Imagine a workplace where everyone feels welcome, valued, and able to contribute their best. For many disabled people, this ideal is far from reality. Everyday tasks and processes that seem easy for some can create mountains of obstacles for others. But often the problem isn’t with the individual – it’s with the system. Subtle biases, inaccessible practices, and outdated thinking create barriers that exclude talented people.
For example, meet Ahmed, a passionate development worker who is blind. Reading reports, interpreting charts, going to different offices, and connecting with international communities felt like an impossible task for him entering a world so dominated by sight.
However, his organisation believed in everyone’s potential and created tools to bridge the gap. Getting colleagues to meet him at the nearest train stations to help him learn the route to the office in his first few weeks, or ensuring the workspace was free of obstacles such as bins and chairs, or the kitchen area free of rogue cutlery and coffee cups, made the environment safer for everyone. Other innovative ideas included using elastic bottle brushes to create charts and maps he could feel, helping to make mental images. Screen reading software was provided to enable him to conduct research online independently, monitor emails, and write project plans.
Whilst overseas, Ahmed didn’t work alone. He teamed up with colleagues and locals whose eyes could see what his couldn’t. Together, they visited villages and communities, building trust and making sure projects truly helped. He even participated in lively community events, his keen hearing connecting him to people on a deeper level and helping understand their needs beyond just word. Commuting was done at non-peak times, to minimise stress and ease the process. This was also an adventure; colleagues described the sights – local markets, entire families on single motorbikes, unique huts, and flora. Similarly, Ahmed pointed out hidden sounds and textures, enriching everyone’s experience.
Freed from limitations, Ahmed’s unique perspective shone. He saw things others missed, leading to creative solutions that made a real difference. His collaboration helped build trust and ensured projects were truly inclusive by ensuring the needs of disabled community members were met. So, what are some learnings you, as an employer, can implement?
Shifting Our Mindset:
•Move beyond the “disability” label: Think about the unique skills and perspectives disabled people bring, not just their challenges.
•Focus on inclusion, not accommodation: It’s not just about ramps and assistive technology; it’s about creating a welcoming and adaptable environment.
•Embrace the social model of disability: Understand that societal barriers, not inherent limitations, often create the biggest challenges.
Taking Action:
•Post your job openings on Evenbreak: We offer an accessible platform and resources to help connect you with qualified disabled candidates.
•Provide flexible work arrangements: This can benefit everyone, not just disabled people, and foster a more inclusive culture.
•Educate your team about disability inclusion: Encourage open communication and understanding of different needs and perspectives.
•Offer mentorship and support: Create a culture where everyone feels comfortable asking for help and advocating for their needs.
Together we can build workplaces where everyone, regardless of their differences, can thrive.
Mahomed Khatri, Head of Employer Engagement
Are you looking for additional support to ensure your workplace is inclusive? Enquire with Evenbreak today about training opportunities.
