How to create an inclusive workplace
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The webinar featured Peter Macdonald Hall from Vercida, Heather Smith from the National Trust and Teresa Loftus from AbilityNet. It explored the role of accessibility within the Diversity and inclusion agenda, how to create a culture of inclusion as well as practical tips on adjusting your workplace. Heather spoke about flexing across a range of different environments, for a range of needs.
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How to create an inclusive workplace
- 1. How to create an inclusive workplace: September 28 2021 How to create an inclusive workplace • Peter Macdonald Hall, VERCIDA • Dr Heather J.L Smith, equality specialist for the National Trust • Teresa Loftus, Assessment Team Manager for AbilityNet • Sarah Botterill, Marketing Manager AbilityNet September 28, 2021
- 2. How to create an inclusive workplace: September 28 2021 Housekeeping • Live captions are available during the webinar • Please use the Q&A window to ask questions • The chat window is turned off for ease and accessibility reasons • Slides, a transcript and a recording will be made available post-webinar, you will be notified via email • We will include a follow-up email for feedback
- 3. How to create an inclusive workplace: September 28 2021 Welcome to our panelists Peter Macdonald Hall, Principal Consultant at Vercida Dr Heather J.L Smith, Equality Specialist for the National Trust Teresa Loftus, Assessment Team Manager, AbilityNet 3
- 4. How to create an inclusive workplace: September 28 2021 Welcome and agenda • The changing working landscape – setting the scene • Introducing AbilityNet: a digital world accessible to all • Diversity in the workplace (VERCIDA) • Adapting to multiple workplaces (National Trust) • A digital workplace accessible to all (AbilityNet) • Panel discussion and Q&A
- 5. How to create an inclusive workplace: September 28 2021 AbilityNet believes in a digital world accessible to all. Accessibility products and services and role-based accessibility training. We support people of any age, with any disability or impairment, to use technology to achieve their goals at home, at work and in education. We also run two annual events. Overview of AbilityNet’s services 5 A digital world accessible to all Accessibility products and services Events (T4G and TSP) FREE services (at home) Workplace services Education services
- 6. How to create an inclusive workplace: September 28 2021 The changing working landscape
- 7. How to create an inclusive workplace: September 28 2021 Disability and the workplace (statistics) • The disability employment gap has increased over the last year from 28.1% points to 28.8 percentage points.1 • 8.4 million disabled people of working age in the UK, or 20% of the working age population.2 • The unemployment rate for disabled people is 8.4% compared to an unemployment rate of 4.6% for people who are not disabled.3 • 71% of disabled people in employment were affected by the pandemic through a loss of income, furlough, or redundancy.4
- 8. How to create an inclusive workplace: September 28 2021 The “new normal”; impact of Covid-19 • April 2020 46.6% of people in employment did some work at home.1 • Of working adults currently homeworking, 85% wanted to use a "hybrid" approach of both home and office working in future.2 • 32% of businesses state they are not sure what proportion of the workforce will be working from their usual place of work.3
- 9. How to create an inclusive workplace: September 28 2021 Impact of the pandemic on work
- 10. How to create an inclusive workplace: September 28 2021 An accessible workplace Teresa Loftus Assessment Team Manager, AbilityNet
- 11. How to create an inclusive workplace: September 28 2021 Teresa has worked for AbilityNet since 2012 delivering workplace assessments and disabled student assessments. Teresa holds a Post Graduate Certificate in Ergonomics. She is NADP (National Association of Disability Practitioner) Accredited, has 20 years of AT. Teresa Loftus, Assessment Team Manager
