The UK currently has record rates of employment, but disabled people are less likely to be employed than non-disabled people and are twice as likely to fall out of work. In addition to this, an estimated 149.3 million working days were lost because of sickness or injury in the UK in 2021, equivalent to 4.6 days per worker
The guidance aims to assist in bridging inequalities, and potentially allow for greater growth and continuity within your business, by allowing the potential of the existing workforce to be maximised.
Below are some of the things you can do to facilitate this:
- Be a supportive employer - Ensure that the needs, expectations, and concerns of workers are addressed by positive engagement. Understand what may impact workers in, and out of the workplace and make reasonable adjustments to combat this.
- Inclusivity - Design your workplace and culture so that anyone who accesses it is not at a disadvantage. This could be having inclusive workplace rules and customs, or perhaps even providing expert support for those with mental health issues.
- Understanding barriers - Communicating with your staff is the first step in fully understanding any potential barriers. Identifying potential barriers could include access in and around the building, or having rigid starting and finishing times that are exacerbated by disability or ill health.
- Suitable adjustments - Discussing suitable adjustments can facilitate your team in producing the best performance. Reasonable adjustments may include modifications to workspaces, or alternating working patterns.
- Knowledge and understanding - Ensure managers and other employees are aware of organisational standards so that disabled and long-term illness workers can be suitably supported throughout the working experience.
Ultimately, the Equality Act 2010 underpins the above, and employers must comply with the law based on the contents of the act.
For more guidance and support contact CSC on 01761 235604.
