How do you drive Diversity & Inclusion in the workplace? We’ve partnered with specialist diversity and inclusion organisations: Qlearsite, CV Library, Pearn Kandola, The Kaleidoscope Group, and the Inclusive Group to survey 7,500 Irish and UK professionals - to understand the career challenges and workplace experiences through the lenses of Gender, Ethnicity, Age and Disability. Access the full strategic D&I report here.
Professionals with visible and invisible disabilities face significant barriers to employment. The latest Labour Force Survey (LFS) data reveals that disabled people were over a third less likely to be employed than nondisabled people, with an employment rate for disabled people (aged 16 to 64 years) of 53.2% in 2019, compared with 81.8% for non-disabled people.
The Disability chapter in the D&I Strategy Report analyses the career challenges, workplace experiences and sentiment of disabled professionals active in the UK and Irish labour markets. We've outlined the three biggest challenges faced by disabled employees in the workplace and key recommendations on how to address the issues:
Unfortunately, for those with disabilities, access is still an issue. Only half of disabled professionals agree that resources and facilities are equally accessible to all. This number is lowest of all for those with a physical or sensory disability at only 46% - that’s compared to 61% of those without a disability.
Disabled employees also do not feel the same level of acceptance and belonging as those without disabilities, and report disability prejudice. According to a report by Scope:
Our research showed 12% of disabled professionals strongly disagree that their organisation embraces and celebrates people's differences - that’s more than double than that of non-disabled employees. Over a third of disabled employees also don’t feel their opinions are valued as much as other employees.
Even more worryingly, when disabled employees were asked what their organisations could do to make them feel more included, they spoke about putting an end to discrimination and bullying. The research shows that these issues were cited far more often for those with disabilities than their non-disabled counterparts. What is apparent is that there is a lot of fear around disclosing their disability, making a complaint, or drawing attention to their disability in some way - due the potential knock-on effects of doing so.
Understanding the differing needs that exist within your organisation and building a culture where everyone can feel included will be the ultimate competitive advantage for organisations trying to tackle D&I. For more information on supporting employees with disabilities in the workplace, download the D&I Strategy Report today.
How can organisations close the disability employment gap?
How do you drive Diversity & Inclusion in the workplace? We’ve partnered with specialist diversity and inclusion organisations: Qlearsite, CV Library, Pearn Kandola, The Kaleidoscope Group, and the Inclusive Group to survey 7,500 Irish and UK professionals - to understand the career challenges and wRead More
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