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Businesses need to take steps to ensure they are not inadvertently discriminating against disabled employees. Understanding ‘ableism’ and unconscious biases in working practices is a good place to start.
What is ableism and is it affecting business?
In the UK, 16 million people, or 1 in 4, live with a disability. According to the Equality Act 2010, a disability is defined as any long-term physical or mental condition that significantly impacts a person’s ability to perform daily activities. These conditions typically last for at least 12 months and can often be lifelong.
There are various types of impairments and conditions that people may experience, not all disabilities are immediately apparent. Some impairments and conditions are non-visible, meaning you might not be able to see them.
Examples of these types of impairments and conditions, may include:
- long-term pain
- mental health conditions
- learning conditions
- sensory impairments such as hearing loss
- physical impairments such as needing to use a mobility aid
- long-term health conditions, such as diabetes
It’s important to note that not everyone with a long-term impairment or condition identifies as disabled. However, workplace adjustments can still be beneficial for these individuals.
Disability discrimination
Ableism, or discrimination against disabled people, can occur anywhere, including the workplace. It includes both direct and indirect discrimination and can be intentional or unintentional. Cultural ableism refers to societal attitudes and practices that disadvantage disabled people, such as:
- Lack of accessibility in public places and employment
- Negative media portrayals of disabled individuals
As a manager, it’s crucial to recognize and challenge ableism in all forms, whether in your actions or those of others. Providing resources, like those from the Bupa workplace wellbeing, can help colleagues learn about disability and equality.
Social model of disability
The social model of disability offers a more inclusive perspective than the legal definition. It suggests that people are disabled by societal barriers rather than their impairments or conditions. These barriers include:
- Physical and environmental obstacles
- Attitudinal discrimination
- Digital and content inaccessibility
Most disabled people acquire their impairments or conditions during their lifetime, and many have multiple impairments at different stages. By working to remove these barriers, we can create more inclusive workplaces.
If you would like to learn more about how you can support inclusivity in your workplace, then You can find even more helpful insight by visiting Bupa’s improved workplace wellbeing hub by clicking on the phrase: Bupa workplace wellbeing.