International Day of People with Disabilities 2022 (innovation in fuelling an accessible and equitable world)
Martin Griffin (CEng, FICE, FIMMM, CGeol, EurGeol, FIEDP)
Principal Geotechnical Engineer and multi-award winning EDI Champion / Advocate at GHD
The annual observance of the International Day of Persons with Disabilities (IDPWD) occurs on 3 December and was proclaimed in 1992 by the United Nations General Assembly resolution 47/3. The theme this year is “Transformative solutions for inclusive development: the role of innovation in fuelling an accessible and equitable world".?The observance of the Day aims to promote an understanding of disability issues and mobilize support for the dignity, rights and well-being of persons with disabilities. ?Alongside being neurodivergent (autistic, dyslexic and dyspraxic) I am disabled with an invisible (hidden) disability; I have an eye condition called keratoconus and this is basically a conical (cone-shaped) cornea. It is a rare condition. Numbers affected vary between 1 in 3,000 and 1 in 10,000 depending on where they live. It usually affects both eyes, although one eye is normally affected before the other. The origins are either eye rubbing, genetics, environmental, or a combination of these factors.
Either way, in October 1993 as an undergraduate I was diagnosed with keratoconus and needed a cornea transplant and graft including insertion of a fixed-length lens, as quickly as possible.?Being a lifelong condition, has resulted in having partial eyesight (visual impairment) despite numerous operations (thank you NHS). I have a visual impairment, this is defined “a decrease in the ability to see to a certain degree that causes problems not fixable by conventional means, such as glasses.?Originally it was only my right eye was badly affected and in the last decade my right eye has shown some signs of the condition; that it is to enough to require additional surgery.
Although no one can be sure how far keratoconus will develop in an individual, the condition does not cause blindness. With the current treatment available most people should be able to lead a normal lifestyle as a result of the condition.?However, good vision may be difficult to maintain at times as the condition progresses and contact lens tolerance varies. The first line of treatment is usually with rigid contact lenses although some people with early keratoconus may be able to wear glasses or soft contact lenses. But repeated visits to hospital and frequent discussions with my consultant either glasses or contact lenses have shown that these options not achieve reliable outcomes with my eyes.?Corrective options require ongoing (about every five years) surgery to try to minimise the effects of my keratoconus: blurry / double vision, poor accommodation (the ability to adjust the focus of the eyes?as the distance between the individual and the object changes) and bad peripheral vision (outside the point of fixation, i.e. away from the centre of gaze).
Forward the clock, 30 years, I am very privileged to working fulltime in an are very closely aligned to interests and my university degree. I am fortunate to be working for a niche global consultancy (Knight Piésold) within the mining geotechnical sector. As a team, we specialise in geotechnics, particularly related to mine waste management and all aspects of open pit or underground mining. That said, the UK disability employment gap is the difference in the employment rate of disabled people and non-disabled people. It is currently at 31 per cent and hasn't improved in more than 10 years. The UK employment rate of disabled people is 53%. Compared to 82% of non-disabled people. In fact, in the UK, disabled people are almost twice as likely to be unemployed as non-disabled people, and 3 times as likely to be economically inactive.?The disability employment gap is around 30%; this gap between disabled and non-disabled people has stubbornly constant for the last decade.
Around 1 in 5 people of working age in the UK have a disability but are under-represented in the labour market.?With organisations in an increasing number of sectors reporting difficulties recruiting staff, it will become ever more important to tap into this under-utilised pool of talent. To do so, means ensuring disabled people are not deterred from applying for your vacancies and are given the chance to be assessed on their talents and ability to perform the role. Ensuring your recruitment process is inclusive and accessible also safeguards your organisation from claims of discrimination or bias.?There is still great importance in raising awareness of the International Day of People with Disabilities 2022.?The 2022 global observance to commemorate the International Day of Persons with Disabilities has the overarching theme of innovation and transformative solutions for inclusive development, covering in three different interactive dialogues the following thematic topics:
Innovation for disability inclusive development in employment (SDG8):
To obtain higher rates of disabled employees, there needs to be greater linkages between employment, knowledge and skills required to access employment in an innovative, rapidly changing technological landscape to all and how assistive technologies can increase accessibility to employment and be mainstreamed in the workplace.?So conscious inclusion begins revealing organizational and systematic unconscious bias, inclusive recruitment, formation of Employee Resource Groups, workshops led by disabled staff, promoting, developing and retaining disabled staff.
