While pub trips, foreign holidays, and even getting to the shops became near-impossibilities at times for all of us this past year, such activities have always been inconveniences for disabled people. However, the pandemic has had an unprecedented equalising effect on inclusivity in the workplace, with remote working coming as a blessing in disguise for disabled employees who no longer have to factor in long commutes and inaccessible office buildings into their routine.

 

But as the world opens back up again, how can we ensure these workers aren’t being left behind? To mark the beginning of Disability Pride Month, we looked into how flexible working could be the perfect solution for employers looking to offer more inclusive policies in post-covid times. 

 

With its roots in the US after the first ‘Disability Pride Day’ was held in Boston in 1990, this annual observance promotes positive representation and mainstream awareness of people with disabilities. The celebration aims to stamp out ableism and negative associations around the word ‘disabled’, encouraging those who fit into the category to reclaim the word for good.

It also highlights the vast spectrum of conditions that come under the term ‘disabled’ - be they visible or invisible, common or rare, and physical or mental. In the UK, there are an estimated 11 million people living with disabilities, and the likelihood of becoming disabled at some point in one’s life increases with age. For example, 16% of working age adults are classed as disabled, while only 6% of children are.

 

It’s all the more worrying then, that Disability Pride Month comes at a time when lockdown restrictions are easing, and employers on the whole are starting to encourage their staff to get back to the office. 

 

“At the start of the first lockdown… society was opening up to millions of disabled and chronically ill people as “virtual living” became the norm – from Zoom job interviews and streamed gigs and theatre to NHS phone appointments,” wrote Frances Ryan, a columnist who writes on disability and social policy amongst other topics, in The Guardian recently.

 

But despite the temporary shift, for some employers it has been just that - temporary. In that same article, one research scientist with chronic pain from endometriosis and IBS explained that, although she was able to work better at home, her boss had already stopped allowing her to work remotely.

 

With disability employment rates at a low of 53.7% in 2020 (compared to 82% for non-disabled people), the flexibility of remote working could open much-needed doors. However, there are some clear downsides to permanent working-from-home - declining mental health, increasing stress levels, over-working, and burnout to name just a few.

 

But the good news is, hybrid working provides the perfect solution - giving disabled workers the choice of a more local workspace to minimise their commute, without leaving them isolated at home while the rest of their colleagues get back to the office.

With accessibility and inclusivity being such a sensitive (and often difficult) topic, it can feel overwhelming to have to broach at work - whether you’re a HR Director or an employee trying to explore your rights.

 

If you are in a decision-making position, consider conducting a review with your entire workforce about the impact that the past year’s work pattern shifts have had on them, and what kind of adjustments they might like in future. It’s important not to single disabled employees out as this could lead to them feeling more excluded - as one interviewee participant in this Scope campaign said, ‘the best way to stop situations from becoming awkward is to talk to the person’.

 

For employees, whether you’re disabled or just an ally, it’s important to find strength in numbers - explain the many positives of working flexibly for everyone, not just for you as an individual. Already, companies are starting to see the power that their staff can harness when it comes to decision-making - one dramatic example of how not to approach the return to work came a few months ago, as Editors at the Washington Post refused to publish after their Editor-in-Chief announced they would all be expected to make a full return to the office. She later u-turned her decision.

But since you’re already here, why not introduce your boss or colleagues to NearU - we put flexible working at your fingertips, making it as easy as possible to make the switch. 

 

You can download NearU and try it out for yourself (or your staff) via the App Store or Google Play.