Researchers behind the report, published yesterday (13 March) by Lancaster University and the Work Foundation consultancy, also found that working from home had a positive impact on eight in ten (80%) fully remote disabled employees when managing their health. This is compared to 38% of disabled employees who work remotely less than half of the time.
The report comes soon after the government announced the use of work coaches to help sick and disabled people into work.
HR professionals must support disabled employees in feeling comfortable when doing their job, stressed Hanna Naima McCloskey, founder of diversity and inclusion solutions agency Fearless Future.
She told HR magazine: “Ultimately, the goal is to design equity into workplace policies and processes so that they are the default conditions. This means, for example, that in the first instance HR needs to audit their processes and practices to identify the barriers they can remove to ensure participation, access and power for their disabled candidates and staff.
“Self-determination is a central principle to making workplaces fair for everyone. This means giving people what they specifically need to do their work in dignity and to give their best.”
Read more: New disability guidance for managers
McCloskey also emphasised the importance of removing barriers to resources for disabled employees, such as software tools.
Aggie Mutuma, founder of DEI consultancy Mahogany Inclusion Partners, stated that HR leaders should move from a reactive approach to a proactive one when supporting disabled employees.
Speaking to HR magazine, she said: “HR plays a crucial role in making support seamless and stigma-free, ensuring that disabled employees don’t have to constantly push for what they need.
“Workplaces should already be set up to accommodate different needs as standard. That means embedding flexibility into policies, and making reasonable adjustments easy to access.”
According to the report, 85% of disabled workers reported that access to remote and hybrid work is essential or very important when looking for a new job. However, researchers found that only 26 vacancies on the Department for Work and Pensions job portal had these working options.
Read more: If we aren’t tracking flexible working… what’s the point?
HR should take the time to ensure that hybrid working policies are fair, disability, equality and diversity consultant Joanna Hurry stated.
Hurry told HR magazine: “HR must recognise that disabled staff need access to appropriate reasonable adjustments if working from home, including the appropriate technology and ergonomic setups that replicate an accessible in-office environment.
“Out of sight is not out of mind, and HR plays a vital role in ensuring that communication and support for disabled staff working remotely is effective.”
Disability rights and workplace inclusion specialist Lesa Bradshaw, echoed this. She told HR magazine: “As a wheelchair user, I find the hybrid working arrangement extremely beneficial; it allows me to deliver great work in an environment which is built for my accessibility needs.
“This is a win-win, as business gets the full advantage of my productivity and energy, and I get to avoid a million environmental obstacles that I would face daily if I had to travel to work within an inaccessible transport and building infrastructure.
“Remember, workplace adjustments and support is not a ‘special treatment’ conversation, it is an ‘equalising treatment’ action that enables employees to deliver, and employers to realise that return on investment."
