UK Disability History Month 2023: 5 ways to create an inclusive workplace

Disability History Month is here to tackle discrimination and reduce the stigma that people with disabilities face every day.

By reflecting on the past, and raising awareness of the discrimination that people with long-term impairment face, positive changes can be made.

UK Disability History Month (UKDHM) is based on a social model and human rights approach, with the aim of preventing children and young people from experiencing negative attitudes, social barriers and stereotypes in society.

The month of awareness provides an opportunity for councils, service providers, sports organisations and employers to examine their approaches to disabled children and youth, and look at ways they can become more accessible for all.

Historically, people with disabilities have faced segregation, ignorance and bullying from school, and into adult life – but now it’s time to make a change to discriminatory practises.

According to a government survey carried out in 2021, which included 14,491 disabled people and their carers, more than half said they worried about being insulted or harassed in public places. A similar proportion reported being mistreated because of their disability.

Additionally, many disabled people and carers reported that they live in homes which do not meet their needs to live independently or to provide care, or that they have needed to make significant adjustments to their homes to meet accessibility requirements. And only 1 in 10 disabled respondents agreed that disabled people are given the educational opportunities they need to thrive in society.

UK Disability History Month started in 2010 after a motion was signed by 79 MPs to encourage organisations to campaign for equal rights and inclusion.

How to create an inclusive workplace

• Allow disabled colleagues to define what they need

Each disability is very different so people might need different things to make them feel included and empowered. Ensure that all colleagues have a safe space to tell their leaders and managers what they need to feel independent, and carry out their job effectively.

Depending on the disability, it might include being given the option to work at home as and when they need, or the flexibility of having a break from work, or a quiet space to go to.

• Culture

Create safe spaces where disabled colleagues feel comfortable to share how they’re feeling, without the fear of losing their job, or being seen negatively. A safe space will allow colleagues to ask for adjustments that they might need without judgement, and help them feel cared for and valued.

• Identify barriers

Identify what barriers are currently in place and how you can change them. This might be physically or digitally, and get feedback from disabled colleagues on what they feel would benefit them.

• Upskill accessibility

Accessibility might look different to colleagues with different disabilities. For some, it might mean changing their working hours to suit them, giving them the option to work from home if they need to, or giving them new computer software or equipment that will help them.

• Choose a disability champion

Designate a senior leader to take on the role of disability champion. This person will be accountable for disability inclusion, implementing strategies for changes and keeping up to date with progress.

They can also check in with disabled colleagues to ensure they have everything they need to be independent and empowered in the workplace.

Disability discrimination in the workplace

There are regulations in place to prevent discrimination in the workplace under the Equality Act 2010. Employers can get in serious trouble, and sometimes they will be fined if they are found to be discriminating against a colleague.

Workplace discrimination can include being treated less favourably because you are disabled or being indirectly discriminated again – for example there may be a workplace practice in place which is not intended to be discriminatory but has the effect of disadvantaging employees with a particular Protected Characteristic.

Additionally discrimination could involve victimisation – for example, you might be ‘punished’ for reporting something at work that you believe is unfair such as being discriminated against. Or you might experience harassment, such as another employee violating your dignity, or creating an intimidating, hostile, degrading, humiliating, or offensive environment at work.

What should I do if I’ve been discriminated against at work?

It’s usually best to try to resolve the issue first by raising a grievance with your employer, and sometimes this will help your claim if you go onto an employment tribunal.

However, if matters get worse, or do not improve after you have raised the grievance, you might want to think about taking matters further.

Many claims of victimisation arise as a result of a grievance being raised.  An employer may be resentful about the fact that you raised a formal complaint which may result in you being subjected to victimisation.

If you are being victimised for raising a grievance in relation to the way you are being treated at work, please contact Oakwood Solicitors Ltd to see if we can help.

What do I need to make a discrimination claim?

It is advised that you try to obtain as much evidence as you can in regards to the discrimination. It is also important to keep a record of the chronology of events to work out your time limit for submitting your claim in the tribunal.

If you are thinking about making a disability claim, contact Oakwood Solicitors today.

Further reading

Discrimination – Oakwood Solicitors

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