Action 1.1D: Support the development of employee-led disability networks and consult them in designing diversity and inclusion efforts.

Guidance

Staff Networks or Employee Resource Groups (ERGs) aimed at disabled staff and their allies can play a crucial role in fostering an inclusive workplace by providing support, creating a sense of belonging, developing safe spaces to share experiences, and providing a focus on advocating for the needs of disabled employees.

“I think having visible disability networks in companies makes a big difference, especially in terms of supporting people with disabilities to feel they belong, and that the organisation is serious about inclusion.”

WIDE Consultation Participant – Disability Organisation

Organisations should resource and support the formation and active participation of a Disability ERG to create a space where members can be consulted, listened to, and their recommendations actioned. In terms of resourcing, ERG work should be recognised as part of the overall contribution staff make to the company, where the employee is given time to contribute to the ERG and it is not seen as an unpaid add-on they must do in their own time.  It’s important that this group is sponsored by senior leaders and has a direct chain of reporting to senior leadership, meaning issues emerging for disabled staff can be flagged and addressed.

“Our Disability Employee Resource Group is resourced, and leadership-approved – it has buy-in. It helps to give awareness, focus and momentum to the work around disability.”

WIDE Consultation Participant – Employer

Equally important is that the group and the topics it addresses is led by disabled employees and informed by their needs.

These groups can facilitate peer learning, raise awareness, and contribute valuable insights into the lived experiences of disabled employees. They also add significant value to the organisation, informing the actions the company should take to improve accessibility both within the organisation, and in the products and services it delivers.

“Our Disability ERG has four pillars looking at different aspects of the business – company, community, career, customer. The lead on the Career pillar is the Head of Careers for the whole global organization. That kind of buy in makes a huge difference.”

WIDE Consultation Participant – Employer

Disability ERGs can be supported to add value to the organisation by engaging them as partners in the design and delivery of inclusion initiatives. This collaborative approach ensures that the initiatives are relevant and effective. Facilitate evaluations of these initiatives through continuous engagement with ERGs, allowing for adjustments and improvements based on their feedback.

Disability ERGs can also act as safe and trusted mechanisms for staff to confidentially raise accessibility barriers. By supporting the development and ongoing work of a Disability ERG and integrating their input into diversity and inclusion efforts, you demonstrate a commitment to creating a workplace that values and supports all employees.