Action 1.2C: Assign responsibility and accountability to staff members for coordination of supports for disabled staff.

Guidance

To ensure the effective implementation of supports for disabled staff, it is crucial to assign specific staff members the responsibility and accountability for overseeing the delivery of accessibility supports. This was highlighted strongly during the WIDE consultation process practice by participating disabled people, employers, disability organisations, as an important driver of inclusive practice.

“Hire a disability inclusion specialist – or assign responsibility to an existing staff member.”

WIDE Consultation Participant – Employer

Approaches to this may differ depending on your organisation’s size and scope. In large organisations, this might result in the appointment of multi-disciplinary teams to coordinate and deliver disability-related supports across the organisation, while in small to medium organisations, a single individual may be given responsibility, either as part of a wider role or as the main focus of their job description.

These roles and responsibilities should be clearly defined and protected, ensuring that the individuals assigned have the authority and resources needed to carry out their duties effectively.

Larger organisations may position this role within a wider Equality, Diversity, and Inclusion (EDI) department/team to strengthen its importance and integrate it into the broader EDI strategy. Valuing this role through the provision of opportunities for career progression, such as increased remuneration and promotion, can help attract and retain talented individuals, and demonstrate the value your organisation places on these responsibilities.

“The disability or Access person in large organisations tends to change frequently because they are ‘bottom rung of the ladder’ jobs. Equally, its often tacked on to somebody else’s role. Retaining knowledge is hard – people build up skills but move frequently. Valuing these positions more through compensation and development is important.”

WIDE Consultation Participant – Disabled Person

By assigning dedicated staff to coordinate supports for disabled employees, you ensure that knowledge around disability is developed and retained within the organisation, and accommodations are implemented consistently and effectively.

“Having someone specifically working on disability inclusion has built confidence within the organisation around the topic and given us a really important contact point to coordinate initiatives and give advice to staff.”

WIDE Consultation Participant – Employer