How to Create a Disabled-Friendly Working Environment

Disabled people have on average lower incomes. Besides, they spend £550 per month in their condition. Among other barriers, they have more difficulties than non-disabled people to obtain a high level education. Adults with disabilities need a job, but while 11.5% of working age non-disabled people are not economically active, in case of those with disabilities the number is 44.3%.

In order to contribute to improve disabled people’s life through work and team-building, employers should follow a equal opportunities policy when hiring and also retain good workers that developed a disability. An inclusive working environment means enriching everybody’s point of view, from the employer to the colleagues and customers, and therefore all the community.

Disability at the workplace: procedures, regulations and grants

According to the Equality Act of 2010 (applicable in Scotland, Wales and England), employers must implement reasonable adjustments, so that disabled workers, trainees or apprentices are not seriously disadvantaged. 

Following antidiscrimination laws and good practice, we could advise the following to employers during the recruitment:

  • Design accessible job adverts, offering alternative application methods.

  • Ask if the applicants will need any adjustment during the selection process, but beware that their requests should not be known by the recruitment decision-makers.

  • During the application phase, a candidate does not have to inform about their disability. Regarding recruiters, generally one cannot ask questions about a candidate’s health unless a job offer has been made.

Once a person with a disability has been hired, employers could perform a work health assessment to consider the adjustments and the restrictions of these workers. This questionnaire should be created by an occupational health professional, respecting privacy boundaries.

Examples of alterations at the workplace would be choosing the most suitable desk, giving flexibility in work hours or preparing the facilities to be accessible. It seems prudent that some of these minimal adaptations are agreed with the disabled worker to make sure they are appropriate.

Sometimes, the disabled candidate or worker will require more assistance, like a BSL interpreter, a support worker, specialist equipment or a taxi. In these cases and similar ones, Access to Work can help with advice and grants. The AtW scheme can cover up to 100% of these extra costs depending on the size of the company.

Disabled people’s financial situation will improve significantly if employers act lawful and intending impartiality. Job opportunities are actually real when the decision-makers are open to hire the best possible candidate beyond disabilities. To avoid discrimination in this regard at the workplace, we encourage you to read
ACAS guide.

In IFS, we wish to offer abundant information about our commercial and domestic items so that customers can make the most suitable decision for their situation. We are elaborating a section with grab rails and Doc M packs
 for adapted areas such corner WC rooms, changing facilities or wheelchair-accessible shower rooms. There is also a detailed category for hand dryers for accessible bathrooms and toilets. Should you have any doubt, please contact us and we will happy to guide you.


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