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'A lack of employer awareness and understanding of neurodiversity means it has rarely been considered in the design of workplace processes, environments, or in the way work is organised.' The new Disability Confident guide was published last month to help people back into work. Most people with disabilities want to work, but are confronted with barriers to entry or just downright discrimination when they try to do so. Becoming inclusive and accessible isn't about posting on LinkedIn occasionally, or adding a purple heart in your 'about me' section. It's about investing time and resources to smash the physical and digital barriers that hold people with additional needs back. Adding a ramp access to a building doesn't stop people from using the stairs. Making a website/careers page/LMS/intranet accessible and usable for people with additional needs, doesn't stop others using the website. Join the effort to create a more inclusive and accessible work environment! Check out the new Disability Confident guide to learn how to support people with disabilities in the workplace. Let's work together to break down the physical and digital barriers that prevent people with additional needs from reaching their full potential. #EDI #Accessibility #ReciteMe #CIPD #DisabilityConfident #WebAccessibility #Inclusion #DiversityAndInclusion #InclusiveRecruitment

With a diagnosis of Parkinson’s comes many unknowns, which, understandably, can be stressful. For individuals who are still working, one of these unknowns is “how long can I still work?” Know that most people do successfully continue their careers after their PD diagnosis. That said, there can be a host of potential challenges one may encounter that may lead to concern and stress. For most people, topping the list is when to disclose your diagnosis to your employer. Often, people worry about their ability to continue performing their job duties and if they might be terminated. Employers may also struggle in understanding the needs of their employees diagnosed with PD. For everyone – the person with PD and the employer - the unknown of this shared new reality has the potential to increase workplace stress. But there are things you can do to reduce this risk. As the person with PD, know that the American’s with Disability Act (ADA) was created to prevent employers from discriminating based on disabilities. Once disclosed, your employer is required to make appropriate accommodation based on your specific situation. As the employer, it is also important to realize your employee with PD, and likewise your company will benefit from you taking the next step and doing more than just what is required by the ADA. Here are some ways you can go above and beyond for your employee with PD: 1. Encourage health care advocacy by raising awareness about health benefits and resources available 2. Foster an environment where employees feel safe to talking about Parkinson's (if they want to talk about it) 3. Provide schedule flexibility - allow for doctor's appointments and other healthcare needs 4. Take accessibility measures – going beyond reasonable accommodations, read more in the article below, to help with Christopher’s tremors was a new computer mouse. 5. Provide opportunities for your employee to engage in PD specific exercise programs. Read more about companies that recognize the value and talent of workers with disabilities and how one of our own local clients has continued to work alongside his employer to make accommodation while still being in the workforce. https://loom.ly/q1NUJX4

EMPLOYING DISABLED PEOPLE: DISABILITY CONFIDENT & CIPD MANAGER’S GUIDE (May 2024) ▪️More businesses are seeking our advice on how to support those with long term health conditions in workplace. ▪️One of the main issues is equipping managers understand their legal obligations. Whilst Managers are not expected to be legal experts alot of Tribunal claims emanate from how the manager handled (or did not handle) the situation. ▪️So this Guide is a USEFUL REFERENCE TOOL for MANAGERS providing KEY information on employing persons with disabilities. The Guide has sections that include: ▪️ROLE OF THE MANAGER: - Is vital, to build positive relationships with employees; hold regular 1-2-1 with staff; be comfortable having sensitive conversations and; ask how people are on regular basis ▪️LEGAL RESPONSIBILITIES & DEFINITIONS: - Whilst disability legislation is different in NI as compared to GB (GB has Equality Act 2010; NI still has DDA 1995) the DEFINITION of DISABILITY is the same as is meaning of LONG TERM and principles of REASONABLE ADJUSTMENTS ▪️LANGUAGE & BEHAVIOUR Be mindful of appropriate language and suggests phrases to avoid such as -'suffering from'; - avoid collective e.g. 'the deaf'; - don't describe person as their condition e.g the diabetic, say 'she has diabetes.' ▪️REASONABLE ADJUSTMENTS - States adjustments are changes to work environment or way the work is carried out, so that someone with disability can do their job more effectively and remove / reduces a barrier they are experiencing. Looks at example of flexible working -Considers what are reasonable adjustments with examples and costs associated. ▪️RECRUITING PEOPLE & WELCOMING NEW STARTERS - looks at how to attract a wide range & make adjustments to recruitment process to ensure candidates are not put at a disadvantage because of their disability /health condition ▪️SICKNESS ABSENCE - this is a difficult area and Guide gives some overview on what managers can do. This is an area we often give advice on how business can support employees return to the workplace and at what point, do they consider potential termination of employment. ▪️SUPPORTING SPECIFIC DISABILITIES AND LONG-TERM HEALTH CONDITIONS IN THE WORKPLACE  - It looks at Long Covid, Mental Health Issues, Neurodiversity, Visual and Sensory Impairment ▪️COMMENT - The Guide is not by any means comprehensive but is a good starting point to help managers understand their role and how they can comply with the law. - Importantly it also identifies when they should seek further information and assistance. Link to Guide below