- 12. How to create an inclusive workplace: September 28 2021 How has Covid impacted the workplace for disabled people? • Adapting to a new workplace • Our shift in support… • AbilityNet’s strengths… Impact of Covid-19
- 13. How to create an inclusive workplace: September 28 2021 The pros and cons of hybrid working • Virtual • Face to Face • Collaboration
- 14. How to create an inclusive workplace: September 28 2021 Workplace services AbilityNet My Computer My Way • Cognition, Hearing Motor, Vision. • Cross-platform and device • Recent improvements Free Factsheets • 30+ and growing • Condition-specific information (e.g. stroke and technology) • Technology specific (e.g. screen readers) Training (line managers/ employees) • Inclusive accessible meetings; Inclusive accessible collaborative working; Inclusive accessible culture; Individual workplan • E-learning modules Beyond free • Access to Work Identifying support • Clear Talents
- 15. How to create an inclusive workplace: September 28 2021 VERCIDA: Diversity in the workplace Peter Macdonald Hall, VERCIDA Group
- 16. How to create an inclusive workplace: September 28 2021 Peter is Principal Consultant at Vercida and is highly respected as a subject matter expert on culture change, workplace diversity & inclusion, unconscious bias, inclusive leadership and learning and development. His career in HR, OD and diversity and inclusion spans over twenty years, including senior roles in the Private, Charity and Public sectors – most notably as a Director for Diversity and Inclusion within a boutique recruitment firm in the City of London. Peter Macdonald Hall, VERCIDA Group
- 17. How to create an inclusive workplace: September 28 2021 VERCIDA Group The global diversity and inclusion company
- 18. Subtitle, date goes here About VERCIDA Consulting Part of VERCIDA Group, VERCIDA Consulting is a leading diversity, inclusion (D&I) and leadership develop management company. VERCIDA Stands for: • Values • Equality • Respect • Culture • Inclusion • Diversity • Accessibility • At VERCIDA Group we have a simple mission: to transform the workplace into a diverse and inclusive environment. • • With science and psychology underpinning our approach to inclusive management, we assist our clients worldwide. • • By challenging traditional ways of thinking about diversity and inclusion, we prepare businesses for the future of work.
- 19. How to create an inclusive workplace: September 28 2021 Governing principles • Grounded in research: The foundations of all of our programmes draw on evidence from 3 inter- connected fields of human behaviour and decision-making: social psychology, neuroscience and behavioural economics. • Never off the shelf and as unique as you are: At VERCIDA Consulting we only do what works, and that is bespoke programmes, designed around your specific needs, Values and culture(s). • AAA Learning model: Our approach to learning is based on the the principles of raising awareness, application to client cultures and finally a real focus on lasting actions. Three key areas of expertise
- 20. How to create an inclusive workplace: September 28 2021 Peter Macdonald Hall Principal Consultant Vercida Consulting.com +44 (0) 7885 976 450 LinkedIn: Peter Macdonald Hall Twitter: @PMHall
- 21. How to create an inclusive workplace: September 28 2021 The National Trust Dr Heather J.L Smith, Equality Specialist for the National Trust
- 22. How to create an inclusive workplace: September 28 2021 Dr Heather J.L Smith, Equality Specialist Heather has worked at the Trust for a number of years, holding positions responsible for advising on equality, diversity, and access for disabled people as employees, volunteers, members, and visitors across the Trust’s diverse portfolio. Heather’s PhD, researched provisions in museums and art galleries for blind and partially sighted people. She has further personal experience of disability through caring for her partner in his journey through Motor Neurone Disease (MND).
