Episode 13 Summary – : How can organisations be more inclusive for their disabled employee population?

Welcome to the latest episode 13 of the Steps to Change Podcast, where we delve into the vital topic of disability inclusion within the workplace.

In this insightful discussion, your host, Allen Liedkie, is joined by the esteemed Beth Partington, a project and design partner with a profound commitment to accessibility. Together, they explore the nuances of effective disability inclusion, using the Steps to Change framework to illustrate how organisations can foster a culture of inclusion.

Key discussion points include the social model of disability, the diverse nature of disabilities, and the importance of removing societal barriers to create an empowering environment for disabled employees. Join us as we navigate through the see it, own it, change it, and live it phases of the Steps to Change methodology, offering practical insights for organisations aiming to enhance their inclusivity practices.

Disability inclusion in the workplace is a multifaceted approach that seeks to understand, accommodate, and value the diverse needs and contributions of disabled employees. It begins with acknowledging the broad spectrum of disabilities, which can range from physical impairments and sensory losses to mental health conditions, neurodiversity, and learning difficulties. Some of these disabilities are visible, while others remain hidden, impacting individuals in various, often unseen ways.

A cornerstone of disability inclusion is the adoption of the social model of disability, particularly prevalent in the UK. This model posits that individuals are disabled more by societal barriers than by their impairments themselves. These barriers can be physical, such as inaccessible work environments, or attitudinal, stemming from preconceived notions and biases about disability. Inclusion efforts, therefore, focus on removing these external obstacles, creating a workplace where everyone, regardless of disability, can thrive.

The importance of disability inclusion extends beyond ethical considerations to encompass significant business benefits. A diverse workforce that includes disabled talent brings a wealth of perspectives and skills, fostering innovation and better reflecting the diversity of the customer base. Recognising and leveraging the contributions of disabled employees can enhance problem-solving capabilities and drive organisational growth.

Moreover, with a substantial portion of the working-age population identifying as disabled, addressing their needs is not just a matter of compliance or social responsibility but a strategic business imperative. Inclusion initiatives help tap into this vast pool of talent, reduce the employment gap between disabled and non-disabled individuals, and promote equity.

Inclusion is not just about making physical adjustments or accommodations; it’s about fostering a culture that values diversity, encourages open dialogue, and actively works to debunk misconceptions and reduce the stigma associated with disabilities. It’s about ensuring that disabled employees feel valued, heard, and supported, enabling them to contribute fully to their organisation’s success.

Disability inclusion within the workplace presents a series of challenges that organisations must navigate to foster an equitable and supportive environment. One of the primary hurdles is the diverse nature of disabilities, which can vary widely among individuals, including both visible and invisible conditions. This diversity necessitates a tailored approach to accommodations and support, making it essential for organisations to listen to and understand the unique needs of each disabled employee.

Another significant challenge lies in overcoming deep-rooted biases and misconceptions about disability. These attitudinal barriers often stem from a lack of awareness and understanding, leading to environments that inadvertently exclude or disadvantage disabled individuals. Creating a truly inclusive culture requires not only policy changes but also a shift in mindset among all employees, fostering empathy and respect for diverse experiences and abilities.

Furthermore, ensuring accessibility in communication and physical workspaces can be complex, especially in organisations that have not previously prioritised these aspects. Making information, resources, and facilities accessible to everyone involves both logistical considerations and financial investment.

Lastly, bridging the employment gap between disabled and non-disabled individuals remains a persistent issue. Despite growing awareness, disabled people are often underrepresented in the workforce, particularly in higher-level positions, highlighting the need for more proactive recruitment, retention, and development strategies.

The Steps to Change framework offers a strategic approach to enhancing disability inclusion within organisations through its structured phases: see it, own it, change it, and live it. This methodology aids in identifying and addressing the multifaceted challenges associated with creating a truly inclusive environment for disabled employees.

The initial phase, “see it,” involves a deep dive into understanding the current state of disability inclusion within the organisation. This encompasses recognising the barriers that disabled employees face, from physical obstacles to attitudinal biases, and acknowledging the diverse range of disabilities. By surfacing these issues, organisations can begin to understand the scope of changes needed to foster inclusivity.

Moving into the “own it” phase, the focus shifts to personal and collective responsibility. Here, individuals and teams reflect on their own perceptions and behaviours towards disability, confronting any biases or misconceptions they may hold. This introspection is crucial for building a foundation of empathy and commitment to change.

The “change it” phase is action-oriented, encouraging the implementation of specific strategies and practices to address identified challenges. This could involve adapting communication methods, modifying physical workspaces, or revising policies to better accommodate diverse needs. Engaging in practical exercises, such as role-playing scenarios, can help employees understand and practice more inclusive behaviours.

Finally, the “live it” phase emphasises the importance of embedding these new practices into the organisation’s culture. Continuous learning circles and partnerships with disabled-led organisations can ensure ongoing commitment and improvement. By regularly revisiting and refining inclusion practices, organisations can ensure they are not only accommodating current employees but also attracting and retaining diverse talent.

The Steps to Change framework thus serves as a comprehensive tool for organisations seeking to advance their disability inclusion efforts, providing a structured path from awareness to action and embedding inclusivity into the fabric of their culture.