How workplace innovation can spur greater inclusion toward people with disabilities

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Saturday 3^rd December marks the International Day of People with Disabilities. The theme for this year is: “Transformative solutions for inclusive development: the role of innovation in fuelling an accessible and equitable world”.

The lack of opportunities to enter the workforce and experience career success continues to pose problems for people with disabilities. Because of this, it’s imperative that we find solutions to create a truly accessible world of work. In addition to technological innovation, there are many ways organisations can attract and retain a diverse workforce by adapting their practices. In this blog, I’ll share some data from our recent report, and some of the changes my colleagues have discussed in the last year.

Inclusion toward people with disabilities in the workplace: key insights

• A global report compiled by Hays shows that people with disabilities are more likely to face unemployment than their peers.
• Recent data suggests that the pay gap between people with disabilities and other workers is still significant.
• Innovation can provide opportunities for accessible workspaces and training – many of which we are already seeing today.
• At all stages, it is important to listen to those affected and gain their advice on how to improve your organisation’s attempts and inclusion.

People with disabilities are less likely to succeed in the world of work

To explore the difficulties that many people face in the world of work, Hays has released a global report, titled ‘Focusing on employment inequity: how we can help’. The findings show the extent to which people living with a disability are more likely to experience unemployment than somebody who isn’t.

Furthermore, data from 2022 shows that, on average, workers in the UK without a disability earn roughly 17.2 per cent more than those with one – an increase from 2021. In the US, workers with a disability earn on average just 76 per cent of their peers. Similarly, people with a disability in Australia are more likely to have a low level of income.

As a result, people with disabilities are turning elsewhere for career success. Our report details that: “workers living with a disability account for 14% of the self-employed workforce in the UK and between 2013 and 2018 the number of self-employed disabled workers has risen by 30%”.

Dr Nancy Doyle, founder and Chief Research Officer at Genius Within, discussed this in a live event with Hays CEO, Alistair Cox. Nancy, who is neurodivergent, set up Genius Within to help neurodiverse workers be their best at work. During the conversation, she explained that somebody with ADHD is twice as likely to start a business as somebody neurotypical.

How can innovation create an inclusive workplace for employees with a disability?

Innovation in hiring

Think about the hiring process and whether it’s a comfortable, attractive experience for all candidates. Is the language you use in your job specs and interviews inclusive? When interviewing remotely, it’s impossible to make eye contact with one another. Think about body language over video call, and how it might appear to neurodivergent candidates. Likewise, consider whether your perceptions of the candidates’ body language are based on neurotypical expectations.

Some candidates with a disability will disclose this in the expectation that you make efforts to suit their requirements. What innovations can you deploy to tailor your application process accordingly? Remote interviews have become commonplace in the new era of work – these should be available to anybody who might struggle to visit the physical workplace. Consider whether a panel interview is absolutely necessary, as some candidates may find this overwhelming as a result of their disability. Any factors that will not accurately reflect their aptitude for the role should be removed.

Innovation in the workplace

We must also ensure that employees have equal opportunities in the workplace. As part of the Hays initiative, Helping for your tomorrow, our staff have been equipping people with disabilities with the tools they need to enter the world of work. For example, we have partnered with Paralympics Ireland to support athletes as they transition into the workplace. In the Americas we are working with the Special Olympics to create inclusive workspaces through virtual experiences.

Is their workstation suitable? Remote working allows employees with disabilities greater control over their environment and allows them to thrive. As Magnus Hedemark discussed in an interview with Hays’ James Hallahan, he cannot replicate his home setup in an office space since he would feel self-conscious. At this point, you have two options: to let the employee work remotely, or to ensure the culture in your office is a safe one. To truly promote inclusion, you must do both. 

Of course, technological advancements have a big part to play, too. What about the workspaces of the future? James Milligan, our Global Head of Technology Solutions, has already written about how organisations can utilise the metaverse. Virtual spaces allow greater accessibility and can be used for onboarding in a convenient environment. My colleague Olivier Pacaud has expanded on this idea here. However, it’s key that employers involve a diverse range of voices during implementation to ensure it meets their requirements.

They could also promote inclusion amongst co-workers. James writes: “One idea proposed to combat potentially offensive language (even if used unintentionally) in a virtual workspace is a real-time warning to those communicating. Provided through artificial intelligence, this would give the person speaking an opportunity to rephrase or change their message before delivering it.”

Inclusion toward people with disabilities in the workplace: Next steps

I recommend that you read our report to find out more about inequity in the workplace. This will help you to understand the areas in which people with a disability are facing inequity at work.