International Day of Persons with Disabilities (IDPD) is today, Tuesday 3 December, after being originated by the United Nations in 1992. The day aims to recognise the challenges individuals with disabilities face and seeks to bring attention to ways to support them.
Reflecting on disability
IDPD emphasises the steps we should take to make environments more accessible for those with disabilities. This year’s theme – “amplifying the leadership of persons with disabilities for an inclusive and sustainable future” – highlights the role of leaders and managers in the workplace and how they can impact inclusive recruitment, leading to a diverse workforce.
Challenges in the workplace
While we have made progress and there is more guidance available to help leaders feel more equipped to support colleagues who have disabilities, there are significant challenges still being faced by disabled employees in the workplace. The media has recently been commenting on the challenges for neurodivergent people within the workplace, some of whom may be disabled. A study by Zurich UK found that:[1]
- 63% of neurodivergent candidates perceive that prospective employers view neurodiversity negatively, considering it a “red flag”;
- 51% of applicants with neurodiversity choose not to disclose this to their employer;
- 31% of neurodivergent applicants have experienced job application dismissals after disclosing their condition;
- 28% have faced rejection based on subjective criteria like communication style or team fit;
- 25% report being “ghosted” by recruiters post-disclosure; and
- 16% have had job offers rescinded.
Recommendations for employers
What can employers do to help rewrite these statistics?
In May, our insight explained key recommendations from the DWP’s “Disability Confident” Guide for managers on recruiting, developing and managing people with disabilities.
Our key takeaways include that employers should:
- not assume adjustments will be needed for an employee with a medical condition – every employee/candidate is different;
- treat disabled employees with the same respect as other employees and avoid unnecessary micro-management (this is a known problem area);
- make job descriptions clear on the skills, knowledge and experience required for the role to attract a diverse range of applicants, including those with a disability;
- schedule regular check-ins with all new joiners to assess how they are adapting to the role and determine if any further reasonable adjustments are needed;
- keep records of disability-related absence separate from other sickness absences to avoid affecting bonuses or absence-related disciplinary action; and
- ensure employees with disabilities receive the same training and career opportunities to support their development.
In addition to these recommendations, employers must follow the obligations under the Equality Act 2010 to prevent discrimination against disabled employees and provide reasonable adjustments where appropriate. Adhering to these obligations should be a normal part of business operations, built into senior management discussion, protocols and business decisions.
Acas also provides helpful advice for raising the topic of disability with employees, and helping people feel confident and comfortable in disclosing their conditions.
If your organisation would benefit from guidance in supporting disabled employees, or you have any questions on this topic, please reach out to your Dentons contact.
[1] https://www.zurich.co.uk/media-centre/excluded-from-the-job-market-forced-to-hide-their-neurodiversity