- 23. How to create an inclusive workplace: September 28 2021 Some statistics • Includes England, Wales, and Northern Ireland • Over 780 miles of coastline • Over 250,000 hectares of land • Over 500 historic houses, castles, parks, and gardens • Over 470 holiday cottages and other places of accommodation • Nearly one million works of art • Around 8-10,000 staff and 50,000 volunteers
- 24. How to create an inclusive workplace: September 28 2021 • Organisational strategy – ‘For everyone, for ever’ – focus on people as well as conservation. • Values – ‘Welcome everyone’ • Commitment to ‘Everyone Welcome’ • Collaboration and partnership • And then Covid 19… Strategy Focus
- 25. How to create an inclusive workplace: September 28 2021 • Adapting policies and procedures, introducing new processes • 80% staff furloughed; Volunteers not on site • Response of members and visitors • Reset for the future • Redundancies • Reduced budget • Fewer volunteers • Doing the day job differently Impact of Covid-19
- 26. How to create an inclusive workplace: September 28 2021 • Key focus areas through the pandemic and beyond: • Impact on individuals • Wellbeing • Training and support • Staff networks • Reasonable adjustments • Being inclusive from the start Supporting our people
- 27. How to create an inclusive workplace: September 28 2021 Panel Discussion and Q&A
- 28. How to create an inclusive workplace: September 28 2021 1. How do you address disability within your D&I agenda, and is accessibility part of this? 2. How can we better integrate accessibility into the D&I agenda? 3. How can employers adapt workplaces? 4. How has Covid changed attitudes to flexible working? Panel Discussion
- 29. How to create an inclusive workplace: September 28 2021 AbilityNet Online Training Series • 29 Sept: How to develop accessible, inclusive onboarding • 30 Sept: How to produce accessible videos • 07 Oct: Accessibility for developers - ARIA and the Accessibility Tree • 14 Oct: Accessibility for developers - JavaScript and SPA Considerations • 21 Oct: Accessibility testing in mobile apps 10% off any AbilityNet 2021 online training courses with discount code AbilityNetWebinar10 abilitynet.org.uk/training
- 30. How to create an inclusive workplace: September 28 2021 Useful Resources: AbilityNet • Free helpline: 0800 048 7642 • Book help from an AbilityNet volunteer • Email Us: enquiries@abilitynet.org.uk • Free factsheets • Webinars: upcoming and recordings from AbilityNet Live! • My Computer My Way 30
- 31. How to create an inclusive workplace: September 28 2021 Useful links: National Trust • Strategy • Everyone Welcome • Jobs • Volunteering
Notas del editor
- Source: House of Commons Briefing Paper, Disabled People in Employment Source: House of Commons Briefing Paper, Disabled People in Employment Source: House of Commons Briefing Paper, Disabled People in Employment Source: People Management article
- Source: ONS Source: ONS Source: ONS
- https://abilitynet900-my.sharepoint.com/:w:/r/personal/teresa_loftus_abilitynet_org_uk/_layouts/15/guestaccess.aspx?docid=0c042f4f56f4749a09d027f87ec718397&authkey=AdFZns-b9q_pc0rwbx2Uf9A&e=KfLsNG Adapting: Covid has meant that for many disabled people, who had previously travelled to work, they were suddenly finding themselves working from home. And for many, this was a positive change that enabled them to manage their conditions in a more effective way whilst working. For instance, less travelling meant less fatigue for individuals with conditions such as fibromyalgia, or social anxiety. For others there was an increased need in learning new online tools, and how to adapt and implement these to continue working collaboratively and productively without barriers. As such, line managers needed to learn too to implement supportive strategies and tools to ensure everybody interacted fairly and equally. And, employees needed to utilise mechanisms to enable support to be implemented. It was no longer an option to rely on a colleague to ask for support, and so learning new technology regardless of disability was essential to keep businesses running. Our shift in support: At AbilityNet we were quick to adapt to these new working ways. Everybody in AbilityNet became a Home Worker, setting up offices in their bedrooms, kitchens and spare rooms. AbilityNet provide workplace adjustments we were more than able to provide advice to all our team to help maintain reasonable working practices. We quickly trained staff to assess remotely and implemented the use of video calls to deliver all our workplace services. AbilityNet successfully met demand, our clients for instance welcomed the opportunity to see and talk to people (many of whom were isolated at home themselves). We were able to share screens to demonstrate software, and provide links to resources for them to view. This enabled clients to understand how they could be supported in order to continue with their work. AbilityNet’s strengths: AbilityNet understood the challenges faced, we have been a driving force in the field of technology, accessibility and inclusion since 1998 – you may like to read about the History of AbilityNet https://abilitynet.org.uk/about-abilitynet. Our services include: free support for individuals at home, workplace services, educational services and digital accessibility services.
