Action 3.2C Mandate training and development for senior leadership and line managers on disability inclusion in the workplace.

Guidance

In any organisation, senior leaders and line managers are important drivers of company culture. Their views and behaviours set the tone with all other employees for what is expected in terms of how to treat colleagues, and whether difference is truly valued. That is why it is important to ensure they are equipped with the knowledge and skills they need to play their part in creating an inclusive workplace and that they use their voice to drive diversity and inclusion in the workplace.

“We provide Inclusive Leadership training for anyone in the management group or above.”

WIDE Consultation Participant – Employer

Depending on the size and scope of the business and the individuals you are targeting, the following topics should be addressed:

• For Senior Leaders: Training and development should enhance understanding of the business case for universal design and disability inclusion, emphasising the strategic need to respond to a diverse workforce to ensure retention and productivity. Leaders should be informed about the human rights and legal context, and their role in fostering a positive environment where people feel safe to share their needs, as well as the availability of grants to support inclusion efforts. Development should be aimed at supporting leaders to value and model inclusive practice and to better support a diverse workforce through decision-making.
• For Managers: Training should equip managers with skills to communicate effectively with disabled employees, manage performance flexibly (separating performance from disability), and create a positive environment where employees feel safe in sharing their needs. Managers should learn how to respond appropriately to the sharing of disability information by staff, learn how to foster an inclusive team environment, and to ensure legal and human rights are upheld. Managers should be trained to model open and accepting behaviours, creating an environment where employees feel psychologically safe, and setting the tone for this culture across their team.

“There should be a legal obligation that staff are trained in disability awareness, when staff are not aware, the thinking is they have ‘odd behaviours’ because they aren’t aware. By virtue of this, you’re seen as the odd one out, and this can often lead to you being put out the door”.

WIDE Consultation Participant – Disabled Person

Training and development opportunities should be delivered to leaders and managers on a cyclical basis appropriate to the business’s scope and size (e.g., annually or biennially). This ensures sustained implementation of disability inclusion practices.

Note that grants are available to NGOs and private businesses through the Work and Access Fund (see Resources) to cover the majority of costs related to disability-inclusion training drives.