Disability support in work. Opinions needed please.

malice88

Hi everyone!

I work in a HR function with aspects of my role focused on employee wellbeing.

My colleagues and I have been discussing ideas for support options we could provide for people with learning differences, developmental disorders (this covers my condition!), and disabilities/ongoing conditions.

When you think about things from a company perspective, inevitably cost and other capitalist considerations will impact discussions.

I therefore wanted to ask for your feedback about what you have found helpful in practice, or would wish for based on an ideal situation, if you're unable to work or struggling in work.

This is a pie in the sky, no limits conversation, so please, feel free to share your dream situation for disability support if there were no limitations.

Alternatively, if you have a HR/strategic background i would also welcome recommendations with business rationale or supporting studies.

*So to summarise*

What support measures would help you (or your differently abled friends and family) happily and healthily join the workforce or remain in work?

Albus_Scope

Hey @malice88 I hope you're doing well on this crisp Friday?

I noticed there'd be no replies to this, so I just wanted to give your post a little bump in the hope you can get some feedback from people.  

I think the best thing business can do is make sure the managers/TMs/higher ups etc are all trained in EDI or at least have some basic knowledge on how to offer allowances and accessibility to those who need the extra support.  A caring manager really can make a world of difference to ones working environment.

WhatThe

Mine are simple, even cost-saving!

Eliminate artificial lighting and use natural light. Reduce air conditioning and increase ventilation. Reduce noise, temperature and smells. 

Could you do all that for me? 

MW123

@malice88

The initial challenge in addressing the specific needs of certain groups arises when it may pose difficulties among other staff members. It becomes essential to prioritise the overall well-being of the entire company. Encouraging active participation and soliciting perspectives from all staff members in projects like this not only fosters understanding among colleagues but also mitigates the potential impact of jealousy in the workplace. 

Creating a truly inclusive and supportive workplace for individuals with learning differences, developmental disorders, and disabilities involves a range of measures. Practical steps, such as implementing flexible work arrangements, ensuring accessible workspaces, providing mental health support, and proactively identifying reasonable accommodations, are essential. Additionally, your company could establish diverse mentorship networks, these relationships contribute to a richer exchange of ideas, a broader understanding of different perspectives, and increased professional development opportunities for all participants. 

Denise12345

Flexible work schedule and flexible location so I can work with and around. Work places look at issues and deficits which make the assumption that divergence is a problem. You could use another lense and see divergence as an opportunity and is representative of society and so your potential customer base so income related.  I am both HR and neuro and physically diverse