Equity and inclusion for disabled employees

Is your workplace equipped to fulfil the needs of visible and invisible disabilities? Do you offer a culture of belonging where disabled employees feel supported and valued?

Disability is diverse. It impacts individuals in different ways. By increasing our awareness of and celebrating disability in all its forms, we can create truly inclusive workplaces where disabled employees can thrive.

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Preventing Disability Discrimination in The Workplace - Tell Jane

How is disability defined?

The Equality Act 2010 defines disability as “a physical or mental impairment that has a ‘substantial’ and ‘long-term’ negative effect on your ability to do normal daily activities.” This covers many different circumstances, from mobility or sensory issues to learning disabilities and chronic illnesses.

Disability can be visible or invisible, it can be present from birth or acquired later in life, and it impacts people’s lives in different ways. It is also worth noting that some people who don’t personally identify as disabled may still be legally protected under the Equality Act.

Disability activists often talk about the social model of disability, which argues that people are disabled less by their individual impairments and more by the systemic social barriers that limit them.

What is disability discrimination?

Disability discrimination is the unfair treatment of a disabled individual during the hiring process or employment; for example, withdrawing a job offer after a disability is disclosed, denying a disabled employee opportunities based on assumptions about what they can or can’t do, and ableist bullying or harassment by colleagues.

Indirect discrimination may also occur when company policies or practices unfairly disadvantage disabled employees, such as when buildings aren’t physically accessible or training materials aren’t available in different formats. It’s also against the law to discriminate against someone because of their association with a disabled person (such as a child, parent or partner).

As an employer, you have a duty to provide reasonable adjustments for disabled candidates and employees. But this also extends to providing an equitable and supportive workplace culture where all employees can fulfil their potential.

Receive our ED&I training brochure

If you’re looking to develop a programme of ED&I training, request a copy of our brochure. Here you’ll find a detailed overview of our coaching sessions, training programmes and awareness workshops as well as options to create a tailored package of learning for your organisation and your people.

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What is Disability Discrimination in The Workplace - Tell Jane

Cultivating inclusion for disabled employees

There are 14.6 million disabled people in the UK. However, disabled people are more than twice as likely to be unemployed than non-disabled people.

At Tell Jane, we strive to support organisations and business to accelerate disability inclusion through not only by providing more accessible workspaces but by celebrating the contribution of their disabled employees and championing disability awareness.

Our disability-focused training sessions are designed to shine a light on the challenges and biases faced by disabled people in an ableist world in order to overcome barriers to inclusion in the workplace and beyond. However, we also want to actively engage all employees in the disability dialogue through highlighting historical and contemporary disability activists, encouraging active and authentic allyship, and through establishing Employee Resource Groups.

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