Change and the impact on disabled staff
As we navigate through various change initiatives and activities to address our financial challenges, the practical and emotional impact on disabled staff should be a crucial consideration.
Disabled staff will carry additional worries about change, for example, the worry about applying for and moving to another job or workplace which requires further travel, working hours, or having to complete new adjustments plans, waiting for new equipment or adaptations to be made.
Supporting disabled staff during challenging times is crucial for maintaining an inclusive workplace environment. Here are some practical strategies and sources of information to guide both disabled staff and line managers:
Reasonable Adjustments
A reasonable adjustment plan is a living record of adjustments agreed between a member of staff with a disability or a long term health condition and their line manager. It is recommended that staff and line managers work together to complete a reasonable adjustments plan and review regularly to understand specific needs and ensure the adjustments in place are helping the member of staff (eg, flexible working arrangements, modified job roles, accessible workspaces).
- Reasonable adjustment process for staff with a disability or long term health condition
- Guidance for line managers
- Suggested questions for discussion
- Individual adjustments plan
Training and Awareness
Training for managers and colleagues on disability awareness and reasonable adjustments will help foster a supportive environment where everyone understands the importance of inclusive practice.
Support Networks
Encourage disabled staff to connect with internal support networks or employee resource groups. These networks can provide valuable peer support during times of change.
- INCLUDE
- Dyslexia Peer Support Group
- staff-autism-space
- Health Assured 24 hour advice line with support from a counsellor or legal advisor
- Campus Trade Unions
- University Mentoring opportunities (there are examples of mentoring relationships where neurodiverse staff have benefitted)
Inclusive Communication
Ensure that all communication related to organisational changes are accessible to everyone, including disabled staff. Use plain language, provide information in multiple formats (eg, written, audio, visual) and consider individual communication preferences.
Consultation and Involvement
Be transparent about change and respond to disabled staff concerns empathetically.
If possible, it is good practice to involve disabled staff in decision-making processes related to organisational changes. Seek their input on how changes might impact them and what adjustments would be helpful. Collect feedback and adjust strategies as needed to ensure ongoing support. Do check in with impacted staff regularly during the change process and beyond.
Information for disabled staff making difficult (employment) decisions
Although this will depend on individual circumstances (both personal and financial) some practical points to consider are:
- Impact on pensions
- Impact on mortgage protection payment insurance
- Entitlement to disability related benefits
Specialist advice on the above may be available via your relevant Access to Work, pensions and financial/ mortgage advisors.
Resources
Information from specialist organisations
- Access to Work (maximusuk.co.uk)
- Able Futures Mental Health Support Service - external support (able-futures.co.uk)
- Neurodiversity @ play workbook: Neuroinclusive Organisational Change Management
- National Autistic Society: Dealing with change - a guide for all audiences
- National Autistic Society: Autism and catastrophising
- Texthelp: Supporting autistic employees during change