Making sure our workplace is inclusive for everyone, especially those with disabilities, is crucial. Good diversity data could be the key to helping your organisation be truly inclusive.
Why is this data so important? It can help you to spot any physical, procedural, or even attitudinal barriers that employees with disabilities might be facing. Knowing about these barriers offers the chance to come up with targeted solutions to remove them, or tailor support services to meet specific needs, ensuring disabled people have everything they need to thrive in the workplace.
So, where do you start? Probably the most common method is sending surveys and questionnaires to employees. Often, these are anonymous, making it easier for people to share their experiences and let us know if they have any disabilities. Questions should be straightforward and inclusive, so everyone feels comfortable answering them.
Another way could be collecting data through HR systems when new employees join. During onboarding, new starters could be given the option to voluntarily share if they have any disabilities. There would need to be assurances that this information would be confidential and only used to help improve inclusion efforts.
Those employees who have previously disclosed a disability may be willing to join a programme of focus groups or one-on-one interviews. These sessions could provide deeper insights into their workplace experiences and challenges that surveys alone might not reveal. Employee Resource Groups (ERGs) could also play a big role, providing real-life stories and suggestions to make things better.
Tracking this data could give real insight to how efforts to increase inclusion are having an impact. Watching for trends in the date could help figure out what’s effective and what needs adjusting in a culture of continuous improvement. Plus, when employees see that the organisation is serious about understanding and addressing employee needs, it builds trust and encourages more people to disclose their disabilities and seek the support they need.
Of course, collecting this data isn’t easy. The Equality Act 2010 states that disabled employees do not have to disclose their disability if they choose not to. For many disabled people, the fear of discrimination, based on their lived experience or that of others, is enough to prevent them from disclosing. It's essential that any organisation creates a psychologically safe space to allow for open sharing without discrimination or judgement. Confidentiality and trust are essential ingredients, but there are still likely to be some disabilities that will go unreported since sharing is voluntary.
Understanding the demographics of your organisation is my first step in helping you shape an effective disability inclusion strategy. It can be a challenging process, but by understanding and tackling those challenges, you can create a more inclusive and supportive workplace for everyone.