An inclusive workplace listens to the employee

Work environment and inclusion for persons with disabilities was the theme of a webinar in September. The United Nations Convention on the Rights of Persons with Disabilities, particularly Article 27, affirms the right of persons with disabilities to work on an equal basis with others. However, they often face numerous barriers in the workplace or on the path to employment.

Inclusive workplaces are supportive

Maria Norstedt and Per Germundsson, both Associate Professors at Malmö University, Sweden have produced a knowledge compilation commissioned by the Swedish Agency for Work Environment Expertise.

The study summarizes characteristics of an inclusive workplace, according to persons with disabilities:

• Supportive workplace and leadership
• Active and positive leadership
• Receiving recognition and being a valued employee
• Knowledge among colleagues and management
• Receiving accommodations

Flexibility and a focus on the individual are central.

– There is no one-size-fits-all solution. People may have multiple disabilities, and their needs can change over time, says Maria Norstedt.

Digital skills needed

Till Halbach, Senior Researcher at the Norwegian Computing Center, has researched barriers and opportunities for people with visual impairments in relation to digital workplace tools. In Norway, two-thirds of visually impaired workers say that they encounter digital barriers at least monthly and nearly one-third daily. These problems can mean that tasks take longer to complete, more reliance on colleagues for help, reduced working hours, or even quitting the job.

Assistive technology offers opportunities but also requires the user to be able to manage the technology, and to possess sufficient digital skills.

– Visually impaired people need to manage their own technology and to compensate for the various technical problems that they encounter every day, says Till Halbach.

The technologies are complex and often require procurement, installation, maintenance and integration with mainstream systems. Till Halbach points out that universal design of ICT in workplaces would reduce barriers and lower costs for both individuals and society.

Relying on technology a risk

In the panel discussion, the experts pointed out that sometimes very small accommodations or accessibility adjustments are enough. Research also shows that employers often overestimate the costs of accommodation.

Relying on assistive technology means relying on everything working properly. Sif Holst, Vice Chair of Disabled People’s Organizations Denmark, underlines the importance of leadership and supportive colleagues when technology or equipment fails. Using her own experience as a wheelchair user, she mentions situations where a lift breaks down or when there is an IT system failure.

– The more technology we become dependent on, the greater the risk that, when the technology doesn’t work properly, we might suddenly be at a loss compared to colleagues, says Sif Holst.

Stricter reporting requirements can accelerate change

Anki Elken, Secretary-General of Universal Design in the Workplace, highlights structural drivers for change. She points to new EU reporting requirements such as the Corporate Sustainability Reporting Directive (CSRD) and European Sustainability Reporting Standards (ESRS), which will oblige employers to show how they promote equal opportunities and inclusion.

– This is an opportunity to move from voluntary initiatives to measurable long-term structures, says Anki Elken.

More research on assistive technology needed

There are several knowledge gaps, for example a lack of studies on assistive technology, accommodations, digitalisation and AI in relation to the work environment. The increase in diagnoses like ADHD and autism indicates that more studies on neurodiversity in the workplace are needed. The panelists also highlight a need for more Nordic studies on inclusivity in the workplace.

“Just start hiring!”

As the session closed, panelists were asked for one piece of advice to employers on how to make the workplace more inclusive.

– Just do it! Just start hiring, says Till Halbach.

Sif Holst agrees that hiring the first person with a disability is often an important step:

– You find out it’s not dangerous, and you gain different ways of seeing things at work – and it will likely make it easier to hire a second and third employee with disabilities, Holst says.

The panelists stressed the importance of listening.

Put the individual in focus by asking your employees what works for them

– As a leader, you have to have “big ears”. I think that the answer lies within the organization, says Anki Elken.

A central message in the Swedish knowledge compilation was the focus on the individual employee.

–  Put the individual in focus by asking your employees what works for them: “What do you need?”, says Maria Norstedt.