5 ways to support your disabled colleagues
It is estimated that 4.4 million disabled people – those with a physical or mental impairment with a substantial or long-term impact on their ability to do normal daily activities – are currently in employment in the UK.
But research has discovered that a quarter of those surveyed had hidden their disability from their HR department, and that only 36% were open with colleagues about their condition.
And perhaps for good reason.
Research suggests that one in three people see people with disabilities as being less productive than their non-disabled counterparts, a belief that often plays out in workplace situations.
In the UK, 17% of disabled adults report having had a job offer withdrawn as a result of their disability, and 30% said that they felt they were not taken seriously as a candidate as a result of their disability.
Stigma towards disabled job seekers remains entrenched amongst employers with one in five (19 per cent) still reporting that they would be less likely to employ someone with a disability, a proportion that has been consistent for several years.
David Plotkin, Director at Employment law & HR consultancy Plotkin & Chandler, has been judged and discriminated against for his own disability and now helps those who have faced the same issues he once did.
“It is common for people to think that their comments are not discriminatory,” he said. “Some people hold an incorrect view that a disabled person like myself won’t be able to do this or that because of a disability.
“I have certainly experienced that. In terms of overcoming it, demonstrating ability is a part of the answer, as is challenging negative perceptions, but I think developing resilience is the most important element of all: do not allow the perceptions of others to determine the opportunities available to you.”
“Life is all about balance. Since I have only one leg, I understand that well.”
And there are millions of reasons that employers should be challenging their perceptions of disbled people in the workplace.
According to one statistic, there are currently 1.2 million disabled people in the UK who are available for and want to work. Like most employees, a job means a great deal for a disabled person.
This is mainly because of the fact that there are relatively limited employment opportunities so disabled employees they are more likely to be highly motivated to prove valuable to the company. This translates into equal or better work performance as compared to other employees.
And companies that are keen on hiring disabled employees tend to outperform others, with profit margin around 30% higher, net income 200% higher, and 28% higher revenues. These companies are also four times more likely to enjoy higher shareholder returns.
With this is mind, here’s David’s tips for how you can support your disabled colleagues in the workplace and make sure they' feel at home.
Start a conversation
As with most things in life, communication is key.
“Try not to assume anything,” says David. “Don’t be paralysed with fear at saying the ‘wrong thing’. Simply listen and engage.”
Provide training to managers
“It is common for managers to worry about saying and doing the right thing particularly where disability is concerned.” David continues.
“Providing specialist training on issues related to disability, such as reasonable adjustments, ensures that the manager is confident, the employee is properly supported and the organisation is firing on all cylinders.”
“Others may see it as a disability, but I see it as a challenge. This challenge is a gift because I have to become stronger to get around it, and smarter to figure out how to use it; others should be so lucky.”
Be flexible
Focus on the ‘what’ rather than the ‘how’.
“A simple example is a role that says ‘must be able to drive’. Due to a disability, an employee, or potential employee, may be unable to drive,” David explains.
“If the documentation for the role said ‘must be able to travel’… it is still clear what the job requires but leaves the how to the individual concerned, thereby increasing engagement and access to talent.”
Abandon tickboxes
Everyone is unique so embrace that.
"Accessibility is about much more than addressing physical obstacles such as providing a ramp,” David says.
“In addition, many disabilities are unseen so obvious visual clues would not be available. Solutions can often be swift and inexpensive to implement if care is taken to explore what would be useful.”
Engage with external organisations
And David’s final tip: Where an employee does need adjustments as a result of a disability, such as equipment, the Access To Work scheme may meet the cost of this.
Inviting disabled people to join your workforce will only give you access to a wider talent pool, and you’ll add highly motivated professionals to your team.
”I want organisations, and the people in them, to thrive,” concludes David.
“An element of the work I do is around training managers, and part of that relates to issues concerning disability.
”That training often highlights misconceptions and brings about positive changes in behaviour. Equality of opportunity is to the benefit of all, and organisations that embrace that will succeed as they will have a greater range of talent available to them.”