'Lansley must listen to nurses on the front line' LEADERSHIP ACADEMY
Fair for all: inclusion is a duty, not an option
Robin Miller explains how the health service can benefit from employing more people with disabilities
Considerable progress has been made in the way society views people with a disability but they continue to experience disadvantage.
For example, people with disabilities are seven times more likely to be out of work and half as likely to have academic qualifications than those who are not disabled.
Being excluded from work affects standard of living, self-worth, society’s perceptions of those who have disabilities (as people who “take” rather than “contribute”) and the ability to develop social networks.
The NHS has a duty to promote equal opportunities, and to eliminate unlawful discrimination and harassment. It must be active and build disability equality throughout its processes, not just to make adjustments at the end once procedures or premises are in place. These duties apply to all staff and at all stages of employment.
Disability was initially defined by the Disability Discrimination Act 1995 as “a physical or mental impairment which has a substantial and long-term adverse effect on a person’s ability to carry out normal day-to day-activities”. This has subsequently been extended to include HIV, multiple sclerosis and cancer.
Beyond these legal requirements, the NHS can benefit from employing more people with disabilities - like everyone else, they have diverse skills. Many disabled people have overcome discrimination to achieve their qualifications and/or work skills; this can give them a determination that benefits a team. In addition, if disability and health are managed well, people with disabilities take, on average, less sick leave than their non-disabled peers and stay in a post for longer.
Robin Miller is a senior fellow at the Health Services Management Centre at the University of Birmingham. He has worked as a manager and commissioner in health and social care services.
How to promote equality for people with disabilities
- Be aware of your values Reflecting on and challenging values is the hallmark of a dedicated professional.
- Be a positive leader Managers set the tone for how teams view and act on issues. Openly discuss disability issues and look for opportunities to celebrate. Encourage staff to express opinions and be supportive while challenging discriminatory attitudes.
- Be reasonable, not negligent Some managers wrongly feel it is safer to avoid tackling staff with disabilities who are not performing well. This will damage services, cause resentment in other staff and the employee will not get an opportunity to improve. Work with them to address the issues.
- Be creative Often people start off enthusiastic but lose momentum. Be clear about what you want, set out the steps to take and identify champions.
- Be willing to seek advice Your human resources department, the Office for Disability Issues website (www.odi.gov.uk) and local disability groups can identify barriers and share solutions.
Online training units, written and reviewed by experts. Earn two hours' CPD and a personalised certificate for your portfolio.
Subscribers get five FREE learning units and non-subscribers can access each learning unit for £10 + VAT.
Share
Have your say
You must sign in to make a comment.