Learning Disability Week: The Value of Visibility

This year's theme for Learning Disability Week, 'Do You See Me?', spearheaded by Mencap – the UK’s leading charity working with people with a learning disability – is about more than just visibility. It’s about being seen, heard and valued – challenging the barriers people with a learning disability face, as well as educating, raising awareness and increasing understanding of learning disabilities.

Learning disabilities come in various forms and affect people differently, but in all cases they are lifelong. The diagnosis of a learning disability can come at any age – for some, it's identified at birth or during early childhood, while others may go years without recognition. While some individuals may need support with everyday tasks, others may live independently with minimal assistance. Individuals with other conditions, such as Down’s Syndrome or autism, can also have learning disabilities.

The common thread is that many individuals with learning disabilities feel invisible in a society that often overlooks their capabilities, aspirations and rights. There are approximately 870,000 working age adults in the UK with a learning disability, however research has shown that only 26.7% are employed, despite 86% of those who are unemployed stating they would like a paid job.

It is essential for employers and colleagues to recognise that with the right accommodations and understanding, employees with learning disabilities can excel.

Under the Equality Act 2010, employers in the UK have a legal obligation to make reasonable adjustments for employees with disabilities. However, going beyond the legal minimum and adopting best practices can significantly improve the work experience for employees with learning disabilities.

Creating an inclusive workplace may involve implementing various accommodations and adjustments to support employees with learning disabilities. Here are some practical steps that organisations can take.

• Personalised workstations - Tailor workstations to meet individual needs, such as adjustable lighting, ergonomic furniture or assistive technology like screen readers or speech-to-text software.
• Clear communication - Use plain language in both written and verbal instructions. Visual aids, diagrams and step-by-step guides can be more effective than lengthy documents.
• Structured routines - Consistent schedules and structured routines can help employees with learning disabilities manage their tasks more efficiently.
• Training and development - Provide training that accommodates different learning styles and paces. Consider one-to-one training sessions or mentorship programmes.
• Flexibility - Offer flexible working hours or the option to work from home to help employees manage their workload and reduce stress.
• Support networks - Establish workplace support groups or buddy systems to provide a network of support and promote understanding among colleagues.

Additionally, during recruitment, traditional interviews could be waived in favour of practical assessments or 'work trials,' which provide an opportunity for individuals to demonstrate their capabilities in a supportive environment. If an interview must take place, an employer could consider communication adjustments, such as:

• providing the candidate with advance notice of what they can expect on the day, allowing time to prepare answers or additional time to process information – ?for example providing interview questions in advance or providing these in both written and verbal format and allowing time for consideration;
• avoiding hypothetical questions and focusing on what is relevant to their experience.

The journey towards an inclusive workplace is ongoing, but Learning Disability Week provides an opportune moment to reflect on how far we have come and what more can be done to support individuals with learning disabilities to not just secure employment but to truly thrive in their roles.