Action 5.1C Reduce barriers to accessing employee supports in line with a universal design approach.

Guidance

Reducing barriers to accessing employee supports is essential for fostering an inclusive workplace where all employees can thrive. By applying a universal design approach, you ensure that supports are accessible to everyone, regardless of their abilities or circumstances.

“Sometimes the language of ‘disability’ can be a barrier to engagement with supports itself, like some adults with dyslexia who don’t identify that way and don’t know it applies to them.”

WIDE Consultation Participant – Disability Organisation

Steps to Reduce Barriers:

1. Identify Existing Barriers: Conduct an assessment to identify current barriers that employees face when accessing supports. This can include physical, digital, procedural, language and attitudinal barriers. Gather feedback from employees, including disabled staff members, to understand their experiences and challenges.
2. Simplify Processes: Streamline and simplify the processes for accessing supports. Ensure that procedures are clear, straightforward, and free from unnecessary complexity. Provide multiple ways for employees to enquire about and access supports, such as online forms, in-person consultations, and phone support.
3. Minimise Eligibility Requirements: Where appropriate, minimise the level of ‘proof’ or ‘evidence’ required to be eligible for supports such as assistive technologies or flexible work arrangements.
4. Enhance Communication: Clearly communicate the availability of supports and how to access them (see Action 2.3A). Use plain language and multiple formats to provide information (e.g., written, verbal, visual) and ensure resources meet accessibility standards to ensure that all employees can effectively engage with it. Regularly remind employees of the supports available through a variety of channels, such as emails, intranet, and staff meetings.

“We have an inclusion passport, which is a framework for documenting staff supports – we initially designed it for disabled staff, but our CEO challenged us to open it up to everyone for any support they might need….As a staff member, I can decide who to share my inclusion passport with depending on whether I need support on that project or not.”

WIDE Consultation Participant – Employer

Implementation and Monitoring:

1. Awareness: Ensure Managers, Access Officers and HR staff are well informed about available supports and are equipped to assist employees in accessing supports and addressing any barriers that arise.
2. Feedback Mechanisms: Establish mechanisms for employees to provide feedback on the ease of access to supports and their awareness of what is available. Use this feedback to continuously improve processes and address any new barriers that may emerge.

By reducing barriers to accessing employee supports through a universal design approach, your organisation demonstrates a commitment to inclusivity and equity. This proactive strategy not only enhances the well-being and productivity of all employees but also aligns with legal and ethical obligations, promoting a supportive and inclusive workplace culture.

“Businesses who take a more Universal Design approach to support processes by making them more widely available for all kinds of variability (e.g., for menopause, or individuals receiving fertility treatment) are experiencing a better workplace culture and greater disclosure of disability too.”

WIDE Consultation Participant – Disability Organisation