Transcript
Esi Hardy (00:00)
Creating a list of reasonable adjustments for your line managers and disabled employees to look at should be done with extreme caution.
Done correctly, this can articulate to your line managers and disabled employees that disability is thought about, considered and worked into the overall business strategy.
However, done the wrong way, your list could articulate that there is an exhaustive list of reasonable adjustments and that disabled people can be categorised into certain groups.
To ensure the worst does not happen, creating a database of proactive adjustments that are already implemented into your organisation can be a great place to start.
This can articulate inclusive intentions while also encouraging collaborative conversation. To find out more about proactive adjustments in your workplace,
Esi Hardy (00:51)
I have linked to a Celebrating Disability document in the description.
Esi Hardy (00:56)
If you are going to create a list of adjustments, base that list around barriers and not impairment. So rather than saying everybody with cerebral palsy needs these adjustments, you can say everyone who is experiencing similar barriers may find these adjustments helpful. This can then be used as a jumping off point for the rest of the conversation. Be very cautious about how this is used.
If your organisation analyses data on how many reasonable adjustments are requested and implemented and what those reasonable adjustments are, this data could be used to create a list of reasonable adjustments that mitigate barriers within your organisation specifically.