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Unlocking the Untapped Talent of Your Workforce

“You can’t get promoted; your health is too unpredictable”

This is what I was told at the start of my career, and I was completely unaware that this was, and remains, a form of disability discrimination. I had just been diagnosed with my first chronic illness, I was 21 years old, had worked since I was 16, worked two jobs to get me through my University Psychology degree and was halfway into my self-funded Occupational Psychology Master’s degree. I was overqualified for the admin job I had been doing for a year, and knew I was more than qualified for the job opening which had come up. However, having been told that, I knew this company was not for me.

I talk about this moment of my career a lot because although it caused a lot of upset, it was a turning point for me. It is where the idea for Chronically Working was first born. “Chronically Working” is an initiative or approach aimed at fostering inclusivity in the workplace for individuals with chronic health conditions or disabilities. It focuses on helping organizations become more supportive and accessible, enabling people with long-term health challenges to thrive professionally. The initiative provides guidance and resources to ensure these individuals have the tools and opportunities they need to succeed, while also helping employers create more inclusive and accommodating work environments.

There are many reasons why people might choose not to disclose their chronic health conditions and/or disabilities until forced to do so.

This is because I never wanted anyone else to feel the way I did in that moment. I was at a crossroads in my career where I either stayed in the admin position, with a manager who saw my disabilities and not my potential, or I moved home with my parents and gave up on my career altogether… Or left this company and found one which would see me for who I am, a hardworking, determined, abled woman at the start of her career.

Luckily, I chose the latter and found a job (albeit 100+ miles from home) that gave me purpose, growth and a manager who saw my potential. With the right support, manager, and colleagues I was able to work my way up the organization, and I am where I am today because of this.

2019 will always be remembered as the year we started to hear about Covid19, but for me, it was an even more memorable year, as it was the year I had my first child, after being told I would likely never be able to have children. Soon after this, with the pandemic giving me a bit of a push, I decided the time was right to leave my workplace and finally set up Chronically Working as a business.

“You must shield”.

“You must shield” is something many of us were told during the pandemic. Our health conditions and/or disabilities meant that we were too vulnerable to go out of the house, let alone to work. This meant many of us had to finally disclose to our employers. There are many reasons why people might choose not to disclose their chronic health conditions and/or disabilities until forced to do so. These include, but are not limited to: fear of being discriminated against, simply being unaware that their condition is classed as a disability under the Equality Act 2010 and not feeling able to speak up.

Most of us will have a disability or long-term health condition in our lifetime, and if not, then we will have someone close to us who does.

Therefore, the pandemic meant we saw a lot of employees disclosing their conditions, which they might not have chosen to do had conditions been otherwise. However, we still do not have a true representation of the real numbers because of the above, as many still choose not to disclose their conditions. But the numbers speak for themselves, and the statistics show that over one billion people, 16% of the world’s population, or 1 in 6 of us, experience significant disability (World Health Organisation, 2024).

For many of us, like myself, another individual would not have any idea we are disabled just by looking at us. I personally currently have 15 chronic health conditions and disabilities, but unless you saw me take the 40 tablets I need a day, how would you know? In fact, 74% of us do not use a wheelchair or any other physical or visible aid (Invisible Disabilities Association, 20 17), n d 96% of chronic illnesses are invisible (Disabled World, 2023).

Why is this so important?

The latest estimates from the Department for Work and Pensions’ Family Resources Survey indicate that in the 2021/22 financial year, 16 million people in the UK had a disability. This represents 24% of the total population, and 23% of the disabled total were of working age, with approximately 5.5 million disabled people currently in work in the UK. Similarly, the research also suggests that 36% of the working-age population (in the UK) has a chronic health condition (Office for National Statistics, 2023).

Organizations need to act now when it comes to disability inclusion because the statistics are only going to continue to increase. Not only are people living longer, but they are also staying in the workforce for longer. In addition to this, the World Health Organization state that by 2050, the total number of people living with a disability is expected to double.

Businesses that employ people with disabilities are also more likely to have increased productivity levels, outperforming other companies by 25%.

Disability affects us all. Most of us will have a disability or long-term health condition in our lifetime, and if not then we will have someone close to us who does. Disability and chronic health conditions creep up when we least expect them; in fact, only 17% of people are born with their disabilities, and therefore, 93% are acquired, whether that be due to an accident, genetic condition or an illness.

We often hear a lot about the amazing work organizations are doing around Diversity, Equity and Inclusion in the workplace, whether this be around gender, race, LGBTQ+, etc. But we always seem to miss the biggest minority group there is… disabled people.

In fact, reports suggest that 90% of companies claim to prioritize diversity and inclusion in the workplace, but only 4% consider disability in their workplace policies (Harvard Business Review, 2020). So why are the largest minority group being considered the least? It is thought that the main reason behind this is the dangerous myths that disability inclusion is a) complicated and b) expensive. Research tells us that 66% of employers say that the costs of workplace adjustments are a barrier to employing a disabled person (Leonard Cheshire, 2019). However, this simply is not true.

Unfortunately, like the above, negative attitudes and stigma towards people with disabilities are also a barrier. In fact, research found that 24% of employers say they would be less likely to employ someone with a disability… and of these people 6,,0% ay they would be concerned a disabled person would struggle to do the job (Leonard Cheshire, 2019). However, with the right support and adjustments in place, employing disabled people can benefit the organization in several ways.

