It is alarming to learn that more than 50% of people in the UK who are registered as disabled are unemployed. Given that many disabled people, discouraged by the challenges they face to access the world of work, remain in academia, there are some highly educated operatives available to augment the workforce of an authentically inclusive employer.
Organisations should ensure their workspaces are as accessible as possible. If a potential employee has the qualifications and personality to improve your team but there is a physical factor preventing them working there, that should be addressed. Look at your location; are the nearby public transport facilities optimised for disabled people? Does entering and moving around your office present challenges that can be removed?
But accessibility also covers your website. Most sites are not as inclusive as they should be and in 2020 it is sobering to reflect how few can be used by voice activation.
If you are unsure how accessible and inclusive your organisation is, ask your employees – all of them – to tell you. You may learn some valuable lessons.
Because when you build a reputation for being a genuinely inclusive employer, word will spread, and you will get priority access to a huge pool of potential talent.