Employers should support the creation of sub-networks within their disability network, according to Kate Nash, creator of networking services Purple Space and Kate Nash Associates.
“When people are feeling ill or unwell, or have acquired a disability, there is a natural tendency to think they can’t stay in work,” Nash told HR magazine. “The reality is if you can get access to some adjustments in how you do your work, then you often can.
“Around 10 years ago I started to see a steady proliferation of disabled employee networks the same way as you see women’s networks and ME networks in larger organisations,” Nash explained. “Now what we’re seeing is those networks starting to develop what we call sub-networks."
She added: “For example, within disability networks there are networks for people with vision impairments where individuals come together, talk about the adjustments they need, build each other’s morale, and help each other navigate difficult moments in life. These sub-networks are particularly useful for those who are newly diagnosed.”
Several groups have formed for employees diagnosed with cancer, reported Nash. “The natural human tendency is to feel empathy for someone with cancer, which is a proper reaction to have,” she said. “But we also need to think about how to support them when it comes to their long-term future and sustaining their work.
“Employers should be looking at ways in which they can play cupid between employees so they can learn from each other”
Nash, who was previously chief executive of disability lobbying group Radar, is this year launching Purple Space, an informal network for disability network leaders to share best practice.
She said networks and sub-networks can be a great communication channel for businesses: “When you introduce a new practice, policy or procedure, you can turn to a network and say ‘this is what we’re going to do, would you thread this through the network and feed back what you think'.
“We hear again and again that networks give you the opportunity to engage better with your disabled employees.”