Action 1.1B: Support leaders to understand the value of disability inclusion and model inclusive practices.

Guidance

Leaders define culture, set priorities and allocate resources, therefore, to foster an inclusive workplace, it is important for leaders to understand the value of disability inclusion and to model inclusive practices.

“We need to open the minds of employers that disabled people can make a meaningful contribution to the workplace. There’s lots of experts and reports that indicate that a diverse workplace increases cohesion and productivity.”

WIDE Consultation Participant – Disabled Person

When disabled employees see that their leaders understand disability and are attempting to act inclusively (e.g., modelling good accessible communication practices), it builds trust and creates a greater sense of safety for employees.

“We need to ensure leaders understand, model and visibly support inclusive practice and that all key functions are around the table re inclusion matters.”

WIDE Consultation Participant – Disability Organisation

Leaders should be incentivised to engage in a variety of training programs and self-directed learning exercises that cover introductions to universal design in the workplace, the role of leaders in supporting inclusion, and a range of specific disability-focused topics. As well as supporting leaders to better understand the needs of disabled employees, these actions should educate leaders on the business-case for inclusion and content should be tailored to reflect the needs of your business, clients, and the wider society. This should be embedded in workplace learning and development, as part of annual reviews for managerial roles

Leaders should be supported to better understand disability through exposure to diverse individual lived experiences.

“Lots of people haven’t had exposure to disabled people – we live in a very segregated country when it comes to disability, and many people are ignorant of disability, because our schools and our society, which have segregated the country.”

WIDE Consultation Participant – Disabled Person

Organising engagements for senior teams with Disabled Persons Representative Organisations (DPROs)/Disabled Persons Organisations (DPOs) and Non-Governmental Organisations (NGOs) can provide valuable insights and best practices which will support leadership buy-in for the organisation to implement actions in the six domains of the WIDE Framework. This engagement helps leaders stay informed about the latest developments and effective strategies in disability inclusion.

By actively participating in these training programs, learning opportunities and direct engagements, leaders can better model inclusive practices within the organisation. This not only demonstrates a commitment to disability inclusion but also sets a positive example for all employees, fostering a culture of inclusivity and respect.

“You need the senior leadership buy-in – without the willingness to bake it into policy and strategy, it’s hard to make real progress.”

WIDE Consultation Participant – Employer