Transcript
Esi:
Welcome to part of me, the celebrating disability podcast. Disabled people bring a wealth of experience and skills into the work environment. This podcast is designed for listeners to understand the benefits of supporting a disabled employee to achieve. Within this podcast, we will talk to disabled people from a variety of career backgrounds to discover how they manage their disability at work, sharing advice to managers and other disabled people to ensure inclusion.
Hi. Thank you very much for joining us again for another episode of part of me. We’re here again with another guest who’s just going to talk to us about her experience of the workplace and the advice that she will give to others as well.
Sarah:
Hello, Esi. I’m Sarah.
Esi:
Hi, Sarah. Thank you very much for joining me today. Can you just tell me a bit about what you do?
Sarah:
Well in the broad spectrum kind of way, I try and deliver training and consultancy in inclusion and diversity. I just want to be on the Equality Act and make more of a aim to make to make more a mindset shift surrounding different values and respect.
Esi:
So telling me in your own words. Other people that have interviewed on this podcast have said, but I want to hear in your words why you think equality and inclusion for disabled people are so important in the workplace?
Sarah:
Well, I’ll start off by saying, I don’t just do a disability. I think that inclusion covers all bases. You cannot have diversity without inclusion and vice versa. Neither work in isolation. This is an important reason. We can’t expect people to know things regarding disability or difference without exposure or awareness.
Esi:
You yourself are a disabled person. Do you feel that your experience of being disabled has driven you to what you do now
Sarah:
Very much, actually, the key motivator. Actually, I have been in employment before. I’ve worked for the government. I’ve worked for various charities. I worked for Stonewall and LGBTQ charity in the past as well. What I found in my work life, up until I set up my own business, was that my potential wasn’t really recognised, and I have a lot of it, and I wanted to be in a role where I was able to reach it and go beyond it, really, I didn’t feel like I was definitely opportunities in employment to do that.
Esi:
Thank you. So I mean that that kind of really points out quite a lot of things that I’m sure a lot of disabled people in the workplace pace. So if we’re talking about barriers to entering the workplace and succeeding the workplace with that, would that, would you say that was your biggest barrier? Do you have any other barriers that you can share with us?
Sarah:
I think the most important barrier that I come across time and time again is isn’t is, is an attitude where people are very keen initially and but also quite doubtful and are unwilling to risk giving an opportunity to a person who, frankly, don’t know much about and so part of what we do as advocates and as trainers in organisations is to let people know that People with disabilities are capable of a lot more than given credible. We are able, we are capable, we are mindful, we are intelligent, people. We are quick to put themselves, because that’s a key part of life from waking up to going to bed. We think about others we put themselves 10 things before we even reach the door, and that both overlooked because it is not written down or said or problem solving us. Sets are very lucrative to a business. Also, diversity in general, often, time and time again, proved to be impliable The by way of diversifying your workforce, you diversify your thinking, and although it can be tough to build a diverse workforce, the as a huge business case to suggest that you will see more, you will be more you’ll be more successful. You will have you will drive innovation and build a confident place in the global marketplace and results.
So another barrier that I often, often find personally is not actually actively listening to Someone, because we’re quick to form an agenda, and we’re not to debate that down. And we need to be mindful of the fact that people often need encouragement to break that barrier. And I find that unconscious. I find that unconscious bias training and advice is very key there to dropping an agenda. My personal barrier is the barrier most affects me personally is my voice. It’s very variable, which is really annoying and but that impacts a lot on my day and my work in life, and my depression, really anxiety can get cold quite fast and if one thing goes, and unfortunately, a lot goes as a result. So maintaining my confidence is difficult, and especially when people do not seem to want to have confidence in me. Personally.
Esi:
I think that’s a hard thing for everyone. I mean talking without having a mental health illness, it is hard sometimes to stay confident when you can feel that everybody around you is not wanting to hear what you have to say or is not confident in your abilities to actually push that through is really difficult. What advice would you give? You mentioned a lot of barriers there. So what advice would you give to employers and managers? Maybe pick one or two of the things you were talking about, to support a disabled person to overcome those barriers,
Sarah:
I think that number one, not making assumptions, being mindful of making assumptions, but also empowering people to challenge people who do make assumptions, if you empower your entire workforce to call out bias you’ll be aware much more, and therefore might be hopefully more mindful of biases in the future. So the bias is everywhere, of course, and we can’t eliminate it completely. But by homosexuality, it’s much better to assume potential and merit on that, as opposed to necessarily those experiences because unfortunately, still, in this day and age, we are underrepresented in this society. And unfortunately, that is the major issue there, disability, confidence, which Esi for you will know A to Z about is vital training managers to manage certain people who otherwise would be unaware and not willing to give opportunities equally. I think that’s really important to listen and learn and let people with disabilities lead youth, rather than using them.
