The great big workplace adjustments survey: now open!

By Angela Matthews, Head of Policy and Advice

Reasonable adjustments. Workplace Adjustments. Workplace support. Supporting you at work. Working in a different way. Being you.

All are terms commonly used by organisations to describe how they remove barriers for employees at work. The language is important. The process behind the language is even more important. But getting experience of both right is crucial.

It’s crucial for a number of reasons. At legal compliance level, employers have a duty to make reasonable adjustments where they know or could reasonably be expected to know that an employee has a disability or long-term condition. At good practice level, employers want to ensure all employees can work in a different way whether or not the employee says they have a disability or condition. At leading practice level, workplace campaigns and communications focus on how enabling employees to work in different ways is integral to workplace diversity and allowing people to simply ‘be themselves’.

Male colleagues discussing using a tablet

Here at Business Disability Forum, our advisers advise people managers and departmental leaders every day on adjustments policies and related employee caseloads. Many of our consultants are commissioned to work with businesses on improving their adjustments processes; and almost all of our policy work comes back to how Government, employers, and public life in general removes barriers for individuals. Get a service provider’s or employer’s workplace adjustments processes robustly designed and defined in a way that suits who the business are, how they work, and what they need, and that organisation is well on its way to delivering an inclusive pan-diversity employee experience that meets the needs of every single employee, whatever they are going through in their lives, and at whatever stage in their career.

Yet, anyone keeping an eye on HR press or employment case law can see the adjustments processes employers have and continue to invest in are continuing to fail them and cost them greatly – both financially and reputationally.

And so we want to find out what works, what doesn’t, what managers love, and what employees loathe. This is why we have released The Great Big Workplace Adjustments Survey which will grasp a picture of how both employees and managers across the UK feel about adjustments, how they are discussed in the workplace, how effective they are, and how far everyone who needs adjustments actually have them in place.

Whether you are an employee, a manager, or someone else managing people and processes in your organisation, we are asking you to share your experiences of requesting and getting adjustments, or arranging and providing them for the people you manage.

You can complete the survey here.

Please share it with your colleagues, managers, and employee networks. The survey closes on Monday 8 April 2019 at 8am. Please do get in touch if you would like to complete the survey in a different way (email: policy@businessdisabilityforum.org.uk).

We’re looking forward to hearing what adjustments in an ever changing workforce are helping and hindering you, your managers, and your leaders to do and to be.

“Sous le ciel de Paris” – working together towards a Disability-Smart world

By Delphine Leveneur, Business Disability forum

[Article first published on LinkedIn]

group photo of all European and Canadian attendees posing with organisers from the French Ministry of Justice

European and Canadian attendees posing in a group photo with organisers from the French Ministry of Justice

Like in the famous song, last week saw me strolling ‘sous le ciel de Paris’ (under Paris’ sky) to speak at a European conference on disability at work.

This event, organised and hosted by the French Ministry of Justice (Ministère de la Justice), was an opportunity for experts from Canada, Germany, Sweden, Belgium and the UK to exchange with guests and staff from the French ministry of Justice on good practices in Europe and beyond.

Photo of Nicole Belloubet, French Ministry of Justice

Nicole Belloubet, French Ministry of Justice, opened the conference on Thursday

The French Justice Minister, Nicole Belloubet, opened the conference by reminding the audience that disability is a priority for the [French] government”. She outlined that the French ministry of Justice continues its work to improve inclusion of disabled staff, taking concrete actions such as increasing links with universities to facilitate the transition from higher education to employment. She also mentioned workplace adjustment process, manager and staff training as well as digital accessibility as areas that are being looked at for improvement.

Over the course of two days, we heard about new and innovative steps taken in France around inclusion of disabled people in the workplace. I will write a separate article focusing on the changes to French legislation and French initiatives in the upcoming weeks.