The benefits of supporting your disabled/ chronically working employees.

Research by the Business Disability Forum (2023) reveals the positive impact of “developing a global disability inclusion strategy”. They found that from over 100 global brands that prioritize disability inclusion, 80% said it allows them to “access a wider pool of talent, drives employee motivation, and has an impact on business objectives”. Importantly, the research also found that those who champion disability inclusion also report 30% higher profit margins compared to those who do not.

In addition to this, a study by Boston Consulting Group (2018) found that organizations with more diverse workforces have 19% higher revenues because they are more innovative. This is further supported by a recent Accenture report (2023), which found that businesses which actively seek to employ people with disabilities outperform other businesses. The report found that these companies generated 1.6 times more revenue, 2.6 times the net income and two times higher profit. Similarly, the report showed that businesses that employ people with disabilities are also more likely to have increased productivity levels outperforming other companies by 25%.

Organizations who have representatives, particularly those in prominent roles, who speak out about their health conditions, help normalize talking about disability at work.

Aside from the economic and financial gains, research shows that hiring people with disabilities has a positive effect on factors like motivation and workplace absenteeism. A scientific paper published in the Humanities and Social Sciences Communications journal (2021) found that employees with disabilities are highly motivated to work in environments where they can experience social integration and participation, as this bolsters their identity and sense of normalcy, as well as offering an important opportunity to earn money.

Furthermore, being known as an inclusive employer can boost your brand. Millennials and future generations are now beginning to look at how organizations treat all their employees before working for them, buying from them or partnering with them.

And finally… Supporting disabled and chronically working individuals is simply the right thing to do.

What can you do as a Leader?

Due to the number of conditions and disabilities which are acquired rather than inherited at birth, organizations must integrate disability inclusion in their diversity and inclusion strategies and policies, as this will help prepare them to support all their employees through life’s events. It is important that organizations are prepared and have the correct tools and initiatives in place to help their employees adjust to their new world of working with a chronic illness and/or disability. As well as employees joining your organization, who already have a condition.

Four initiatives which may help you move towards a more inclusive workplace:

1. Creating a safe space for your disabled employees to feel able to speak up
The research around psychological safety is vast. This is also particularly important when you are supporting your disabled employees. If these employees do not feel safe enough to speak up, they are less likely to disclose their disability and will therefore be unable to access the reasonable adjustments and support which are often essential for them to be successful at work. Something which has worked well with the organizations I have worked with is creating a Disability Network group. Similarly, successful organizations tend to appoint Disability Champions to help create an inclusive culture. The role of these employees is to be a point of contact for disabled employees to be able to discuss their requirements and promote the benefits of disability inclusion. Organizations who have representatives, particularly those in prominent roles, who speak out about their health conditions, help normalize talking about disability at work.

“Health passports” is a one-pager which shows what disability and/or health conditions an employee has and how and what this employee needs to be supported to ensure they can be their best at work.

2. Look into reasonable adjustments and “health passports” for your disabled employees
Again, something which works well with the organizations I have worked with is ensuring all your disabled employees are aware of what reasonable adjustments might work for them. However, disabled employees need to feel confident that once they have disclosed their condition and/or have asked for adjustments, they will not be discriminated against or treated unfairly. Employees also need to feel reassured that their requests will be considered fairly and, if approved will be implemented quickly.

In addition to this, organizations that are doing very well in this area tend to have “health passports” which is almost like a one-pager which shows what disability and/or health conditions an employee has and how and what this employee needs to be supported to ensure they can be their best at work. This then stays on file with the employee and saves the employee from disclosing and explaining their conditions repeatedly if they get new managers or if they move to new roles within the same organization.

3. Equip yourself with the knowledge and become aware of your employee’s disability
As an employer/manager of someone with a chronic condition or disability, there are many ways in which you can educate yourself. I would recommend taking some time to research your employee’s condition. Almost every condition or disability will have an associated charity this is also a great place to find information. Similarly, most conditions will have an awareness day or even week, and this is a great way to not only learn more but to show how you support your employees. My employer supported me, for example, by holding a bake sale for my disabilities charity and wearing purple to raise awareness. It truly is the little things like this which can make a huge difference.

4. Employ a specialist to come in and train leaders and employees on disability inclusion specifically
Look at employing someone to come into your organization and raise awareness of the above issues, and teach your organization what the benefits of disability inclusion are. Similarly, ensure that the training equips disabled employees with the knowledge of what they are entitled to and the benefits of disclosing their condition to their employer.

How can a disabled business psychologist help?

As a disability psychologist I have been working in the diversity, equity and inclusion space for over 10 years, doing research, programme development and training for organizations such as the NHS, Premier League football clubs, charities and tech companies, as well as other small businesses and large corporations.

Chronically Working has three streams to it: Entrepreneurs, Employees and Employers.

I have helped fellow Disabled Entrepreneurs in setting up their own self-employed businesses. Similarly, I have helped Employees understand what they are entitled to and what support can be implemented at work. Finally, I have helped Employers to become more inclusive and accessible for both their employees and their customers. I do this through various methods, including 'lunch and learns', workshops, audits, networking events and training programmes.

Overall, by being a truly inclusive organization, which celebrates and embraces disability inclusion, organizations are opening their doors to not only a wealth of untapped talent, but also employees with increased empathy, tenacity and resilience. Similarly, not only does disability inclusion attract and retain talent but organizations can also benefit from the customers this inclusive workforce can attract.