To mark Disability History Month – 18 November to 18 December, the Disability flag will be flying from Sussex house. Started in 2010, UK Disability History Month (UKDHM) is an annual event creating a platform to focus on the history of the fight for equality and human rights for disabled people. Its aim is to celebrate the lives of disabled people, challenge ableism and achieve equality.
In July this year we published a set of principles that frame our commitment to the representation and inclusion of disabled people in the workplace. The principles were developed by the Disability Equality and Inclusion Steering Group, chaired by our EDI lead for Disability John Walker and approved by the Staff Disability Network, the Inclusive Sussex Programme Board and the People, Culture and Inclusion Committee. The principles reflect the social model of disability where a person is disabled by the failure of external factors to consider their needs, rather than any condition they may have.
Throughout the month we will be highlighting what managers can do to support disabled staff with a focus on workplace adjustments. We will be publishing new guidance for staff and managers during the month to support them in making workplace adjustments. Making workplace adjustments means that we are ensuring that we enable our disabled staff to fulfil their potential at work. The video from the Equalities and Human Rights Commission highlights the benefits of workplace adjustments. Naomi Harris Chair of the Staff Disability Network says “Members of the network have reported that initially a suggested workplace adjustment can be considered a challenge to how offices and departments function. However, we often find that colleagues then come to be grateful for them as they benefit everyone not just the disabled member of staff, eg more organised office layouts, people speaking more clearly, meetings planned with advance notice of the agenda."
This year one of the themes of UKDHM is hidden impairments. More than half of the 13.5 million people currently identified as disabled in the UK have hidden impairments. These ‘invisible’ disabilities can often be overlooked or misunderstood. Many impairments and conditions fall within this category across all forms of disability.
John Walker, EDI Lead for Disability says “Some impairments and chronic conditions fluctuate and can have very different symptoms and impacts at different times. This means somebody’s disability can be hidden and appropriate adjustments are not put in place through a focus on the better day and not when the condition flares up.
The Disability Equality and Inclusion Steering Group is working with staff from across the University and the Staff Disability Network to improve the guidance and support available for staff and managers in making effective workplace adjustments. Our intention is to develop a toolkit that will guide line managers through the process of identifying and responding to workplace adjustments for disabled members of staff. It will provide information about resources already on campus and support through the Access to Work scheme.
Most disabled staff members know exactly what they need but some require more guidance; we would like to build this capacity into the toolkit. If you have any ideas or potential resources, we would love to hear from you."