The public sector and the people working within it deal with unique challenges compared to those in the private sector. Particularly so when it comes to equality, diversity, and inclusion.

Most of the time, the issue for the public sector doesn’t come from not recruiting fairly and accessibly. Many people who work for the public sector report that there is a good level of understanding of reasonable adjustments and inclusive recruitment. The problems can lie in the levels of flexibility, inclusion in the work environment, and employees feeling unable to disclose their disabilities in the first place. 

On this page, we are going to talk a bit about what can help in these situations. Diversity, equality, and inclusion are important aspects of any job, and they should be maintained across the country. Whether you are in a public sector job or a private sector job, employees should be as happy and well at work as possible. 

First of all, let’s discuss the issue of discomfort around disclosing a disability in a public sector job.

Disclosing a Disability 

If an employee doesn’t disclose their disability, that is their right. No one can force you to disclose or discuss a disability unless it is a matter of health and safety. However, disclosing your disability can have a lot of benefits in the workplace. Mainly as it allows employees to get the support they need. 

There are several ways to increase the number of current employees opening up about their disabilities, and it often starts with changes and training for management.

Here are some tips about encouraging staff to disclose their disabilities:

  • Start an in-house campaign, advertising the positive impacts of opening up about a disability
  • Have disabled members of staff in management positions for inspiration and motivation
  • State clearly that your company will not use the disclosing of someone’s disability for any purpose other than for improved support. This includes use for data or advertising purposes. Transparency and honesty are key here
  • Improve understanding of the correct terminology to use when discussing disabilities, keep everything as accessible and inclusive as possible
  • Run staff training and learning. The more everyone knows about disability, the more comfortable it will be for disclosures to take place. You can refer members of staff to our disability advice hub for more information and guidance.
  • Have open conversations about what constitutes a disability. Some people meet the Equality Act 2010 criteria but do not consider themselves disabled. This can lead to lessened support for those who need it.

Studies show that even where there is a desire to open up about disabilities, some organisations haven’t fostered a culture which allows people to feel comfortable about disclosing their disabilities. One inquiry found that half of its respondents believe the culture and attitudes at their organisation are the key reason they haven’t disclosed their disability.

So, our next topic to tackle is: 

Inclusive Work Environments in the Public Sector 

Staff members in the public sector have reported that they find issues with their work environments in terms of inclusion. With such big workplaces with so many employees, many people feel left behind. When there is a lack of inclusion at work, this is where we find levels of staff wellbeing decreasing and levels of absences increasing. Therefore, it is important to get it right. 

To ensure that everyone feels included in work, there are multiple strategies you can try:

  • Use your contacts and links with other private and public sector organisations to discuss how they have approached disability awareness. Not only will this provide useful ideas for changes, but also identify the quickest and most effective ways of implementing them.
  • Monitor your current levels of inclusion and gather feedback. Finding out what the problems are right now will help you fix them going forward. Make sure that staff have a way to give feedback in which they feel safe. You can check out our guide on monitoring EDI right here. 
  • Utilise the vast number of external organisations set up to support disabled people and employers who have disabled members of staff. To find such assistance in your area, head to our dedicated page on finding help in your local area.
  • Consider creating target deadlines for these changes’ implementation. This will allow staff to recognise that you are sticking to your commitments. Being transparent with your commitment to inclusion can make a big change.
  • Consider flexible modes of working, such as hybrid models and flexible working hours. This has been an issue highlighted in the public sector, so making changes in your workplace can set you above the rest of the crowd. Flexibility is a big advantage for disabled staff. 

Becoming an Inclusive Public Sector Employer 

Helping your members of staff to disclose their disabilities and working to create a more inclusive work environment are amazing first steps. Becoming an inclusive employer is a journey and it is one worth taking. However, you might need some more help along the way.

Luckily for you, we can help you. At Careers with Disabilities, we have all the tools and guidance you need to be the most inclusive and diverse employer possible. We have tonnes of pages of advice and support to guide you through issues such as reasonable adjustments, financial support, and different types of disabilities. We also have specific services for employers in which we can help you become fully inclusive and make connections with diverse job seekers. 

To get a place on our company directory and to post on our diverse job board, check out what we can offer you on our employer services page.

You won’t regret becoming more inclusive. It is beneficial for every person involved in your business. 

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