How to address ableism in the workplace

Introduction

Cultivating a diverse and inclusive working environment is beneficial for everyone. It can help employees feel happy at work, reduce discrimination, and encourage a diverse knowledge base. But there are barriers to inclusion that sometimes need to be broken down. Ableism is one of these barriers. What is ableism, and how can you address it? Here are some things you could consider.

What is ableism?

Ableism describes discrimination against disabled people in favour of non-disabled people. This discrimination can be intentional or unintentional, and it can take many forms.

It can present in obvious ways, for example:

• Not having a ramp for wheelchair users to access a building
• Not making workplace adjustments for a disabled employee
• Asking personal questions about a person’s disability

But ableism can also be more subtle. This is sometimes called microaggression - for example, questioning if someone has a disability, especially if it’s invisible.

When someone has an unconscious bias, they may think less of people who are different to them. This can include disabled people. Everyone has unconscious biases. But because they can influence our judgement, it’s important to recognise them.

If you’re aware of ableism, you’re already on the right path towards addressing it. And as a manager, it’s important that you recognise ableism so that you can act when you encounter it at work.

Ableism in the workplace

More than 4.7 million disabled people are employed in the UK. And, according to the Equality Act 2010, employers are required to make workplace adjustments (also known as reasonable adjustments) to help disabled people work. Despite this, one in three people think disabled people are less productive than non-disabled people. Challenging prejudice like this is crucial to addressing ableism in the workplace.

How can I address ableism?

An inclusive workplace can have a positive impact on your team’s wellbeing and productivity. As a manager, there’s a lot you can do to address ableism in your workplace and create an inclusive environment.

Some practical things you can consider:

• Make your workplace accessible. Provide adapted equipment if someone in your team needs it to work.
• Consider your team’s working patterns. Flexible and remote working can be helpful for all employees, including disabled colleagues.
• Let employees know what support and adjustments are available, if they need them.
• Provide a support network for disabled colleagues, where they can talk to their peers.
• If you have a workplace policy on diversity and inclusion, share it with your team. Employees will better understand how they’re expected to act, and they’ll also feel supported.

There are also behavioural and cultural changes you can make. These might take place over a longer time, but the benefits can be long-lasting. For example:

• Consider your recruitment practices and how unconscious bias could affect these. For example, think about where you advertise a job vacancy, and who will find it. If you involve more than one person at each stage of the recruitment process, this can also help reduce bias.
• Think about accessibility and inclusion in everything you do. Whether it’s an offsite work meeting or a social gathering, ensure that everyone can attend and their needs are considered.
• Think about the language you use. Some phrases can be offensive to people with disabilities, and are inappropriate.
• Listen to feedback you receive from disabled members of your team. Not everyone with a disability is comfortable talking about it with their employer. But if they are, it helps to be approachable and open to suggestions they might have.
• Don’t be afraid to confront ableism, both in yourself and in others. Lead by example. Challenge prejudice and misconceptions as soon as you encounter them. This could also encourage your team members to contribute to an inclusive environment.

Hear from our experts

If we want our workplace to thrive, we have to not only ensure we have a diverse workforce, but also make sure that everyone feels they belong. We all have a responsibility to be consciously inclusive. Tackling ableism is an important step to make sure we create an environment where our disabled colleagues are welcome and feel they can be their true selves.

Diana Podlewska Monteiro, Inclusion Partner, Bupa Global & UK People Team

Sources

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• Personal Communication. Diana Podlewska Monteiro, Inclusion Partner, Bupa Global & UK People Team, July 2022