-
Link copied
Focusing on employees’ abilities, rather than disabilities, can help to expand the construction industry’s talent pool
Has the Equality Act 2010 helped to create a more inclusive society where everyone is treated with respect and dignity? Yes, sort of.
Why sort of? Well, in terms of the Equality Act, many construction companies focus on gender and race, for example, to ensure better diversity, which is excellent. However, employing people with a disability appears to be less of a priority.
Equality, diversity and inclusion (EDI) means different things to different companies. That may be because the industry has an image problem or a general lack of awareness of issues relating to disability.
The Construction Industry Council’s Blueprint for Change report sampled professional, managerial and technical roles and found that less than 5% were people with a disability.
This could be due to employers’ approach to disability, which typically follows either the ‘medical’ or the ‘social’ model.
The medical model is where employers may focus on the employee’s limitations and what they can’t do. They may also be reluctant to hire people with disabilities because of their perception that they may be a burden on the workplace.
The social model refers to employers who follow the social model and focus on the employee’s strengths and what they can do. They are also more likely to make reasonable adjustments to ensure that the employee can perform their role effectively.
YouGov research undertaken on behalf of Scope in 2019 shows that half of businesses believe it’s easier to recruit a person who does not have a disability over a person with a disability.
The same poll shows that more than half (56%) believe the main reason people with a disability do not get jobs is because they lack the right skills or qualifications.
Why is this important?
This short-sighted, blinkered view means companies are missing out on some serious untapped potential, especially when you consider the current industry skills shortages.
People with disabilities have skills and qualifications that can help companies, similar to their peers without disabilities.
Being profoundly deaf, I have generally been lucky with my employers. I have been working in the industry for almost 40 years, working my way up to director level.
That isn’t to say that it has been easy as some people made instant judgement calls when they saw my hearing aids. I was openly called ‘deaf Ian’ in meetings and people either didn’t understand or make allowances for my disability.
The invisible nature of my disability can sometimes lead to misunderstandings or misconceptions. For example, sometimes I miss the thread in meetings where people talk over one another. Some may perceive this as me not understanding the topic being discussed, despite having almost four decades in the industry.
The key here is communication. Once I have explained my issue and the coping strategies I adopt, things get better.
How can we improve things for people with disabilities?
From an employer’s perspective, it is important to:
- Embrace diverse abilities. Look past a person’s disabilities and focus on what they can do. Understand that people with disabilities bring a unique set of skills, perspectives and experiences to the workplace.
- Create a culture of inclusivity. Educate your employees on disability issues and promoting a respectful and welcoming environment for all employees. Teach your employees how to interact with people with disabilities in a respectful and appropriate way. Help them to recognise and avoid potential barriers that could prevent people with disabilities from fully participating in the workplace.
- Understand that help is available. The Access to Work scheme provides funding for practical support to help people with disabilities gain employment or ensure job retention. Employers can use the scheme to reimburse themselves for the cost of providing adaptations or equipment for their disabled employees, as well as for the cost of other support services such as sign language interpreters or specialist coaches.
From an employee’s perspective, it is important to:
- Develop your skills and qualifications. The more knowledgeable and skilled you are, the more valuable you will be to your employer. This will make it more likely that they will hire and retain you.
- Speak up. Do not be afraid to let your employer know about your needs and how they can be accommodated. Be clear and concise and be prepared to answer any questions they may have.
- Do your research. This will help you to get a sense of the company culture and values. And do not be afraid to ask questions at interview.
Employers are more aware of EDI and disability issues nowadays but there is still some way to go.
Employers or employees with any issues or concerns can contact the CIOB or speak to one of the CIOB’s EDI ambassadors.
Ian James MCIOB is a CIOB EDI ambassador and director at Copr Bay Consulting.
