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According to the Health and Safety Executive, there is a difference in employment rates between disabled and non-disabled people, with many disabled people and those with health conditions who can and want to work excluded from the workplace.

For employers, this is a disadvantage, because investing in the health and well-being of employees can result in a more productive workforce with greater morale, where recruiting and retaining talent becomes all the more straightforward.

The Health and Safety Executive (HSE) is keen to encourage employers to support disabled employees throughout their employment, removing obstacles that prevent certain duties being undertaken and helping people remain and thrive within their roles. This, they say, can have considerable and positive impacts on individuals, and on businesses.

With this in mind, the HSE has published its Talking Toolkit, with a view to helping employers support disabled employees and those with long-term health conditions in work. 

 

How the Talking Toolkit works

The Talking Toolkit is designed to help employers recruit, retain and progress disabled employees and includes questions that can be used to begin practical two-way conversations.

There are templates within the toolkit that focus on a range of principles to help with these conversations, including: 

• Creating a supporting and enabling workplace culture
• Taking an inclusive approach to workplace health
• Understanding the work barriers that impact on employees
• Making suitable adjustments or modifications within the workplace
• Supporting sickness absence and return to work

 

Two further principles are aimed at companies and their managers, supervisors and owners. These are: 

• Developing skills, knowledge and understanding
• Using effective and accessible communication

 

The HSE believes that the adoption of these principles has the potential to create opportunities for disabled employees, ensuring they have the support they need to thrive in the workplace.

How to develop skills, knowledge and understanding

By developing managers' and supervisors' skills, knowledge and understanding, organisations will be better equipped to support disabled employees and those with long-term health conditions.

When a relationship of trust is established between managers and employees, it can help keep those employees within the business, assist them in reaching their potential, and support their return to work following sickness absence.

Managers are in a good position to identify changes in performance or behaviour, which could indicate that an employee needs additional support. If a manager has the knowledge to signpost an employee to the right help and information, then all parties will benefit.

Ensuring managers have access to formal training plans is important, as it will help them develop their skills and knowledge around the specific needs of disabled employees and how to support them.

The HSE recommends that management training should include: 

• HR policies and procedures
• Health and safety policies and procedures
• Disability awareness
• Generic management skills
• Mental health awareness
• Communication skills

 

Continuing professional development (CPD) will help managers retain skills and learn new ones.

It is also good practice to encourage positive management behaviours. These may include: 

• A culture of openness, fairness, and consistency
• An ability to manage conflicts and problems
• The provision of knowledge, clarity and guidance
• Building and sustaining relationships
• Supporting development
• Challenging and addressing poor behaviour in colleagues

 

Keeping lines of conversation open at all times will help managers understand whether anything needs to be improved within the working environment.

Ensuring managers have adequate support is also important. This can be provided via internal or external training, or by signposting towards online resources.

If you are looking to point managers towards useful resources, the following may prove helpful:

The Disability Confident scheme supports and recognises businesses that are actively inclusive in their recruitment and retention practices.

ACAS has a disability at work hub for employers, managers, workers and job applicants.

How to use effective and accessible communication

Using effective and accessible communication may involve making sure information is in an accessible format; communicating in a timely manner so that employees understand their rights and responsibilities, and ensuring information is current and practical.

When communication is effective and accessible, employees are more likely to feel more supported, valued and confident.

Good communication and keeping in touch on a regular basis is also essential when supporting an employee's return to work following sickness absence.

Communication on workplace practices should always be: 

• Accessible
• Clear
• Concise
• Easy to understand

 

It is also a good idea to consider the format, medium and content of any communications, ensuring they are inclusive for everyone. You may wish to think about using: 

• British Sign Language
• Easy Read
• Audio to text
• Adequate contrast levels between background and text
• Screen reader formats, voiceovers and other assistive technology

 

For a greater understanding of the most appropriate routes to take, it is good practice to consult with disabled employee representatives and any disability groups within your organisation.

Always encourage open dialogue between managers and disabled workers as standard. Ensure managers adopt a sensitive approach, and that they acknowledge the need for confidentiality, only sharing information when agreed with the employee, and when it complies with data protection requirements.

As with developing skills, knowledge and understanding, be sure to provide sufficient support for managers in terms of accessible communications. Again, this can be provided via internal or external training, or by signposting towards online resources.

If you are looking to point managers towards useful accessible communication resources, the following may prove helpful:

Government guidance on accessible communication formats.

Using the HSE Talking Toolkit

The HSE Talking Toolkit is a comprehensive document that will help you start conversations with your disabled employees and those with long-term health conditions.

You will find sample questions, useful resource links, and helpful guidance on how your employees should feel.

You can access the toolkit here.