Tailoring Workplace Benefits to Support Disabled Employees

Currently, US employment amongst people with disabilities has reached a record high of 22.5 million employees, with 24% of the UK working population also having a disability.

So, with more disabled people entering into the workforce, it’s never been more important for employers to ensure they have the right policies, processes, and support networks in place for these employees to be able to thrive in their workplaces.

A great way for employers to ensure they are achieving this inclusion initiative is by channelling their focus on the employee benefits on offer to those individuals with disabilities. To fully unlock the potential of this group, employers must go beyond the basics and offer tailored benefits that address their specific needs:

• Accessibility Enhancements – it’s important to ensure that your workplace is fully accessible both physically and digitally. Physically, this would mean providing adjustable desks, chairs and ergonomic keyboards, as well as having the more standard adjustments like ramps, elevators and accessible restrooms. Digitally, offer things such as screen readers, voice recognition software, and captioning services for virtual meetings to ensure that technology remains accessible for all.
• Inclusive Health Benefits – standard health plans can often fall short of covering disability-related needs, so when looking at what providers you want to work with, consider if they offer comprehensive coverage (including specialized care such as mobility aids or hearing devices) and virtual healthcare options to make accessing care more convenient.
• Flexible Working – flexibility is crucial for employees with disabilities, as they may need to manage medical appointments or fluctuating energy levels. To help support them with this, consider offering adjusted working hours and remote-first policies, allowing them to work from home when it better accommodates their needs.
• Learning and Development Opportunities – disabled employees often face limited opportunities for growth, but this is not due to their lack of capability, but rather systemic barriers. To overcome these barriers, employers should ensure that training materials are available in multiple formats (captions, Braille, large print, etc.) and offer leadership training programs which emphasize inclusivity. Another great strategy to consider is a mentorship program, where disabled employees can be paired with a mentor to specifically help grow their career at the company.
• Disability Resource Groups (DRGs) – having a DRG in the workplace can act as a great dedicated support network for those employees who have a disability. And employers can use these DRGs to gather input on how to continue to improve workplace policies, creating a healthy cycle of accountability that results in a consistently inclusive workplace.

Disability inclusion is so important in the modern workplace, as it offers employers access to a large group of talent that, when offered the right reasonable adjustments, can thrive in the workplace.

Organizations like Melwood are paving the way for this type of inclusion, as by effectively tapping into this rich pool of talent, they are able to proudly boast their integrated workforce which comprises of more than 800 people with disabilities to deliver top quality outsourced services.

If you would like to discuss how we can help tailor your benefit packages to be more inclusive and attractive to those employees with disabilities, please get in touch with us today.