Workplace disability adjustments such as special chairs for bad backs have proven benefits. Extending the service to all staff – not just disabled employees – helps everyone to become happier and more productive.
D&I professionals: if you really want to build a culture of inclusion in your workplace, stop putting people in condition-specific boxes and start looking at their actual needs, says Helen White-Knight.
Diversity and inclusion (D&I) isn’t done by HR in a dark room. Marjorie Strachan, Group Head of Inclusion at RBS, talks about how she and her team are using D&I to shape a new kind of culture at the bank.
For a long time, employee mental health sat in the ‘too difficult to fix’ pile, but employers are finally beginning to search for solutions. Helen White-Knight explores ways in which they can find them.
People with ‘invisible’ disabilities are at risk of exclusion by managers who overlook or misunderstand their conditions. Here are four ways to support employees with non-visible disabilities in the workplace.