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Demand for workplace disability support is increasing as the proportion of the UK population living with a disability has risen by three percentage points in a decade.
There are various ways employers can make the workplace a more welcoming and inclusive environment for people who live with a disability.
However, there are no simple, off-the-shelf solutions. The first step is always to start an ongoing conversation.
Employers should begin by considering what would improve the working environment for disabled employees and looking at organisational processes and policies.
It is also important not to expect individual team members to have all the answers, even when it comes to their own needs.
For instance, until someone has worked in a particular role, they may not know what adjustments might be helpful.
A YouGov poll of 1,000 Britons living with disability revealed the current disconnect between what should happen, and what is happening.
Nearly three in five disabled people surveyed reported encountering at least one problem when looking for work and this figure was even higher among those with learning, social or memory disabilities.
The data also underlined the importance of employers taking a proactive approach to making the workplace more inclusive.
Fewer than half of the disabled people in work had asked their employer to make reasonable adjustments and men were far less likely to ask for support than women.
But the vast majority of disabled employees who do ask for reasonable adjustments to be made report that all (60%) or some (33%) of their requests are actioned.
Separate research by the Business Disability Forum (BDF) found changes made a positive impact.
Four in five employees said adjustments increased their productivity and helped them stay in their job, while three in five enjoyed their jobs more due to these accommodations.
Dr Naveen Puri, Associate Clinical Director at Bupa says: “We can all take more tangible actions to tackle the disability talent gap.
“Real disability inclusion is not about a single person being given a role, it’s about embedding inclusion in every aspect of your business.”
For resources and guides on how to promote disability inclusion and support in the workplace, take a look at the full article here.
This article has been abbreviated by Health & Protection.