Photo of Sir Philip Rutnam speaking. Also on the photo: Malin Ekman Alden (Sweden), Robin Baltes (Germany) and N. Saussure (France)

Sir Philip Rutnam, UK Civil Service Disability Champion speaks. Also on the photo: Malin Ekman Alden (Sweden), Robin Baltes (Germany) and N. Saussure (France)

Sir Philip Rutnam, UK Civil Service Disability Champion shared great insight on the work done in the UK, particularly around the Fast Stream program, a graduate leadership development programme and around and around the UK government Disability Confident scheme, which “supports employers to make the most of the talents disabled people can bring to your workplace”.

Photo of Peter Mozet (Germany)

Peter Mozet (Germany) shares the work accomplished by the German federal government around disability inclusion

Amongst all the good practices shared, we also heard about the quota system in Germany and how there, disabled staff in the public sector elect a representative who can (amongst many other things) attend disabled candidates’ interviews to ensure the process is fair. I very much liked this democratic process!

The conference’s special guest Yazmine Laroche, Deputy Minister, Public Service Accessibility, Treasury Board of Canada Secretariat, shared exciting news from Canada. Their C-81 Accessibility Act is currently being reviewed by the Canadian Senate. This new piece of legislation, follows a consultation open to all Canadians and looks at areas including :

  • built environments;
  • employment;
  • information and communication technologies;
  • procurement of goods and services;
  • delivering programs and services;
  • and transportation.

Canada being a federal country, this Act would only apply to organisations under federal responsibility.

I’ve always believed that there is no border when talking about disability (or any other diversity and inclusion topic for that matter). There is much to learn when looking beyond our own country. If proof was needed, not surprisingly, the themes that were mentioned during the conferences mentioned are similar to the ones we hear about in the UK, amongst which were:

  • the need for senior leaders to champion the topic;
  • issues around career progression and representation of disabled people in senior leadership;
  • training of line managers;
  • thinking about disability inclusion at the beginning of any discussion to avoid retrofitting.
  • access to employment – including transition from education.
Photo of Yazmine Laroche and Delphine Leveneur on stage. A French Sign Language interpreter is working on the side

Yazmine Laroche shares insight from Canada

In her closing remarks, Yazmine Laroche reminded attendees that although countries will adopt different approaches to disability inclusion, in every part of society including employment, reflecting our own ways and our culture, people with disabilities need to be included every step of the way.

And that for me is the most important message that was shared with all attendees during these two days. Disability is not just a topic that should be discussed on occasion then forgotten for another year. It has to be included in every aspect of a business if we truly want to build an inclusive workplace and society.

Is there really a business case for website accessibility?

By Rick Williams

home-worker-image-obscured-person-using-a-laptop-with-mug-of-coffee

Following the publication of the Click-Away Pound Report http://www.clickawaypound.com I’ve been reflecting on why website accessibility and usability for disabled people is still an issue after all these years. It is a puzzle to me that 71% of disabled users click-away from sites with access barriers and consequently displace £11.75 B to accessible sites. Why do businesses let that happen? It definitely isn’t good business on any level.

This situation exists despite:

  • The Equality Act and its predecessor – the Disability Discrimination Act
  • International standards
  • Government guidelines
  • A British Standard
  • Expert guidance and discussions
  • Campaigns

The traditional business case

It seems to me there are three key aspects to the broader business case:

  • Legal
  • PR
  • Commercial

These three issues are, of course, inter-related but are worth considering individually.

In reality the legal risks of having an inaccessible website are low in the UK. To make a case a customer would need to demonstrate a breach of the Equality Act which affected them personally and this would need to be done in a County or High court which would be expensive and time consuming. No cases in this field have been pursued to their conclusion; the Royal National Institute of Blind People (RNIB) has initiated several cases against businesses with inaccessible sites but the cases were settled out of court, with the organisations involved agreeing to address the issues. The lack of cases coming to court probably explains why the law has had little impact in this area since its introduction (in the form of the Disability Discrimination Act) in 1995, although challenges are always a possibility. Interestingly, in the USA the Americans with Disabilities Act and Section 508 of the Rehabilitation Act of 1973 allows for class actions and the imposition of much higher compensation payments. Even so, the US approach has not delivered a fully accessible web presence.

