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This article has been abbreviated by Health & Protection. The full article on how to address ableism in the workplace can be found here.
Ableism describes discrimination against disabled people in favour of non-disabled people.
This discrimination can be intentional or unintentional, and it can take many forms.
It can present in obvious ways, for example not having ramps for wheelchair users, not making workplace adjustments or asking personal questions about a disability.
But ableism can also be more subtle, sometimes including microaggressions – such as questioning if someone has a disability, especially if it’s invisible.
When someone has an unconscious bias, they may think less of people who are different to them.
If you’re aware of ableism, you’re already on the right path towards addressing it. And as a manager, it’s important that you recognise ableism so that you can act when you encounter it at work.
Ableism in the workplace
More than 4.7 million disabled people are employed in the UK and employers are required to make workplace adjustments to help disabled people work.
Despite this, one in three people think disabled people are less productive than non-disabled people.
Challenging prejudice like this is crucial to addressing ableism in the workplace.
How can I address ableism?
A lot can be done to address ableism in your workplace and create an inclusive environment.
Take a look at the full article for some practical tips to address this.
