5 concrete actions for tackling disability discrimination in the workplace

Welcome to this edition of our HR newsletter about empowering diversity. In it, we will discuss the importance of addressing disability discrimination in the workplace.

Disability in the workplace is about much more than just meeting quotas. Beyond the societal and legal requirements, creating a truly inclusive environment for employees with disabilities is a key element of a company’s culture and broader diversity goals. It impacts employee well-being, fosters innovation, and contributes to a more equitable society.

During the European Week for the Employment of People with Disabilities (SEEPH), we have a unique opportunity to reflect on our progress and the steps still needed to break down barriers for individuals with disabilities. In France, one in six people live with a disability, and while 80% of disabilities are invisible, those affected often face more significant challenges in accessing and progressing in their careers.

In 2018, the unemployment rate for people with disabilities was twice as high as for the general population, with 61% of them facing long-term unemployment. While there have been improvements, such as the 2005 law requiring companies with over 20 employees to employ at least 6% disabled workers, much more needs to be done to level the playing field.

With the SEEPH 2024 focusing on evolving mindsets and encouraging action, here are 5 concrete actions HR and DEI managers can take to tackle disability discrimination and create a more inclusive workplace:

1. Establish a comprehensive disability inclusion policy

A true commitment to disability inclusion goes beyond quotas. It should be part of the company’s overall CSR strategy, focusing on accessibility, support, and career progression for employees with disabilities. Incorporate this into your Quality of Life at Work (QVT) programs to ensure all employees feel valued and supported.

2. Raise awareness and combat stigma

Since 80% of disabilities are invisible, educating employees about disability and unconscious bias is essential. Organize training workshops to raise awareness about the different types of disabilities, particularly invisible ones, and foster a more inclusive attitude across the workforce. For example, consider hosting a sign language workshop or partnering with organizations to educate employees on different types of disabilities, such as vision impairment.

3. Support employees in completing their RQTH applications

Help employees navigate the process of applying for Recognition of Disabled Worker Status (RQTH), which can offer benefits such as workplace accommodations and support services. Providing guidance and assistance ensures employees feel empowered to access the benefits they are entitled to.

4. Provide workplace accommodations and adaptations

Adapt your physical and digital environments to ensure accessibility. This can include modifying office layouts, providing assistive technology, or implementing flexible working arrangements. Small adjustments can have a big impact on employee productivity and well-being.

5. Create opportunities for engagement and networking

Actively engage employees with disabilities through mentorship programs, employee resource groups, or partnerships with organizations dedicated to disability inclusion. For instance, organizing Duo Days, where employees with disabilities pair with volunteers from the company to experience different roles, can foster greater understanding and inclusion.

By taking these actions, you will not only improve accessibility for employees with disabilities but also help change perceptions and create a culture of inclusion that benefits the entire workforce.

In the spirit of SEEPH, let’s use this week as a springboard for action and make inclusion a permanent part of our company culture.

If you want to explore the impact of disability in the workplace, here are some inspiring articles.

🤣 Breaking barriers with laughter: how the International Paralympic Committee uses humour on social media to spark interest.

🚀 How can the professional environment be more inclusive for individuals with RQTH?

🎤 Pitching to raise awareness.

👀 Employment support for disabled workers: financial aid available to you.

📊 Ifop 2024 study: equal opportunities for people with disabilities in the workplace.

👀 Reading advice of the week, the book The Palgrave Handbook of Disability at Work by Sarah Fielden.

Sarah Fielden’s The Palgrave Handbook of Disability at Work is a comprehensive and insightful exploration of the challenges and opportunities surrounding disability in the workplace. This handbook provides an academic yet accessible analysis of the intersection between work and disability, offering a wide range of perspectives from experts in the field.

The book delves into how societal structures, organizational cultures, and individual experiences shape the employment journey for people with disabilities. It discusses key topics such as employment law, workplace accommodations, inclusive leadership, and the economic impact of disability at work.

One of the major strengths of this handbook is its global scope, exploring not only Western contexts but also disability issues in developing economies. It highlights the importance of creating inclusive work environments beyond legal compliance to foster genuine belonging and equity.

For HR professionals, policymakers, and researchers, The Palgrave Handbook of Disability at Work is an essential resource for understanding how to create a more inclusive and accessible work environment. It serves as both a guide and a call to action for driving positive change in disability employment practices.

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Thank you for reading this newsletter. I hope you enjoyed it. Do not hesitate to share your comments with me. If you think this newsletter might be helpful to someone in your network, please share it. See you soon.