However, addressing this gap can make a significant difference in attracting, recruiting and retaining talent, while enabling you to take meaningful steps towards becoming a more inclusive company.
If you are looking to enhance diversity, it’s worth remembering that people with disabilities carefully evaluate potential employers and look for signs that an organisation may be understanding and supportive of their needs. Employee benefit packages can be a means to demonstrating your commitment to accessibility and workplace inclusion.
Flexible and hybrid working models
Flexible working arrangements appeal to nearly all employees but are particularly beneficial (and often essential) for those with disabilities. Adjusting working hours can accommodate various disabilities, helping employees maintain their everyday routines.
Read more: Making UK workplaces a level playing field for disabled people
Many disabilities, such as chronic fatigue syndrome, depression, chronic pain and neurological conditions, can disrupt sleep, making early starts challenging. Flexibility allows individuals to structure their workday around the hours when they are most productive.
Hybrid working arrangements are also valuable for people with disabilities, especially those who thrive in the comfort and control of their own home. Neurodiverse employees, for example, may benefit from working in a quiet, familiar environment, helping them focus on tasks that require concentration. Additionally, hybrid work eliminates the need for morning commutes, which can present challenges for those with disabilities.
However, it's crucial not to marginalise employees with disabilities by confining them to home-based work. Hybrid models should ensure that these individuals have the option to return to the office, preventing isolation and promoting interaction with the rest of the workforce.
Improve health and wellbeing
In recent years, many companies have incorporated wellness and mental health resources into their benefits packages to improve work/life balance. Of people with severe symptoms of mental health problems, 37.6% also have long-term physical conditions. This compares with 25.3% of people with no or few symptoms of a mental health problem, according to research from the Mental Health Foundation. So, mental health support through wellness apps, meditation classes and access to coaches or counsellors, etc, can significantly benefit employees with disabilities.
Read more: A different slant: Reasonable adjustments alone won't cut it
Physical health benefits should also be inclusive. For example, if offering a gym membership, companies should research and partner with the most accessible gym available. Healthy food is a common employee benefit that can also be made more inclusive. By considering dietary restrictions related to disabilities, such as gluten-free or low-sugar options for those with autoimmune conditions or diabetes, for example, companies can ensure that everyone can enjoy and benefit from provided meals. Knowledge of individual allergies, intolerances, and dietary needs ensures this benefit promotes both health and inclusion.
Dedication to inclusion through benefits also sends a signal to employees with hidden disabilities. Unfortunately, 43% of people with hidden disabilities choose not to disclose them at work, according to data from Bupa, but a commitment to accessibility can encourage openness and reduce the stigma around disclosure.
Accessible office design
For companies offering hybrid work, it’s important to create a physical workspace that reflects accessibility. Thoughtful office design with features like quiet zones, recreation areas, collaboration spaces, pods, lounge spaces, and adaptable ergonomic furniture can make the office more accessible. These elements allow employees with different needs to choose the areas and conditions that suit them best, creating a foundation for an inclusive workspace.
Cultural benefits
Ultimately, when it comes to offering people with disabilities workplace benefits, the best thing you can offer is an open, progressive and understanding culture that embraces disability. There is only one way of really doing that, and that is training staff, so that colleagues are knowledgeable, empathetic and supportive of everyone’s needs.
Read more: New disability guidance for managers
Addressing the requirements of employees with disabilities through benefits means that diversity can be enhanced, while developing a more welcoming, supportive workplace for all.
By Chris Jay, managing director of Bascule Disability Training
