disabled colleagues, ensuring they remain relevant and effective.
Know the law
A robust understanding of legislation surrounding disability rights and employment is fundamental. In the UK, the Equality Act 2010 provides a legal framework, safeguarding individuals with disabilities against discrimination in the workplace.
Familiarity with the provisions related to reasonable adjustments, indirect discrimination, and understanding what constitutes disability under the law is crucial. Legal compliance not only minimises risk but also demonstrates a commitment to fairness and equality.
Keep making changes
No business is ever finished when it comes to creating an inclusive workplace, because there are always small improvements that can be made and feedback from colleagues to take onboard.
That’s why it’s important to really review the disability support you provide, to ensure it remains adequate and identify even more ways you can be a disability-confident employer.
Looking for support to build an inclusive workforce?
Our Recruitment teams are passionate about diversity and inclusion, having completed the Association of Professional Staffing Companies’ Inclusive+ Recruiter certification.
They’re always happy to chat about your organisation’s workforce strategy, to work with you to create inclusive recruitment processes.