Alongside this we should own our condition, by this I mean understanding it in such a way we can explain it to others. This is best talking to others with the same condition, reading around the subject, and getting a firm assessment. Then we will be able to ask what reasonable adjustments (accommodations) we require at work. Being labelled can have a downside by seemingly put into a box but conversely, it can empower us with Work Needs Assessment with reasonable adjustments are considered to work well for us. This is initially on a trial-and-error basis and working closely with your employer.
I have loved gadgets and technology since a very early age, now on my laptop I have and regularly make use of text-to-speech and speech-to-text software which is very useful especially during my working from-home days.?In addition, I have only recently obtained a scan pen; this is a lightweight device that converts printed text into speech and allows me to read books and journals with ease - a thing the computer software could not do. ??
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As part of my job, I frequently must do a lot of reading and reviewing technical reports and make frequent use non electronic reference books.?However, due to my underlying conditions, I find reading difficult very hard due to my underlying conditions.?The scan pen works really well and successfully reads back the scanned text, it is as easy as tracing over the text, even with myself frequently having to use technical jargon and vocabulary, there was no difficulties in its ease of use.?In addition, with the helpful in-built dictionary I can always check non-technical words which are new to me.?The other features such as the connectivity to headphones via a free lead make work well in an unsuitable environment such as an open planned office.?The other feature, I like is the data transfer functionality using mini USB, I have found this particularly useful when I often need to cite from a reference; the scanned text will instantly be converted into a Microsoft Word file.?
Innovation for disability inclusive development in reducing inequality (SDG10):
By reducing inequalities at the recruitment stage in both public and private sectors should promote disability by being proactively inclusive and diversity in the workplace.?Ongoing participation and a sense of belonging are important for staff retention. Therefore, working in collaboration with others is vital in these areas. Collaboration has been made easier and more possible with technology and appropriate assistive technology in place.?Technology should make it assessable and flexible for people of all abilities and disciplines and abilities to participate in meetings regardless of working hours or location. This may mean knowing spending more time with Microsoft Teams and Zoom and learning many new accessibility features to make meetings more inclusive and effective. By ensuring equity and inclusivity in meetings means all participants, regardless of location or ability, can contribute to meetings.
Potential barriers should be reduced in order to allow participation by one and all in the meeting and accessing related content. There should be options provided allowing people to participate in real-time, or later, especially for teams working across time zones and locations.?Much has been written online and elsewhere about Microsoft Teams etiquette, Zoom in when sharing your screen to ensure participations actively engaging in an inclusive manner.?
Innovation for disability inclusive development:
Sport is an exemplar case: a sector where all of these aspects coalesce; sport as a good practice example and a site of innovation, employment and equity.?For example the recent success of England's wheelchair rugby league stars using cutting edge technology which gave them a crucial advantage as they plot World Cup success.?The chairs are fast and maneuverable. Its those thin margins, the 1 or 2% extra that proved crucial when playing against the other top teams especially winning the final.?It is also a reminder that we must continue to ensure that everyone can participate in society regardless of their perceived ability.
That said, the Science Technology Engineering Mathematics (STEM) employment sector is incredibly forward-thinking nature, however, there is remains a lack of diversity. We must do more. For example, in the UK, women account for just 24% of the core STEM workforce – one of the lowest in Europe. There is also a severe lack of Black, Asian and Minority Ethnic (BAME) talent.?Additionally, a recent All-Party Parliamentary Group (APPG) report?on Diversity and Inclusion revealed that those with reported disabilities - sensory, physical, cognitive or mental - only hold 11% of jobs in the scientific sector.??
To increase this systemic under-representation of underrepresented groups, and thereby including and employing those of us who are disabled, practical action needs and steps to be taken to tackle this; and it starts with higher education and degree apprenticeships. ?More must be done as early on in education to ensure that not only is the sector diverse but that it is inclusive. We must value people to create belonging and this should not be confined to the quantifiable monetary value; the term is used in recognition that “value” is the actual or potential contribution that people at all levels in the organisation make as a result of their capabilities, knowledge, skills, networks, experience, attitudes and insights. Learning and training must be accessible for all; buildings must be made disability-friendly, and classes must include subtitles, braille and/or audio transcripts, for example, things a prospective employer should consider include:
As Christopher Jackson said: "To collectively stop ourselves from tiring, we must share the load. We must be prepared to make mistakes and run the risk of upsetting those who are accustomed to both power and privilege. And we must look very hard at the decisions we are making, and to be aware of who is and who is not in the room, be that virtual or otherwise.” Therefore, as an employment sector we must continue to invite those who are disabled to the table and provide meaningful employment opportunities for one and all to thrive on the same playing field.?