Access All Areas: Opening the Doors to Disability Inclusion in Your Workplace

Want to create a truly inclusive workplace for your disabled employees but not sure where to start? Disability inclusion goes far beyond meeting legal obligations – it is about creating an environment where every disabled employee is given equal opportunity to thrive. This blog outlines some practical steps your organisation should take to build better environments for disabled staff.

Recruitment: Attracting Diverse Talent  

A crucial first step is ensuring that disabled candidates are not overlooked or treated unfairly during the recruitment phase. Just a few changes to your hiring practices can eliminate common barriers faced by disabled candidates: 

Use inclusive language in job adverts 

Many disabled candidates can be put off from even applying if the language in the job advert is not inclusive, as it can signal to them that the workplace may not be welcoming, supportive or accessible. Statements such as “We are committed to diversity and inclusion and encourage disabled applicants to apply” can make a big difference. Likewise, statements such as “We require someone who can work with minimal supervision and can hit the ground running” can be all it takes to stop a disabled candidate from pursuing an application.  

Make applications accessible  

If applications are not made accessible, then disabled candidates can be unfairly disadvantaged from the outset. Offering alternative formats for application forms, such as braille, large print, audio or online forms that are compatible with screen readers, allow greater flexibility in how candidates can complete and submit their application. If a post does not require detailed writing skills, consider accepting video or audio applications rather than the traditional written form. 

Provide clear information and advice in advance 

Many disabled candidates, particularly those who are neurodivergent or have mental health conditions can experience heightened stress if not provided with clear information in advance about the interview format, expectations, or accommodations that are available to them if required. For example – consider sending candidates the interview questions out ahead of time. This can support neurodivergent candidates, who may require extra time to process information.  

The Equality Act: Meeting Your Legal Obligations 

Making reasonable adjustments 

Under the Equality Act 2010, employers are legally required to make reasonable adjustments for disabled employees and job applicants, to remove or reduce disadvantages. This obligation applies to all employers regardless of size, and spans across recruitment, workplace practices and physical environments. These adjustments can take various forms such as providing assistive technology such as screen readers, adjusting a policy or protocol, or rethinking communication  to accommodate neurodivergent staff. To effectively meet this duty, you need to engage directly with disabled employees and consult with them, so that adjustments meet their unique needs.  

Preventing discrimination and harassment 

Under the Equality Act, employers are also required to prevent discrimination and harassment on the grounds of disability. This would mean ensuring workplace policies prevent indirect discrimination. To do this you can conduct equality impact assessments to ensure changes to policies or protocols do not adversely impact disabled staff. 

Employers must also ensure they investigate and address discrimination and harassment complaints promptly and fairly. 

Measures to protect staff from harassment would include but are not limited to:

• Developing robust anti-harassment policies and staff codes of conduct 

• Providing high quality mandatory training for staff on recognising, preventing and addressing harassment and discrimination in the workplace

• Ensuring there is a safe and robust reporting mechanism which all employees can easily access and use

There is a further duty placed upon public sector organisations that requires all public sector organisations or those performing public functions to evidence that they are actively eliminating discrimination, advancing equality of opportunity, and fostering good relations between different groups with protected characteristics, including disability. You can find out more about the Public Sector Equality Duty here: Public Sector Equality Duty.

Access to work

Support employees to apply to the Government’s Access to Work scheme, which provides both practical and financial support for disabled employees and self-employed disabled individuals. For example, it can cover the costs of specialist equipment that would not be considered reasonable for an employer to provide, or can be used to pay for specialist support workers who can provide assistance at work. This scheme is here to support disabled people to both get into and stay at work. It also provides practical information for employers so they can be sure about signposting and eligibility criteria. You can find out more information about the scheme here: Access to Work.

Beyond Legal Compliance: Feeling Psychologically Safe at Work 

Psychological safety is about ensuring that disabled employees feel respected, valued and free to be themselves without fear. There are simple steps organisations can take to foster an inclusive culture in which disabled staff are more likely to feel psychologically safe at work: 

Establish support networks 

Disabled employees need platforms and networks to share experiences, connect with each other and work collaboratively to break down any barriers relating to disability in the workplace. These need to be resourced sufficiently and should sit within a clear governance structure if appropriate, to reduce the risk of tokenism.  

Model inclusivity at leadership level 

Encourage leaders within the organisation to cultivate a supportive culture, ensuring open conversations around equality, diversity and inclusion are firmly on the agenda. It is more than conducting open conversations though. Leadership must actively listen and respond constructively to concerns and issues raised by disabled staff. Transparency in this area will support disabled staff to feel valued and respected. 

Remember that creating a disability inclusive workplace is a journey, not a one-time task. Take a whole-organisation approach so that disability inclusion is embedded at every level. Continually measure, monitor and review progress, and do this in collaboration with disabled employees. It is not just the right thing to do but can also form part of a smart business strategy which will support innovation, diversity and success.  

If you are looking for specialist support in any of these areas, take a look at our workplace services for information on how EqualiTeach can help your organisation: EqualiTeach Workplace