Working with a disability: 6 tips for an inclusive workplace

Every individual deserves the opportunity to enjoy their job in good health for as long as they want, and that includes people with a disability. Their talent often goes to waste, as the extra effort needed seems too expensive and too difficult. But nothing could be further from the truth.

1. Workplace accessibility

An inclusive workplace starts with accessibility, both physical and digital.

Physical accessibility:

Check whether your buildings, desks and other facilities, such as toilets and canteens, are adapted to the needs of people with restricted mobility. Examples include wheelchair-accessible entrances, automatic doors, wide corridors and parking spaces close to the entrance. This can often prove a bit of a challenge in existing buildings, but if you’re building from scratch, you can include these features as early as the design stage. Make sure you also take a moment to consider what shape ergonomic workstations could take at your organisation, as every single one of your employees stands to benefit from that.

Technological accessibility:

The great thing about technology is that you can make it accessible to anyone, including people with impaired vision or hearing. Make sure that your software and internal platforms are compatible with screen readers, voice-controlled software and other assistive tools for people with sensory impairments. Once your digital environment is fully accessible, everyone can communicate and work together smoothly.

2. Safety measures for employees with a disability

A safe work environment is essential for all employees, but sometimes, a little extra effort is required for people with a disability.

Make sure to check whether your emergency procedures have been adapted for people with a disability. Examples include evacuation routes without raised thresholds and accessible assembly points (e.g. not on grass). Further things to consider include clear signage for people with visual or hearing impairments, or tools such as evacuation chairs for wheelchair users. You could also introduce a buddy system so that any person with a disability is accompanied by a colleague when they need to escape.

💡Tip: Make sure you actively involve people with a disability in fire and evacuation drills. After all, they are best placed to tell you what works well and what could be improved.

3. Inclusion in the workplace and raising awareness

Not every colleague feels equally comfortable in their interaction with people with a disability.  To help raise awareness, you could arrange workshops or training courses about inclusion, communication and accessibility. Doing so will boost teamwork and safety in the workplace.

💡Tip: Integrate inclusion and diversity in your health and safety policy. Take a moment to think about how to incorporate equality and anti-discrimination measures in your policy. Doing so will serve as a clear signal that every employee should feel welcome and protected.

4. Job and workstation adjustments

An accessible work environment is not necessarily synonymous with major investment. In many cases, small adjustments can make a huge difference, and it’s the combination of different efforts that delivers the greatest impact. Examples of changes you could make include:

Adjusted working hours: With flexible working hours, employees with chronic conditions can ensure they work only when their energy levels are highest.

Adjusted workstations: adjustable desks, specially adapted chairs or tools to help lift and move items.

Adjusted job content: though job carving, you can restructure someone’s tasks in such a way that they are a better fit for that individual’s strengths. A colleague with impaired hearing could take care of all written communication, for example.

Adjusted technology: examples include specially adapted machines, exoskeletons, voice recognition software or visual alarms.

5. Mental health and safety

Not all disabilities are visible: employees who are psychologically vulnerable or are living with a mental health disorder such as autism, chronic depression, ADHD and so on also need a safe and supportive work environment.

• Foster openness: make sure people feel comfortable talking about mental health.
  💡Tip: Teach your managers to spot the signs of mental health issues.

• Prevent burnout: provide space for rest and recovery, and watch out for signs of excessive stress. It’s also a good idea to deliberately put specific measures in place, such as an Employee Assistance Programme.

• Don’t overlook the physical symptoms of stress or improper posture either. People with a disability are often at higher risk when it comes to these things. Ask yourself: what measures could you take to prevent these issues?

💡Tip: A person of trust can offer extra support to these employees. Make sure your employees know who they can turn to.

6. Diversity in risk perception and policy

Employees with a disability may have different safety requirements, and that requires bespoke solutions. For that reason, you should make sure your health and safety policies are adapted to the needs of different individuals. Examples include specific safety instructions, adjusted protective equipment or extra support.

💡Tip: Ask your employees for their thoughts on the matter. People with a disability are often best placed to advise you on their own safety. Their practical experience can offer valuable insight when it comes to improving processes, workstations and procedures.