This week the newsletter looks at the findings of the Deloitte Disability Inclusion at Work report and suggests 6 ways in which organisations can create working environments in which everyone can thrive.
Deloitte's Disability Inclusion at Work report highlights that while employers are becoming more aware of the importance of disability inclusion, there is still much work to be done to create truly inclusive workplaces. The report, which surveyed 10,000 people with disabilities, chronic health conditions, or who are neurodivergent across 20 countries, found that many individuals still face significant barriers in the workplace.
Key findings from the report include:
- High rates of disclosure but low rates of requests for adjustments: While 84% of UK respondents disclosed their disability or condition to their employer, only 26% had requested workplace adjustments. This suggests that many individuals may not feel comfortable or confident in requesting the support they need.
- Common reasons for not requesting adjustments: The most common reasons for not requesting adjustments were a belief that they were not necessary (35%), fear of negative perceptions from supervisors (28%), and discouragement from past negative experiences (11%).
- High rates of denied requests: More than half (57%) of UK respondents who had requested adjustments had at least one request denied. The most common reasons for denial were cost (37%) and difficulties in implementation (35%).
- Accessibility challenges: Four out of 10 workers with disabilities or chronic health conditions have missed out on events because of accessibility ?issues. More than half of UK respondents who could work remotely at least some of the time said their home was more accessible than their employer's premises. ?
These findings underscore the need for employers to take proactive steps to create inclusive workplaces where everyone can thrive. Here are 6 recommendations for improving access in the workplace:
- Promote a culture of inclusion: Leaders should prioritise disability inclusion and create a culture where employees feel comfortable disclosing their disabilities and requesting accommodations.
- Provide training and education: Offer training to managers and employees on disability awareness, inclusive language, and best practices for accommodating employees with disabilities.
- Simplify the process of requesting adjustments: Make the process of requesting adjustments as easy as possible by providing clear guidelines and support.
- Consider the cost of not accommodating: While cost may be a factor in some cases, it is important to consider the potential costs of not accommodating employees with disabilities, such as lost productivity, turnover, and legal liability.
- Focus on accessibility in all aspects of the workplace: This includes physical spaces, technology, and communication.
- Learn from employee experiences: Regularly seek feedback from employees with disabilities to identify areas for improvement and ensure that accommodations are effective.
By taking these steps, employers can create more inclusive workplaces where everyone has the opportunity to succeed.
