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World: Misconceptions around disability in the workplace

Wed, 07 Feb 2018, 03:10 PM

Kate Headley, Huffington Post, 6 February 2018
There are currently 3.5 million disabled people in employment, and recent figures show that 600,000 have moved into work over the last four years. However, despite the fact that the right to work is recognised in the Universal Declaration of Human Rights, the employment rate for disabled people in the UK has remained below 50% for the past decade.
If one million more disabled people were supported to work, Britain’s economy would receive a £45 billion boost. And while employment isn’t for everyone, many disabled people want a job, but struggle to secure one. In fact according to a recent survey of disabled jobseekers by the Recruitment Industry Disability Initiative (RIDI), 75% find their condition hampers their job hunt.
It comes down to a lack of understanding. Many employers are, in theory, open to employing disabled people – but just don’t know where to start, or are afraid of getting it ‘wrong’. Additionally, there are certain myths that persist around disability in the workplace: disabled people eat into a manager’s time, accomidating them is expensive or disabled people present a health and safety risk.
None of these are true. Evidence from Employers Disability NI, for example, shows that disabled people, in fact, take fewer sick days and have fewer accidents in the workplace.
A disability does not necessarily mean that a person will need constant attention, or an employer will need to make monumental changes to facilitate them. People with long-term or limiting conditions often have a knack of bedding into a new job quickly and finding their own solutions to challenges thanks to wealth of experience in problem solving coupled with an innate drive to succeed. In fact, according to data from the Chartered Institute of Personnel and Development (CIPD), HR leaders find that disabled employees outperform all other groups in terms of innovation and professional ambition.
The average cost of providing the required support for a disabled employee – or a ‘reasonable adjustment’ - is just £30. Many adjustments, such as a designated parking space, cost nothing at all. According to the Papworth Trust, the two most commonly requested adjustments are modified hours or reduced work hours. What’s more, the government’s Access to Work fund can help employers to cover costs of more expensive adjustments, such as software licences or wheelchair ramps.
Read: the full article at Huffington Post

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  • Maree on Wed, 14 Feb 2018, 08:55 AM:

    I have had stroke, and have some paralysis down my right side, this makes me intellectually disabled in the eyes of society in general, and on the rare occasion I have been able to secure a job, it is patently obvious that I am not considered capable of performing the job competently, and my supervisor consistently hovers to make sure that I do not make mistakes, and if I do, then it must be because I have had a stroke, and not an honest mistake that any person might make in a new job. The mistake is obviously because I am mentally challenged and I will therefore make a similar mistake again. Like all employed disabled people I try not to ever be late, nor take sick days or time off for any reason, I tend to work late, or through my lunch. But I only do this because I want to keep the job, and that is why disabled people "take fewer sick days or have fewer accidents" we know that any blot on our record could mean that we will be fired so we have to be exemplary employees to keep our job, whilst any other person merely has to fulfil the basics of their job to be secure in their employment. Despite all the anti discrimination laws that seem to abound, there is no law that can control hidden negative attitudes, or low expectations, and an employer can provide any excuse to fire a disabled person, without making reference to their physical or intellectual inadequacies