Avoiding disability discrimination in the workplace

Recent research shows that despite such legal obligations placed upon employers, 40% of disabled employees are not receiving the required reasonable adjustments; that figure rises to 59% for those who have not disclosed their disability to their employer.

Employers have a legal duty to prevent the discrimination of their employees, in particular those with a disability. As part of such legal duty, employers are required to make reasonable adjustments to accommodate a disabled employee or applicant.

Tackling disability discrimination

• Removing barriers: Regular reviews of the working environment should be conducted to ensure they are up to date and generally accessible to all. Some features that should be common to an accommodating workplace are ramps, lifts, accessible bathrooms, and wider gangways. Equally important in the modern workplace is ensuring that technology utilised by the employer is accessible to all and does not further marginalise those with disabilities.
• Changing the working environment: It is important for employers to create an environment where their employees and job applicants feel comfortable asking for the support they need. Whilst there are general adjustments that can be made as listed above, other adjustments may be more specific. As negative attitudes and discrimination often stem from a lack of understanding, regular staff training sessions on inclusivity and initiatives to raise awareness are useful tools to build a more open and welcoming culture.
• Communication and procedure: It is important to have a clear line of communication for employees and job applicants to disclose their disabilities or ask for reasonable adjustments to be made, the process should be made simple for them. Ensuring policies and procedures are kept updated are fundamental to assisting with this. Internal networks that support people with disabilities may be highly beneficial in encouraging those who are reluctant to come forward; this could come in the form of an elected advocate or an inclusion officer. It is also important that managers are aware of how they can support employees suffering from a disability, meaning additional training is advisable.

For any further advice on how you can prevent discrimination of disabled employees and job applicants in your workplace, please get in touch with a member of the Employment Team who will be happy to assist.