Wed 23 / 09 / 26
Disability inclusion at work: Small changes that make a difference
With only 53% of disabled people in work compared with 83% of non-disabled people, there’s still a significant employment gap to close. In this blog, Bill Puddicombe from Possability People explores what it means to be a Disability Confident employer, the changes businesses can make, and how organisations of any size can get started.
By Bill Puddicombe of Possability People
Creating a workplace where disabled people can thrive doesn’t have to mean making huge changes overnight. From the way you recruit to the support you offer existing employees, there are steps every business can take to become more accessible and inclusive.
What does being a Disability Leader actually mean?
Disability Confident Leader organisations demonstrate their support for disabled people in the workplace. It is not just about accessible policies and procedures but about a proudly held cultural commitment. A disabled person, on looking at the organisation, will know that they will be treated fairly in recruitment and in their working life and that any reasonable adjustments that they need to carry out their work will be fulfilled quickly and in good faith.
The DWP’s Disability Confident scheme is designed to assist employers to develop their practice in attracting, recruiting and employing disabled people. Currently 53% of disabled people are in work*, compared to 83% for non-disabled people.
There are three levels of the scheme, the first two can be reached through a self-assessment process. The third level, Leader, requires external accreditation. This allows the employer to measure their progress against best practice, with the assistance of an organisation like Possability People that has already demonstrated leadership.
How does it work in practice for a business?
It varies according to the business. For a small employer, the first two stages of Disability Confident are a great way to look at the way disabled people experience the organisation and to make changes to improve that. Making the initial commitment is already a big step in the right direction.
For a larger employer it may be more of a process of review and internal reflection to move from required good practice to a position where the employment of disabled people holds cultural prominence.
We have discussed these issues with employers of less than 10 people, and with large scale public service providers.
What are some simple changes businesses can make to become more accessible and inclusive?
Having a positive attitude to employing disabled people is most important. They are an underused resource in the workforce, often because their needs are placed on the ‘too difficult’ pile. The alternative approach is to recognise that here is a pool of people with skills that will enhance our business. ‘Reasonable adjustments’ are just that. They can be as varied as agreeing flexible working hours to providing audio aids for a person with visual impairment. For equipment or extra assistance in this area, the Government’s Access to Work programme** may provide funding.
Training is also a key part of making the change. Disability Confident training (which Possability People can provide) offers a chance for staff to consider their own approach and for the organisation to learn together how to make disabled colleagues feel a full part of the team.
How would you recommend smaller businesses approach becoming Disability Confident if they don't have dedicated HR or people teams?
Although Disability Confident is something that may land on HR’s desk, it is really a consideration for the whole organisation.
To become Disability Confident Committed, level 1 of the scheme, a business must:
- Agree to the Disability Confident commitments
- Identify at least one activity they will do to make a difference for disabled people
This is the start of the journey and a simple self-assessment, combined with a genuine commitment, is all that is required.
There is also the opportunity to obtain external advice to assist in progressing in good practice. Once again, this is something that Possability People can provide.
What advice would you give to someone who wants to do more, but doesn't know where to start?
This brief introduction: The Disability Confident scheme is a good start. It shows how the Disability Confident scheme works and the way in which an employer can gradually progress in it.
If there are staff members who are disabled, a genuine enquiry about how their working lives could be improved would also be a helpful act.
If there are no staff members who are disabled, then the consideration would be, ‘why not?’ Level one allows an employer to use the Disability Confident badge on social media, websites and job sites. That may, in itself, encourage more interest from disabled applicants.
Our charity is user-led and provides a range of different services to disabled people across Brighton and Sussex. Our website gives information about our work - www.possabilitypeople.org.uk
For information about how we can help with Disability Confident, please email disabilityconfident@possabilitypeopl.org.uk
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If you want to contribute to the Chamber blog, contact us on hannah@brightonchamber.co.uk