Disability Online for CSR Practitioners
Disability And Employment: Investing In Human Potential A Employers' Forum On Disability Briefing For CSR Practitioners
In association with AccountAbility with the support of Cable & Wireless
Employment is a key part of any organisation's approach to corporate social responsibility. Many people spend a significant proportion of their lives at work. Employers can have a great impact on their employees' quality of life through their implementation of policies on training and development, work-life balance and health and safety.
In addition, for most companies the greatest impact they have on their local communities is through the economic impact of the wages and benefits paid to employees.
It is essential that employers consider disabled people and those employees who will become disabled, as they seek to develop a socially responsible approach to employment. Employing disabled people can enhance business profitability and dramatically improve the quality of life of individuals. Recognising the potential for mutual benefit is key if more disabled people are to work in the heart of tomorrow's companies.
The leading edge of thinking and practice is steadily shifting beyond legal obligation and well-meaning philanthropy, towards a solutions-focused culture which shifts the emphasis from the person's disability to the changes a business can make easily to enable that person to contribute their skills and productivity. The shift is from a focus on cost and dysfunction to an emphasis on investment in human potential.
A recent communication on CSR from the European Commission highlighted the integration of disabled people into the labour force as a key element of CSR policy, stating "Within a business CSR relates to quality employment, lifelong learning, information, consultation and participation of workers, equal opportunities, integration of people with disabilities, anticipation of industrial change and restructuring." (1)
This year the Great Place to Work's (Registered Trade Mark) Culture AuditŠ asks that respondent companies give details of the number of disabled employees they have, what is the highest position which a disabled person holds in the company, whether the company's diversity policy includes information on disability, as well as information on adjustments made for disabled employees and provision for flexible work arrangements to help them to improve work-life balance.
This culture change recognises that disabled employees can and do add business benefits over and above the avoidance of censure or legal penalties.
The business case for employing disabled people is compelling. The individual performances and contribution generally far outweighs the relatively inexpensive (and often government funded) adjustments which may be necessary. Knowledge of the needs and expectations of a growing sector of the market combined with enhanced morale and people management systems are tangible benefits for companies who are good employers of disabled people.
1. Communication from the Commission concerning Corporate Social Responsibility: A Business Contribution to Sustainable Development, July 2002.