Belinda Eriksson’s Post

Currently the number of disabled people in the UK is one in five of the working-age population. 80% of those have a hidden disability – a long term health condition that isn't immediately obvious. Read our guide on how you can support disabled employees as a HR professional or business owner: https://lnkd.in/e2BVc-Pm #disability #disabilityawareness #disabled #wheelchair #inclusion #autism #chronicillness

Why don't more people disclose their disability in the workplace? It's one of the central issues surrounding disability employment across sectors and around the world. People with disability want to feel valued and valuable. Organisations leave a huge amount of shareholder and community value behind when they can't optimise for employing more people with disability. Not disclosing comes down to two broad categories: people don't feel the 'need' to, or they don't 'want' to. Disclosing is a personal decision but it's that second category that's the challenge. People often choose not to disclose a disability in the workplace because they fear stigma or discrimination. The fears aren't baseless unfortunately. More people would disclose if they felt better supported. Had a good chat to Felicity Caldwell at The Brisbane Times about the issue this week. The Queensland public sector has a good plan in place and is doing well. But there's more to do. Like almost everywhere, we face an issue with people willing to disclose. Setting targets is valuable and demonstrating organisational willingness and preparedness to work through adjustments and supports matters. I also think there's a lot to be gained from equipping every manager of people in any organisation with the tools needed to have better conversations about these issues. What have you seen that has worked?

“Disability continues to be the missing piece of the policy puzzle at multiple levels and across varied fields. It is therefore imperative that the invisibilised voices of this marginalised group get a hearing at every policy formulation and implementation platform. A paradigmatic shift is necessary where disability issues are not just deliberated in disability rights discourses but throughout the spectrum, from commerce and finance to law and public grievances.” Nipun Malhotra and I write in ThePrint about the need for integrating an intersectional disability lens to policies in India. You can read the article here - https://lnkd.in/dMS6fNRz You can listen to the article here - Podbean: https://lnkd.in/grY8dV9s Spotify: https://lnkd.in/gzETr8qY

Bridging the disability employment gap is essential, but many employers lack confidence regarding the types of adjustments than can make a huge difference, and fear the legal and reputational repercussions of getting things wrong. Those employees living with mental health conditions and neurodivergence can be particularly impacted. In this short video, our expert colleague Amy Hextell shares some genuinely practical insights and tips to help employers navigate this area. #disability #inclusion #equity https://lnkd.in/ekSMrzDr

Dinesh Palipana: A legend, a respected human, and a voice for change. Championing the rights of PWD through this powerful, intentional and insightful article, and creating a better world for all! If there’s one person whose work consistently sparks meaningful change and brings attention to the challenges faced by all PWD, it’s Dr. Dinesh Palipana OAM. His latest article, "How will the response to the Disability Royal Commission's recommendations impact People with Disability?", is yet another testament to his deep advocacy and passion for creating a more equitable future for all. As someone who has lived experience and continues to fight for justice in healthcare, law, and policy, Dr. Palipana’s insights in this piece are crucial. He sheds light on the impact of the Disability Royal Commission's recommendations and what it means for the disability community moving forward. We need more voices like his—fearless, compassionate, and forward-thinking. I encourage everyone to read his latest piece and reflect on how we can collectively contribute to making a real difference for people with disabilities. Let’s support this incredible human, and let’s keep pushing for progress! 📖 Read Dr. Dinesh’s article here: https://lnkd.in/gswnVfdB #DisabilityAdvocacy #InclusionMatters #HealthcareEquity #DrDineshPalipana #DisabilityRoyalCommission #SupportAndChange

An insightful article from a debate in the House of Lords exploring the challenges faced by people with #disabilities; including access to benefits, work, education, housing and healthcare: https://zurl.co/OVLk It's time to stand together and remove these barriers in society.

#Disabilities are often overlooked in #DEI discussions in organizations, especially 'invisible disabilities'. In fact, only 1% of disabled employees have a 'visible disability', according to Mercer and Global Disability Inclusion. Dive into the article for further insights.

#Disabilities are often overlooked in #DEI discussions in organizations, especially 'invisible disabilities'. In fact, only 1% of disabled employees have a 'visible disability', according to Mercer and Global Disability Inclusion. Dive into the article for further insights.

#Employers should establish a #transparent framework for #promotions , particularly when evaluating business cases alongside other #qualifications . It's essential to clearly define the business case criteria before considering suitability, ensuring a fair assessment. #Disability should generally not impact the business case evaluation. However, under Section 39 of the Equality Act (UK), UK employers must make #reasonableadjustments to ensure #equalpromotion opportunities for #disabled #employees , tailored to the role's requirements and the individual's #disability . This may not always mean automatic #promotion but rather adjustments to level the playing field.

The recent data revealing the increase in the number of MPs seeking disability-related workplace adjustments highlights significant progress in accessibility within the UK Parliament. As of July 2023, 43 MPs, up from just seven in the previous parliament, have either requested or discussed disability accommodations, with 28 of them receiving adjustments such as voice recognition software, accessible document formats, and dyslexia assessments. This shift, supported by initiatives like the appointment of a workplace adjustment case manager and collaboration with the Business Disability Forum, demonstrates a growing recognition of the importance of inclusive work environments. While not all MPs requesting adjustments self-identify as disabled, this move indicates a broader acceptance of making workplaces accessible for all. Fazilet Hadi of Disability Rights UK welcomed this change, noting that having four times as many MPs receiving adjustments compared to the last parliament is a positive development. It reflects both the increasing representation of disabled individuals in government and a stronger commitment to ensuring that MPs can fully participate, regardless of their individual needs. https://lnkd.in/ensX4D3C