There are potential PR risks if website accessibility is ignored and this has implications, albeit limited, for loss of reputation. Any business strategy based on customer-focus and inclusivity is quickly undermined by the lack of an inclusive website. Such stories are unlikely to generate significant coverage in mainstream media and result in PR damage unless a legal challenge is mounted, but they do attract attention on social media and generate ’mood music’‘ of negativity about the business’s understanding of the issues which can be damaging to the brand.

Even commercial judgements such as lost or displaced revenue has not driven business to ensure accessible websites; if it had there wouldn’t be this issue. This surely can only mean businesses don’t understand its size and implications.

Clearly this business case has failed to gain traction. What is the reality that business is failing to grasp?

The business issues

Considering the trends identified in the Survey and applying them to the national data is illuminating.

  • The most recent ONS estimate of the UK population is 65.11 million in mid-2015 of whom 87.9% (46.47 million) have internet access.
  • CAPGemini projected overall UK online spending to be £126 billion by the beginning of 2016 equating to an average spend per head of the UK population with internet access of £2710.
  • In 2016, the Office of National Statistics (ONS) estimated there were 8.6 million internet users with a disability in the UK
  • This Survey found that 71% of internet users with a disability have access needs; this translates to 6.1 million people
  • Taking an average spend per head of £2710, the online spending power of 6.1 million disabled people with access needs in 2016 is £16.55 billion.
  • The Survey found that 71% of the total 6.1 million disabled internet users with access needs (4.3 million people) simply click-away when confronted with a problematic website.
  • These figures equate to a click-away figure of £11.75 billion lost in 2016 from those sites which are not accessible.

These calculations are extrapolated from the Survey’s findings so care must be taken when considering them. Nevertheless, these figures are so large that even allowing for a significant margin of interpretation they are too large to be ignored.

This assessment is supported by findings from our wider work in this field which indicates that over 70% of websites present significant accessibility and usability barriers to disabled users. This means that over two-thirds of businesses are significantly undermining their own potential online customer base. This spend is not lost but simply moves elsewhere as disabled users with access needs turn to a website which is more user friendly. Two-thirds of online retailers are passing customers and sales to their competitors.

Conclusion

To answer the question ‘Is there really a business case’ I believe the answer is an unequivocal ‘yes’, both nationally and at the level of the individual business.  However, business needs to get a better understanding of the bottom line implications and adopt a ‘business as usual’ approach to website accessibility rather than treating it as a ‘nice to do’ or ‘bolt-on’.

A brief look at the numbers in the Click-Away Pound report should be enough to persuade organisations that they are potentially ignoring and excluding a large number of potential customers. Also businesses need to bear in mind that if a disabled shopper clicks away from their site to one of their competitors, they show little inclination to return.

Take a look at the Click-Away Pound report and get an insight into the business issues and how inaccessible websites impact on your business.

http://www.clickawaypound.com

Making sure that ‘digital-first’ is also ‘accessible-first’

By Lucy Ruck

Delegates at the Accessibility in the Digital Space event

The Accessibility in the Digital Space event on 28 September

There’s no question that the main way that employees and customers alike will deal with most organisations today will be digitally.

But the question remains: what does this mean for accessibility? So this is what we asked at our Accessibility in the Digital Space event which I was lucky enough to lead on Wednesday 28 September.

These events are enormously rewarding in terms of the success stories and good practice we hear about from BDF’s Members and Partners and particularly the sheer passion many of them have for making their websites and IT systems fully accessible.

Indeed what emerged very quickly at Wednesday’s event was the importance of digital accessibility for organisations. Nigel Fletcher of Tesco, who kindly hosted the event, estimated that around 20 per cent of Tesco’s 500,000 employees have a disability.

The event gave us the first glimpse of the Click-Away Pound research which BDF have produced with Freeney Williams and which will show the costs to businesses of users leaving inaccessible websites.

What we know already is stark: that over 70 per cent of disabled people face significant barriers to accessing websites and apps and often give up.