- So, what are the pros and cons of a hybrid office- and home-based workplace for disabled people? Covid has highlighted the usefulness of Assistive Technologies, many of which have become the ‘norm’ due to the nature of online communication/collaboration and interaction. Using video conferencing, and cloud-based services means that we can all work across a wide geographical area without needing to physically ‘hit base’ daily, however this means that there will be a mixture of people working form home and office working together. The pros and cons of this means that communication and interaction becomes a little more complex: managing meetings so that everybody has a fair and equal access, and opportunity to participate not intruding on home lives during virtual meetings Boundaries between home and work become blurred – working beyond contracted hours Collaborative online resources (i.e. Teams) We now need to consider whether the office tools and locations accommodate all regardless of disability – and so you will need to consider both the virtual and physical barriers: Virtual meetings should consider for instance: how somebody with hearing loss can interact – do they need captions or an interpreter? whether you have colleagues using specialist assistive software – is this compatible with your choice of software platform – zoom, teams, google meet? Have you included videos/images in your presentations – are they accessible? Do you have a note taker to minimise barriers with memory/note taking – are meetings recorded? Do you prepare and share in advance so that social anxiety or use of other AT can be supported – agenda, minutes and accessibility checked documents Is everybody familiar with setting up the tools to suit their individual need? Do you provide an overview, or a go to line of support? Face to Face meetings should consider the physical environment for instance: is it physically accessible – doorways, doors, ramps do you provide alternative/reserved seating (HI, VI, BSL interpreters)? Can individuals using hearing aids connect to loops, speakers with microphones? Collaborative tools should consider the inclusion of assistive technology free and paid for, and how everybody will use them. They provide a great opportunity to work at the same time, different times, on and offline. As such teams can maintain momentum with project work, and include the diversity of the workforce regardless of locations and disability. We’ve developed a range of training to support managers and their staff so that the use of AT can be embedded into the culture of an organisation. Next Slide
- Technology helps to make the workplace more accessible. So firstly, ensure that internal platforms used are accessible to all, and that staff receive training in how to use accessibility features. In so doing, not only are you being inclusive but you ensure that staff can continue to be productive. Often access to the accessibility settings are restricted, this creates a barrier to individual free adjustments. If this area needs to be restricted then having a route to ask for change should be made easy to follow. The types of adjustments may be as simple as altering the pointer size, or using coloured filters which are available via ‘ease of access’ in Windows. Alternatively, knowing that there’s free speech output and input available in Microsoft Office 365 might just make the world of difference for somebody who would prefer to listen and/or dictate text. However, it may be that you are unsure how best to make adaptations, don’t know what’s available or the what can be adjusted. AbilityNet has a comprehensive offering of workplace services and information: My Computer My Way - step-by-step guide to individual adjustments you can make to your computer, laptop, tablet or smart phone to make it easier to use. Factsheets - AbilityNet’s Factsheets are free to download and provide advice and information about how computers and other digital technologies can help people with a range of conditions and impairments. Written by our specialist team of assessors and accessibility consultants they give detailed information on a wide range of assistive technology, services and related organisations. Training (Line Managers, Employees) inclusive accessible meetings inclusive accessible collaborative working inclusive accessible culture and individual workplan E-learning Beyond the free – Access to Work - Access to Work can provide practical and financial support for an individual with a disability or long term physical or mental health condition. An employer should provide reasonable adjustments so that an individual is not substantially disadvantaged when doing their job. If workplace reasonable adjustments do not cover the help needed then Access to Work is worth investigating by both the employer and employee. Mechanisms to identify support – Clear Talents AbilityNet worked with the Clear Company to develop Clear Talents On Demand, a free online tool that can help employees identify Reasonable Adjustments that they may need in their working environment. The report the tool generates makes practical recommendations around workstation adjustments, for example, but can also help to broker a conversation around mental health.