Just over a quarter (26%) of UK and global employees who disclosed their disability or condition to their employer have asked for workplace adjustments, according to research by Deloitte. Its first Disability inclusion at work report, released to mark International Day of Persons with Disabilities (3 December 2024), which surveyed 10,000 people with disabilities, chronic health or neurodivergent conditions in 20 countries, including 500 from the UK, found that the most common reasons for not requesting adjustments were a belief they were not necessary (35%), followed by fear of negative perceptions from supervisors (28%), and discouragement from past negative experiences (11%).

🌈"Disability is the overlooked 'D' in DE&I." Disability in the workplace is a form of diversity, yet is widely misunderstood and often excluded from diversity considerations. 🌈Up to 80% of disabilities are not apparent; autoimmune disorders, developmental differences, migraines, heart disease, mental health conditions, learning differences, and differences in neurological functioning and sensory perception are all examples of non-visible disabilities. 🌈The barriers faced by disabled employees are frequently overlooked or outright denied. Barriers are exacerbated by dismissive comments such as: "You don't look disabled," "You don't seem like you're struggling," and "You don't look/act like my nephew who has XYZ." 🌈People with disabilities are capable of contributing to the workforce in meaningful ways and employers should always provide reasonable accommodations to help them get the job done! #disability #dei #diversity #disabilityatwork

Inclusive practices for employers involve creating a work environment that actively accommodates and supports the diverse needs of all employees. This approach is grounded in the belief that everyone should have equal access to employment opportunities. We understand that hiring people with diverse cognitive or physical abilities may seem uncharted territory. Considering that 39% of respondents in the latest 2024 Employer Survey on the Disability Employment Services (DES) program, conducted by the Department of Social Services (DSS), expressed a desire for support in attracting people with disabilities, we’re here to help you confidently navigate this journey toward inclusivity. The list in the image highlights the key inclusive practices. Below, we’ll delve deeper into each one. We’re here to help you carve your path to inclusivity. Your business benefits from bringing the right employees on board, and society benefits by opening up more employment opportunities for people with disabilities. Reach out to us! https://bit.ly/3XjLlUM #InclusiveWorkplace #DisabilityEmployment _______ 1. Disability awareness training equips employers with the resources and tools they need to effectively support employees with disability. JobAccess offers a variety of awareness training. 2. Maintain open, non-judgemental communication with candidates and employees with disability. Conversations where people listen and talk equally can help build strong relationships, identify potential challenges, and provide opportunities for improvement. 3. When you’re hiring a new employee, consider all touch points in the recruitment and hiring process. Job ads or listings shared on platforms like SEEK should be written in plain language, clearly outline key responsibilities and tasks, and avoid jargon. Interviews, like job ads, should be clear, concise, and clearly state role expectations. A great way to make your interview process more inclusive is to ask, “Do you have any accessibility requirements?” before the interview takes place so you can make reasonable adjustments. Remember, people with disability aren’t required to disclose their disability unless it’s relevant to health and safety concerns. 4. Some employees may require adjustments to workplace, workload, or schedule to carry out their job. Making these changes can remove barriers for people with disability to succeed in their role. 5. Supporting a staff member with disability isn’t unlike supporting a team member without disability – all you need is a little understanding. Each person’s unique experiences and circumstances shape the way they work. Once again, JobAccess offers free training for managers wanting to broaden their skills.

By reading this report, you have indicated your interest. Summary of the Labour Market Report Panel: Rethinking Disability in the Private Sector The panel addressed the current state of disability inclusion within the private sector, emphasizing the need for a paradigm shift in how businesses perceive and engage with employees who have disabilities. Key points included: Current Challenges: The panel highlighted existing barriers that individuals with disabilities face in the job market, including stigma, lack of awareness, and inadequate workplace accommodations. Economic Impact: Participants discussed how embracing disability inclusion can benefit businesses economically by tapping into a diverse talent pool and enhancing innovation and productivity. Best Practices: The panel shared successful case studies and best practices from companies that have effectively integrated disability inclusion into their hiring processes and workplace cultures. Policy Recommendations: Recommendations included advocating for stronger policies that support disability inclusion, increasing awareness and training for employers, and promoting accessibility in the workplace. Future Outlook: The discussion concluded with a call to action for businesses to rethink their approach to disability, fostering a more inclusive environment that recognizes the value of all employees. This summary encapsulates the core ideas discussed during the panel while providing a clear overview of the issues at hand and the suggested paths forward.

