Well, it will help business owners to be more open and inclusive in talking about disability
issues within the workplace and doing all they can to support their disabled staff.
It will help them to recognise the benefits of employing an inclusive and diverse workforce
and it will also help them to avoid situations where the employer does not know that an employee
is disabled and thinks that they cannot do the job. The the advice will help them to
find ways of supporting those staff. The advice can also help employers improve well-being and
productivity for everyone. The advice signposts employers to specific disability organisations
Well this is interesting. In supporting staff members employers should seek to make reasonable
adjustments where they become aware that an employee is disabled and they should also
protect staff from discrimination, harassment and victimisation. It's important for the business
owner to keep for to bear in mind that not all disabilities are visible, you know there are
invisible disabilities that you just may not be aware of and so it's important to remember that
and that everyone is different, even staff with the same disability, you know, you must
take an individualistic approach to each member's disability in order to support them adequately.
Support should be given in all areas of work,
accessibility both physical and digital including systems that are being used.
Ways of working perhaps thinking about flexible working or hybrid working.
Working hours including rest breaks, making sure perhaps a diabetic can take adequate
rest breaks in order to get their food etc. Looking at the recruitment process making sure
there is adequate accessibility when staff are being recruited and the formats of recruitment
in using software and things like that for people with dyslexia things like that.
In redundancies and dismissals taking into account that person's disability and why they
may score higher or lower in a scoring process and things like that. Making adjustments in terms of
sickness and absences so that the person with the disability is not unduly penalised.
Looking at the businesses terms and conditions for instance and you, making sure that
those people with disabilities do not suffer a detriment as a result of the general terms
and conditions of the organisation and these these include things like pay and promotion.
Also when it comes to having training within the organisation to make sure that the training
is accessible for everyone and that those with disabilities there are reasonable adjustments made
for them and that also when we're talking about work-related events, conferences, away days,
that we bear in mind the issues of accessibility in that and make
sure that all staff are accounted for in particular those people with disabilities.
Well businesses can read the advice online and can call our helpline and also Acas has
a course on diversity and inclusion in the workplace, the essentials.