How to support your disabled colleagues

At the time of writing, it’s 2022. Yet disabled people are still being overlooked when it comes to employment. Our skills and talents are being ignored. Barriers are being placed in front of us, even before we’ve had the chance to prove ourselves.

However, when disabled people are given those opportunities, employers are left feeling sceptical, questioning how to support their disabled employees.

It goes without saying that’s not how it should be.

Employing disabled people isn’t as daunting, costly or time consuming as you might think.

 

I feel very lucky to be surrounded by incredibly supportive colleagues who go above and beyond to make sure that I can carry out my role without any barriers. They support me in any way they can. I shouldn’t feel lucky though, because that should be the norm.

 

Before we get into the nitty gritty of this post, I want to recognise that I know how hard it is to find employment as a disabled person. Similarly, attitudes by employers make finding inclusive employment even harder.

I know there’s much more to employment as a disabled person than the things I’m about to discuss here.

On the other hand, I also think by all working together, we can hopefully change the narrative on disability and employment.

Colleagues are there to support each other. That includes knowing how to support anyone with a disability.

 

Learn about disability

Take the time to educate yourself. You don’t need to claim you’re an expert. All we ask is for you to learn, and gain an understanding.

Research the various models of disability. Take an interest in the issues that matter to disabled people. Learn about disability and language, and think about how this can be applied in your own working practices.

Knowledge is power!

You don’t need to pretend that you know everything. There’s a real difference between being an expert because you think it’s the right thing to do, and taking a genuine interest, arming yourself with the knowledge because you care.

 

Recognise reasonable adjustments and support available

Many of us would be unable to do our jobs without support and reasonable adjustments. They enable us to carry out our role to the best of our ability, eliminating any challenges.

 

Examples of reasonable adjustments include:

• Flexible working
• The option to work remotely
• Negotiating working hours and patterns
• Rest breaks
• Specialist equipment
• Assistive technology such as a screen reader, magnification or speech to text software.

 

In order to put the right reasonable adjustments in place, you need to have open and honest conversations. Managers shouldn’t feel worried about asking what support a person might need, and colleagues shouldn’t be made to feel like they can’t talk to you because of a fear of judgement or a lack of understanding.

Working together is the most valuable thing you can do.

 

Remember that everyone’s experiences are different

What works for one disabled colleague might not work for another. Disability isn’t concrete, everyone’s experiences are unique.

If you have two colleagues with the same or similar disabilities, don’t compare their experiences. Furthermore, phrases such as ‘but they did it’ aren’t helpful or motivating. They make us feel pretty rubbish.

We’re all different, we each have our own ways of working. Take it as a chance to learn and develop your knowledge.

Ask yourself how you can make sure everyone is included.

 

If you aren’t sure of something, ask us

Disabled people don’t expect you to know every single detail about disability.

We’d much rather you ask us and get it right, rather than making an assumption and getting it wrong, resulting in frustration for everyone.

It’s okay to admit that you don’t know, so you want to ask first. Disability related or not, we all need to ask questions at times.

There’s nothing wrong with asking well-meaning questions with good intentions. Make sure you’re asking for the right reasons, not simply to be nosy.

 

Don’t assume what we can and can’t do

Making an assumption of what someone is capable of is rather demoralising for that person.

No one knows their abilities better than the person themselves.

If you think someone’s disability might be a barrier when completing a task or carrying out a project, be guided by that person, as well as working together to find a solution. Disabled people might need to find their own workarounds to complete a task accessibly. That’s okay. Embrace it.

 

Make your content accessible

Okay, so I probably sound like a broken record when it comes to talking about making content accessible. That’s because it makes a huge difference. It’s often the make or break between being able to complete a task independently or not.

Everyone should be able to access any content you’re sharing – documents, emails, presentations or meeting notes. No matter what it is, everyone should have access to any materials coming their way.

One reason I regularly hear for not making content accessible is ‘I don’t need to’. How do you know?

Not everyone will want to disclose their disability within the workplace. Plus, not all disabilities are visible.

People may also be using a range of assistive technology to access your content. Some people may fluctuate between the software and devices they use, so cases like this need to be factored in too.

Give people a choice of formats: if you’re sharing a presentation, share the PowerPoint presentation as well as a Word version.

If you aren’t sure which formats are accessible, ask your colleagues.

If you don’t know how to create accessible materials, take the time to learn. It’s a vital skill!

Aside from documents and other materials, accessibility also extends to other areas of your work such as meetings. If you’re sharing images, give a verbal description. Make sure that captions are available if using online meeting platforms for anyone that might need them, as well as giving the option to record any meetings where appropriate.

Do a deep dive into the accessibility of the systems you use. If they aren’t accessible, take steps to fix any issues. Start the necessary conversations to push for changes to be made.

 

Share materials in advance

In order for everyone to equally take part in your meetings, share materials in advance, preferably at least 24 hours beforehand.

Sharing materials in advance means that you give everyone the chance to read through the documents and resources prior to the meeting, giving them equal participation. Most importantly, it is accessible for everyone.

 

Take stock

Taking time to reflect is a key part of learning, both personally and professionally. Take a step back to think about your own working practices. Think about how you can work together as a team to make those bonds stronger, support each other, and make sure everyone is included.

Be an active listener, and act on what’s being said. Be proactive about any feedback you receive.

 

Focus on what we can do, not what we can’t do

There’s a wrongly perceived narrative that disabled people can’t hold down a job, let alone succeed. Let me tell you once and for all: that is not true.

Disabled people will be an asset to your organisation.

I’m a communications professional. Yes there are parts of my role that I can’t do without a little support from my sighted colleagues, simply because they are too visual – that comes with the field I work in. However, that does not make me any less of a member of the team.

I have expertise in other areas. I can also use my lived experience of disability as part of my job. I don’t know about you, but I think that’s wonderful.

Focusing on what someone can’t do makes that person feel miserable. It doesn’t create a fun environment for anyone.

Instead, focus on what your disabled employees can do. Find their strengths. Hone in on their skills. Encourage them to grab opportunities that come their way.

 

Remember that supporting disabled people extends beyond your day job

We all need to play our part in creating a fully accessible, equal society where there are no barriers for disabled people. We can’t do that alone. We need your support too.

Take all the knowledge you gain from your work and apply that to your everyday life.

Make your social media content accessible, educate others, do what you can to be a disability advocate, and amplifying our voices are some of the many ways you can be a good disability ally.

Whilst we’re on the topic, make your social gatherings accessible for everyone. No one wants to miss out because of a lack of accessibility.

 

Supporting your disabled colleagues doesn’t have to be complicated or difficult – sometimes the smallest gestures can go a long way.

You don’t have to panic or treat us any differently. We want you to believe in us and recognise our abilities.

What are some of the other ways you can support your disabled colleagues? Share your thoughts in the comments below.

 

Holly x

 

Further resources

Busting myths on disability and employment

Apply for the Access to Work Scheme

Visibly Better Employer quality standard – RNIB

Employer advice – Thomas Pocklington Trust

Reasonable adjustments at work – Scope

Disability Essentials – Business Disability Forum

Employment and long-term illness: The invisible talent pool – Astriid