Embracing Diversity: Understanding Disability in the Workplace In today's diverse workplace, diversity and inclusivity are essential for building a strong and successful team. One aspect of diversity that is often overlooked is understanding and supporting individuals with disabilities. Disability inclusion is not just a legal requirement, but a critical component of creating a supportive and welcoming work environment for all. It is important to realize that disability is not a limitation, but a natural part of human diversity. Disabilities can be visible or invisible, ranging from physical impairments to cognitive or mental health conditions. By recognizing and respecting these differences, we can create a culture that values and celebrates the unique abilities and perspectives of every individual. One of the key ways to support employees with disabilities is by providing reasonable accommodations. These accommodations vary depending on the individual's needs and may include flexible work arrangements, assistive technologies, or modifications to the physical workspace. By accommodating diverse needs, employers empower employees to perform at their best and contribute fully to the team. Open communication is also crucial in fostering a supportive workplace environment. By encouraging dialogue about disability, we can break down barriers and misconceptions, creating a space where individuals feel comfortable sharing their experiences and needs. This open dialogue promotes empathy, understanding, and collaboration among team members. Another essential aspect of disability inclusion is equal access to opportunities for career advancement and professional development. This may involve providing accessible training materials, offering mentorship programs, or ensuring that promotional processes are fair and unbiased. By removing barriers to success, organizations can tap into the full potential of their diverse talent pool. Beyond compliance with legal requirements, disability inclusion is also good for business. Diverse teams bring a range of perspectives and problem-solving approaches, leading to innovation and creativity. In conclusion, embracing disability inclusion is not just the right thing to do, it's also a strategic advantage for businesses. By fostering a culture of respect, empathy, and support, organizations can harness the full potential of their diverse workforce and create a more inclusive and equitable workplace for all. Remember, diversity and inclusion are not just buzzwords, they're the foundation of a thriving and sustainable workplace culture. Let's work together to ensure that every member of our team feels valued, respected, and empowered to succeed. #DisabilityRights #Advocacy #DiversityAndInclusion

Understanding Disability in the Workplace Understanding what constitutes a disability is pivotal for both employers and employees. The Equality Act 2010 defines disability as a physical or mental impairment that has a substantial and long-term adverse effect on an individual's ability to carry out normal day-to-day activities. The term "substantial" implies more than minor or trivial, indicating a significant impact on an individual's ability to perform tasks. Moreover, the impairment must be long-term, lasting for at least 12 months, or be expected to last for this duration. This encompasses a wide range of conditions, from physical disabilities like mobility impairments to mental health conditions such as depression or anxiety. Conditions with fluctuating symptoms, such as multiple sclerosis or chronic pain disorders, also fall within this scope if they meet the other criteria. While the Equality Act provides a framework for disability classification, its interpretation is subject to case law. Employers should stay informed about legal precedents and updates to ensure compliance with current legislation For employers, it's essential to recognise their obligations under the Equality Act. They must make reasonable adjustments to accommodate disabled employees, ensuring they can access employment opportunities and participate fully in the workplace. This could entail modifying work arrangements, providing specialised equipment, or offering additional support where needed. For guidance on disability-related matters in the workplace, both employers and employees are strongly encouraged to seek professional legal advice.

Why were PwC UK, Na Laga'at Center and Texthelp selected as finalists for our Disability Smart Inclusive Workplace Experience Award this year? Here's how they impressed our judges: PwC UK developed their own bespoke, innovative neurodiversity learning programme Great Minds (Don’t think alike) when internal research highlighted the lack of practical awareness of how to support neurodivergent individuals.  Na Laga’at Center increased economic and social inclusion through innovative enterprises including a restaurant, workshop and performing arts studio, that employ deaf, hearing impaired, blind or visually impaired people as staff and performers.  Texthelp run ongoing initiatives and show continued dedication to creating a workplace culture where every voice is heard, and employees thrive both personally and professionally. The winners of the Disability Smart Awards 2024 will be announced at the Disability Smart Awards ceremony 2024, in partnership with Bloomberg, on 30 April. Meet all our finalists: https://ow.ly/iGze50RgcpV Register for the free ceremony live stream: https://ow.ly/1gyX50RgXgP [Image description: Business Disability Forum Disability Smart Awards 2024, in partnership with Bloomberg (logo). Disability Smart Inclusive Workplace Experience Award finalists. The logos of the 3 finalists in circles with their names underneath.] #DisabilitySmartAwards2024 #InclusiveWorkplace #Finalists #BusinessAwards #DisabilitySmart #DisabilityInclusion