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Discover how to welcome disabled workers into your workforce during the induction process by creating an inclusive and accommodating environment.

It's important to ensure that everything is done to create an environment where people feel safe and comfortable to talk about their disability to ensure the appropriate support is available. 

Key things to remember during induction:

  1. Communication and accessibility - ensure all communication about the induction process is accessible to everyone. This may include providing information in different formats such as braille, large print, or electronic documents compatible with screen readers. Be prepared to offer sign language interpreters or other communication aids if necessary.
  2. Understanding individual needs - recognise that disabilities vary widely. Take the time to understand each employee's specific needs and preferences. This may involve conducting assessments or discussions with the employee and relevant support professionals.
  3. Reasonable adjustments - be proactive in identifying and implementing reasonable adjustments to support disabled employees during the induction period and beyond. This could involve modifications to the physical workspace, adjustments to work schedules or tasks, or providing assistive technologies.
  4. Training and awareness - ensure all staff involved in your induction receive training on disability awareness and inclusion. This will help foster a supportive and respectful environment for everyone. Encourage open communication and a willingness to learn from both disabled employees and disability experts.
  5. Accessibility of facilities - ensure all facilities and amenities used during the induction process are accessible, including meeting rooms, restrooms, and common areas. Make any necessary modifications or arrangements to ensure that disabled employees can fully participate in all activities.
  6. Support networks - introduce disabled employees to any relevant support networks or resources available within the organisation. This could include employee resource groups, mentoring programs, or disability support services. Encourage employees to connect with these networks for peer support and guidance.
  7. Flexibility and patience - recognise that adjustments may need to be made along the way. Time invested at the beginning will bring longer term benefits, having the right person in the right role. Allow disabled employees the time and space they need to develop in their new role and environment. Remember to offer ongoing support and reassurance as they settle in.
  8. Feedback and review - regularly seek feedback from disabled employees about their induction experience and any additional support they may require. Use this feedback to continuously improve and adjust as needed. Conduct periodic reviews to assess the effectiveness of accommodations and ensure they remain appropriate over time.

By keeping these considerations in mind, you can create a welcoming and inclusive environment for disabled employees during the induction process. This not only helps to support the individual needs of disabled workers but also fosters a culture of diversity, respect, and equality within the organisation.

Supporting resources and useful links

For further support see our guide on Employing disabled workers in adult social care and health.