Action 5.2A Regularly communicate the availability of accessibility supports, related responsibilities and the confidentiality of support procedures.

Guidance

The Employment Equality Acts oblige employers to make reasonable accommodation for disabled people.  An employer must take ‘appropriate measures’ to support the needs of disabled people in the workforce.

Sharing your disability with your employer in order to access support is sometimes called disclosure of disability. This term is recognised widely in the academic literature on disability but is somewhat contested in society.

“The feedback we have gotten from staff is not to use the word ‘disclosure’ – disability doesn’t have to be a secret to be disclosed.”

WIDE Consultation Participant – Employer

Whatever language used to describe it, sharing your disability with an employer can be a very daunting experience for employees, many of whom have experienced discrimination or stigma in the past.

“Sometimes when I ask for accommodations, I feel like it is thought that I am not competent or able to do my job. It’s like ‘that person needs help to do this job and probably shouldn’t be working here’”.

WIDE Consultation Participant – Disabled Person

It is vital to understand that many individuals hold deep seated and legitimate fears about their career progression if they share information about their conditions or their accessibility needs.

“When we talk about disability and disclosure, often trauma is left out of the conversation – the fear is very real.”

WIDE Consultation Participant – Employer

Regular communication about the availability of supports for disabled employees, the responsibilities of those involved, and the confidentiality of support procedures ensures that employees are aware of the supports available to them and are more likely to feel comfortable seeking assistance when needed (see Action 2.3A).

“They (disabled employees) try and suss out the culture before they disclose… they make a choice based on what they are seeing.”

WIDE Consultation Participant – Disability Organisation

Here’s Some Steps to Communicate Available Supports Effectively:

1. Consistent Messaging: Establish a regular schedule for communicating information about supports for disabled employees. This can be done through various channels such as emails, newsletters, intranet updates, and staff meetings. Consistent and positive messaging helps reinforce the availability of supports and keeps the information top of mind for employees.
2. Clear and Accessible Information: Ensure that all communications are clear, concise, and accessible. Use plain language and provide information in multiple formats (e.g., written, verbal, visual) to cater to different needs. Highlight key points such as the types of supports available, the employee-led nature of the process, how to access them, and the commitment to confidentiality.
3. Highlight Responsibilities: Clearly outline the responsibilities of employees, managers, and HR staff in the support process. This includes who to contact for assistance, the steps involved in accessing supports, and the roles of different parties in ensuring supports are implemented and monitored.
4. Manager Awareness: Provide training/guidance for managers and HR staff on the importance of regular communication about supports for disabled employees and the confidentiality of the process. Ensure they are equipped to answer questions and provide accurate information.
5. Emphasise Confidentiality: Reassure employees that all support discussions and related information will be handled sensitively and confidentially. Explain the measures in place to protect their privacy and ensure that sensitive information is only shared on a ‘need to know’ basis with those directly involved in providing the support.

By regularly communicating the availability of supports for disabled employees, related responsibilities, and the confidentiality of support procedures, your organisation demonstrates a commitment to inclusivity and respect. This proactive approach helps build trust and confidence among employees, ensuring they feel supported and valued in the workplace.

“We provide disclosure opportunities at every stage – recruitment, onboarding, and at various stages throughout their career.”

WIDE Consultation Participant – Employer