Of course, there are many challenges involved with digital accessibility, not just in terms of working around existing systems but also entrenched ways of thinking. Rick Williams highlighted the need for a change of culture at organisations so that accessibility is approached as a matter of course, rather than being included as an afterthought as often happens at present.

Then there is the sheer scale of the work involved, with Alistair Duggin of the Government Digital Service noting that making the gov.uk site accessible entailed work on some 300,000 pages of web content.

But one of the key points from the discussion was that organisations are rising to the challenge in a big way.

Marianne Matthews and Clare Davidson from Sky highlighted a major shift in the organisation towards embedding accessibility in everything they do. They have built up a massive digital product development team of 650 people to help them do this, tested every digital product with live users and linked accessibility directly in to Sky’s three design principles of ‘brilliantly simple’, ‘beautiful’ and ‘intelligent’.

Meanwhile Will Houston of Enterprise-Rent-A-Car, noted that accessibility for employees is being transformed by allowing employees to personalise the way they work on IT systems. Will also spoke extensively about the tools that the Technology Taskforce has developed, that are really helping him to embed accessibility with their organisation. Signing up to the Accessible Technology Charter and using the Accessibility Maturity Model (AMM), have really helped them to assess where they are and the areas where they need to improve.

So the key theme here is changing the way we think – as we move more and more towards being ‘digital-first’, we should also become ‘accessible-first’.

And it’s great to be part of the discussions that drive that move.

For more information about BDF’s Technology Taskforce please visit www. technologytaskforce.org/

Business disability confidence in the Kingdom of Saudi Arabia

By George Selvanera

With the Government keen to enhance the UK’s export performance of professional and business services from the already net £19bn receipts per year, Business Disability Forum (BDF) has been undertaking some rather extraordinary professional services exporting to the Kingdom of Saudi Arabia (KSA).

BDF, a membership body that comprises some of the UK’s biggest and well-known business and public sector organisations collaborating to improve disability performance, has been contracted by the KSA Ministry of Labor to assist with the development of a KSA Disability Confidence Index to support improved disability confidence amongst the Kingdom’s private sector.

This is truly ground-breaking work in applying lessons learned from the more than 20 years of working with UK corporates and public sector organisations.

BDF’s pioneering Disability Standard provides a whole-of-organisation framework for improving disability performance recognising that a corporate approach championed by a senior sponsor is the surest way of embedding good quality accessible recruitment, retention and career development opportunities for disabled people.

However, context is critical. The Saudi starting point is totally different to the UK.

There are no enforced legal protections for disabled people and culturally, disability often remains taboo.

It was to my great sadness that I realised that deaf people would largely be non-verbal too, as they had never been taught to speak and that schooling for deaf children is wholly different and substantially simpler than the curriculum for hearing children.

Many people have told us that non-visible impairments such as mental health, autism and dyslexia are not talked about at work or in the wider society.

Indeed, for some people they find out accidentally, sometimes decades later, that close friends have another child- a disabled child who may even be in their 20s or 30s.

BDF’s work is developing and piloting a bespoke KSA Disability Confidence Index collaborating with seven of the largest corporates in the Kingdom and contributing to the wider development of a business disability confident certification system.

These cover industries including pharmaceutical and medical supplies distribution, edible oil production, steel and air conditioning manufacturing and tractor manufacture.

We have been impressed that there are some examples of good practice that should be nurtured and promoted and we would encourage here in the UK. For example, several companies have:

  • Forged links with disability non-government organisations to support active recruitment of appropriately skilled disabled candidates
  • Established cross-functional teams led by senior executive sponsors to review and improve disability confidence across all areas of the business, and
  • Implemented flexible workplace adjustment processes that are responsive to individual disabled staff needs.

There is obviously a long way to go to mirror where the UK is; and that’s even accepting UK companies have some way to go in achieving best practice for disabled employees, candidates and customers as well.

All in all, an assignment like no other.

That said, the Middle East is a rapidly growing market for business and professional services and the UK is uniquely positioned by language, trade and cultural ties and business practice to support that growth.