Getting insight from non-disabled colleagues

We mentioned in chapter 5 that you might want to ask your non-disabled employees specific questions. This can help you understand your disabled employees’ experiences better.

Evaluating attitudes

Disabled people have reported negative attitudes towards them. For example:

• People making assumptions or judging their capability.
• Accusations of faking or not being disabled.
• Having their needs minimised.

Attitudes towards disabled people report (Scope)

Our disability perception gap report discussed attitudes to disabled people. The findings are based on research by the National Centre for Social Research. They carry out the annual British Social Attitudes Survey.

We found that:

• 60% of people underestimate how many disabled people there are
• 32% of people think of disabled people as less productive than non-disabled people

Appendix B of the report lists the questions the survey asked on behalf of Scope. These may be useful to create your own questions to evaluate the attitudes of your staff.

Disability perception gap report (Scope)

The importance of shifting attitudes

Inclusion is everyone’s responsibility. Disabled people have reported positive outcomes after sharing a condition at work. One of them was being able to be themselves in the workplace.

Shifts in attitudes and workplace culture mean that staff can feel:

• ready to respond if someone shares they have a condition
• able to encourage people to ask for adjustments
• able to challenge negative comments
• able to confront negative attitudes

Let’s talk about disability at work report (Scope)

Unfortunately, many feel awkward around disabled people. They go as far as avoiding them. Due to their perceptions, they might see disabled people as helpless.

End the awkward campaign (Scope)

Questions to non-disabled employees can help you find out how much of a culture shift your organisation needs.