The last time I talked about the ‘disability employment’ gap was on 23rd June 2014. You can read more here. I was particularly pleased to read the comments again.
Today People Management have clearly taken notice of my earlier ramblings and it’s back envogue. You can read the full article here.
Having initially been pleased to see the article featuring in my daily updates, I quickly descended into wondering how cultural change can ever become accepted as mainstream opinion when the article’s language approaches disability as it does in the opening paragraph. I am referring to ‘extraordinary achievements‘ and ‘thrilling to watch‘ when describing athletes at the Invictus Games and Paralympics earlier this year.
If this language were used in discussing gender inequalities, would we not see and rightfully so, a swift rebuff from women? Would also be unacceptable to use such terms when talking about ethnicity and inequality?
I am not being politically correct about terms used to describe disability often assigned to us by well meaning academics, but the contradictory messages they send. Samantics just leads to the worst kind of discrimination, procrastination and inaction. Change only happens when something changes not when people just talk about it.
I did, as is my way, read the entire article and there are two things that I must celebrate with Judith.
First, acknowledges that Lloyd’s Banking Group are on a journey of continued learning. Points 1-4 explain where things are and show a genuine top to bottom implementation.
Point 5 is crucial. The recognition that unless everyone ‘buys in’ then cultural change merely remains an aspiration for people with disabilities employment outcomes really do change once and for all. I wonder if Lloyd’s Banking Group have actually asked their employees with disabilities?
I would like to hear what other employers are doing to make themselves ‘disability friendly?
Expert on Disability in Work