Diversity in the workplace has been proven to enhance business.
When you have a wide range of perspectives looking at a problem, a wide range of possible solutions will be offered. Diversity in the workplace has been proven to enhance business. But what if your workplace isn’t accessible to everyone?
If you’ve never had any accessibility issues of your own, you may not notice the seemingly small things that will mean working for your company isn’t appealing to some people. There may be physical or practical problems you’ve never thought of. You may think your corporate culture is ‘normal’ but fail to consider how that might not work for modern times or invisible illness. You may not think these things are your problem, and just hope someone else does something about it. Even if you follow the laws and guidelines of accessibility, there might be a lot more you can do.
The 3rd of December is International Day of Disabled Persons. This is an opportunity to understand the barriers that exist, and to ask yourself how you can support others. We’ve put together some questions, and we hope thinking about these will raise awareness and encourage behaviours that help disabled persons and everyone in the workplace.
1. Is my working environment safe and supportive? Creating a culture of support is essential to a successful workspace that welcomes people with a wide range of needs.
2. How much training and development have me and my team had, is there room for more? You don’t have to know everything about disability or accessibility but must always be willing to listen and learn.
3. Do you have an ERG? Employee Resource Groups can provide a natural and inclusive safe space and help address any issues that arise without escalating them, or making advocates out of people who are simply trying to do their jobs.
4. What is the disclosure process, and how would you feel if you needed to access it? If you experienced discomfort in the workplace or had a physical, mental, or emotional issue that was affecting your work, would you know where to turn? These issues are not about other people, they apply to everyone including you. Don’t wait until you have an issue to take this into consideration.
5. Are you an advocate and an ally? Would you stand up to a microaggression even if it’s not directly against you? If you witness behaviour in the workplace that clearly makes somebody uncomfortable, you should take action and offer support.
Not all disabilities are visible and about 10% of people live with an invisible disability. These can impair a person’s ability to work or take part in social activities and might be difficult for them to be open about.
Breaking down barriers isn’t just about better HR practices, it’s good for the bottom line. Accessibility creates opportunities and makes your company more attractive to potential employees and gives you access to a wider talent pool and a valuable range of perspectives.
For more information about ways to break barriers at work, have a look at the following resources –
- com – Breaking Down Workplace Barriers For Those With Invisible Disabilities
- Vercida Group – Does your workplace create barriers for those with hidden disabilities? A checklist
- Culture Amp – Disability in the workplace: 6 ways to break down barriers
- RBHR – Breaking down work related barriers for disabled workers
