What Accessibility Means?
When you hear the word `accessible’ you would probably join the majority to have the first thought come to mind as `wheelchair access’, a ramp or a `Lift’.
We seem to have such a narrow understanding of accessibility when in fact accessibility means and includes so much more in today’s world.
If we explore the meaning of accessibility, the universal definitions include:
- the quality of being easy to use or to obtain
- the quality of being easily understood or appreciated
- the quality of being easily reached, entered or used by people for example those who have a disability.
Definition of Disability
To explore this further, let’s go on to look at the definition of `disability’. A physical or mental condition that limits a person’s movements, senses or activities… a disadvantage or handicap, especially one imposed or recognised by the law. Before we move on from the definition of disability, one must appreciate that a disability does not need to be a `registered’ disability for any person. It is the identifying of a disadvantage due to one’s characteristics, whatever that may be.
The above is therefore helpful in reaching a conclusion that `accessibility’ is way beyond the `wheelchair’ and physical disabilities and in fact only one (small) aspect of accessibility.
In this short article we will briefly touch on a number of accessibility issues perhaps not given thought to daily, but must form part of the conversation moving forwards if we want to ensure our workplaces are as accessible as possible for those that we employ as well as those that use our services.
Mental Health and Wellbeing
Mental health is a huge aspect of our daily lives. We all have mental health. The differing factor is how well it is maintained and the condition of it. When was the last time you gave some thought to your mental health and well-being policy? Is it amongst your many other policies in your office policy manual getting dusty on a shelf somewhere? Or is it a living breathing document you use, apply and adjust as required?
Mental Health First Aiders in the workplace
Have you thought about Mental Health First Aiders in the workplace? More and more organisations are funding for their staff members to undergo training in order to become qualified Mental Health First Aiders (MHFA) in the workplace. A MHFA can be there as peer support for other staff members to come and talk to and confide in. Please however remember even your MHFA has mental health that needs to be looked after! Having a MHFA does not dispose of your responsibility to fulfil your well-being policy but is a step in the right direction.
Create an environment in which staff feel that you truly care about their Health and Well-being
Whilst we are all focussing on that bottom line (profit), perhaps think about what steps you are taking to ensure you look after the mental health and well-being of your staff. Your staff cannot be `expected’ to confide in you. Likewise, what are you doing as an employer or manager to ensure you create an environment in which staff feel that you truly care about their health and well-being? Perhaps a question for you to ask your staff for them to answer anonymously or how accessible an employer are you? The workplace does need to be accessible for even those of us that may and do need support with helping to maintain our mental health. It does not mean we are incapable or working, with the right support.
Post-pandemic we now have the biggest number of carers in our nation. That is individuals working to earn a living and at the same time having caring responsibilities towards their families that can include elderly parents, children, partners or other family members experiencing ill-health. The pandemic has only magnified the need for flexible working so that we can fulfil our responsibilities in looking after our loved ones whilst still working.
Flexible Working
Have you taken the time to explore the family dynamics and commitments at home of your staff? Do you have a flexible working policy? Do you allow hybrid working? Is working from home an option at least for part of the week? Do you insist on 9am to 5pm and to hit the ground running? Is it more important to you that you have bottoms on seats? Or to get the best output from each staff member?
An experienced employment law solicitor, who will remain anonymised for this article, faced a lot of challenges and difficulties in balancing her career and her family’s needs. She took maternity leave, gave birth to her daughter and 2 weeks before she was to return to work she discovered her baby daughter had been diagnosed with diabetes. Her daughter would require daily insulin injections which neither her husband nor her were able to administer.
This meant she could not return to work as planned. Subsequently, 8 years later, she felt ready to return to work, however there were terms if she were to return. Her employer would only take her back if she `would hit the ground running’ which she was just not able to do. Yes, she wanted to work, but also needed to look after her children. As a highly experienced solicitor her confidence took a real beating as she just could not find work. Even after she offered her services `for free’ to firms to build her experience back up, it took a long time before she was eventually offered a post back in the workplace.
Be Supportive
How often do you ask your staff how are you? And actually listen to the answer? How often do you ask your staff how their family members are? Ever pushed the boat out and asked what you could do to help their work/life balance? You may be surprised what you hear! However, in return your employee will feel valued as a person with responsibilities other than working for you!
Be supportive to your staff who have had to be away from work for whatever reason. Perhaps look at whether you can offer support to brush up their skills including working on self-confidence skills. Chances are it is daunting coming back to work after a break.
The Menopause
The last example I’m going to explore here is the `menopause’. The workplace in `general’ has lost some of the best female talent due to the lack of accessibility in the workplace for women going through the menopause. A recent survey revealed that women would rather leave their jobs than talk to their employers about how going through the menopause is impacting them at work. At a glance, we may not think it is a problem as we know women have overtaken men when it comes to numbers qualifying into the profession. However, the numbers are very worrying when we look at the number of women in senior positions compared to men.
Do you employ female members of staff? Is the menopause something openly talked about in the workplace? Do you have a menopause policy? Have you created a comfortable environment in which your staff feel they can openly discuss these issues? Do you encourage staff to share with you what adjustments in the workplace would help them perform better as an employee of the firm?
There are many more issues to think about when it comes to accessibility and in no way does this article claim to be a reference point for all accessibility issues, but certainly to start the conversation on `How accessible are we as a law firm that aims to be inclusive, diverse, fair, equitable and cohesive’? And do our staff feel safe, supported and included when it comes to the conversation on accessibility?