Esi:
I think there’s a really good point, and I think you know, one that I’m going to pick up on, that you were talking about earlier, is seeing disabled people as potential and seeing what they can bring, going on their strengths. So before, when you were talking about the fact that we meet barriers every day in our daily lives because of our disabilities, if you think about that strength and what that’s going to bring, as you said really well earlier, to the workplace, I think that’s easier to overcome most things if you, if you have a positive attitude in the first
Sarah:
place. I mean, I think what we need to recognise first and foremost, if you can’t really be mindful that it’s a difficult concept, and it does take time, it does take commitment. It does take a lot to change these things, and people tend to shy away from uncomfortable situations and conversations because they’re unsure harsh raps or unsure what to say, and therefore avoid the situation entirely. If we don’t allow ourselves to accept that we are part of a problem, we’ll never be part of a solution. I think that’s true to our understanding as a society as a whole.
Esi:
I completely, oh my gosh. I mean, I say this on every podcast, so people would be rolling their eyes, but I completely, 100% agree with you. I deliberately pick people I agree with but I do completely agree with you. And it’s, you know, if you think of any other minority groups like black people are women. It’s about how it took people standing together and moving forward and being that driving force to make a change. And you’re right. It’s about attitudes of disabled people and thinking, actually, I am, you know, I can make a difference. I am the solution that will help so thank you for that. That’s a really good message.
Sarah:
I mean, one more thing before we move on. I mean, one in my eyes, the ABCs of starting out with strategy or training is to hold yourself to account, and others I’m being transparent about thinking and engage actively by doing that, you can’t know everybody, no one can, but you can be a huge way forward in that scope. And I think that it’s important as advocates as Esi are to respond, not react to people, because our ultimate goal and role is to educate and not berate people for trying to engage
Esi:
Brilliant I Couldn’t have said the best of myself, I completely agree. I mean, if there’s anything else you can add to that for advice for disabled people, because I think you’ve just given some really good advice there who are going into the workplace, who need confidence in the workplace, who want to help other people understand about the barriers of their faith and what they can bring to the workplace. What would that be?
Sarah:
Try not to be it easier than done, but try to be diplomatic in your approach. More barriers come up when you get angry, annoyed, upset, because they will employers, unfortunately will see that as an extra barrier that I just don’t want to deal with. They shouldn’t, in my eyes, but they do. Everyone does, to a certain extent, create agendas and barriers, but what we can do as disabled people is to be mindful that the concept is difficult. We need to raise awareness through interviewing, through talks and podcasts like this. It’s a huge step forward for us all, and we got all responsible. I think that’s the kicker. Is that everyone responsible for it. I shouldn’t be something to do with HR, it should be. Industry with people as a whole.
Esi:
So what is your biggest barrier as a consumer?
Sarah:
I think the age of one is often people will talk to people with me and not directly to me, which is in my eyes. But you know, without exposure and awareness, it’s difficult to know about these things. But when that does happen, or when I am faced with a barrier in the world continues, I think that to highlight the issue in a calm manner and try and resolve as a team, even if it’s just chatting to a sales person for five minutes about actually, that wasn’t best practice. You might want to do this without getting too annoyed. I mean credit to everyone who doesn’t get annoyed, because in reality, that one in sense of empowerment to actively change something can be a five minute thing. Can be a two minute thing. It doesn’t have to be what the government overhaul pretends it to be. It can be it can be simple. And that’s that’s reality and and that one moment can change a perspective for life forever, and that one moment can be crucial.
Esi:
Completely, agree, absolutely. Thank you. So we’re coming to the end of the podcast now. Is there anything that you would like our listeners to know that we haven’t already covered? In mind, it’s not a sales pitch.
Sarah
I think I’ll just highlight the most important thing, and that is patience and empowerment and trying to get as much of that as we can.
Esi:
Okay, so thank you very much, Sarah, this has been really helpful. If any listeners want to know any more, Sarah is one of my associates on my team page on the website. So you can find her through there, contact me and I can put you in touch. Thank you so much, Sarah for your time.
Sarah:
Thank you, Esi.
Esi:
See you next time everyone You have been listening to part of me the celebrating disability podcast for further information on any of the topics raised, or to share your experiences. Do get in touch by emailing esi.hardy@celebratingdisability.co.uk
You can also find more information on our website at www.celebratingdisability.co.uk