Taking a broader view of disability

It is all too easy to stereotype disability but whilst ramps, lowered light fittings and disabled toilets are a step in the right direction, there is more managers can do to help those with ‘hidden’ disabilities to participate to the full. Report by Dr Sandi Mann

The Equality Bill, which brings disability, sex, race, age and other grounds of discrimination within one piece of legislation, completed the final stage of its passage through Parliament in April.

It is anticipated that the main provisions of the act will come into force this October. It covers a range of disabilities including those that are less apparent – ‘hidden’ disabilities that workers have to contend with every day, sometimes without any allowances being made or consideration given to helping them cope.

Take, for example, a young person working in the IT department of a major bank. He comes across as very bright and is a real whizz at solving technical problems. Despite his obvious abilities he doesn’t relate to people as well as he does to technology. Small talk is not his forte, he is very routine-driven and everyday events like delayed or postponed meetings seem to irritate him more than most. Could you hazard what his disability might be?

Then there is the popular PRO who is full of ideas and enthusiasm but his timekeeping leaves a lot to be desired, he’s a bit disorganised and invariably forgets to bring important documents to meetings. Deadlines are also an issue.
When taking part in meetings, he tends to fidget, which is quite distracting, and often gives the impression that he is bored. He has a habit of interrupting other people when they are speaking and blurts things out without thinking. If you were being kind, you would relate his personality style to Belbin’s ‘Plant’ but could you recognise the real reasons why this person is a million miles away from being a ‘completer finisher’ in Belbin’s team role inventory?

Thirdly, a keen and talented fashion buyer is great at her job but less enthusiastic about report writing and dealing with correspondence, often making errors and mistakes. Presentations, especially when required to read from notes, are another aspect of office life she works hard to avoid having to do.

If you have guessed correctly, then you know I am referring to Asperger’s Syndrome, ADHD (attention deficit hyperactivity disorder) and dyslexia. Awareness of these conditions, an understanding of what they mean and a commitment to ensure equality of opportunity for people that have them is probably very low on the average organisation’s diversity management agenda.

They may only affect a small proportion of the population and most people with these conditions have coping strategies of their own and may not require any ‘special’ treatment. They may also prefer to keep such information to themselves, either because it just isn’t that big a deal for them or they fear discrimination.
Then again, some people with these conditions may not even be aware they have Asperger’s ADHD or dyslexia. Whilst diagnosis of the latter two is more common now at school age because of greater awareness and recognition of the conditions, many older employees may well have missed being diagnosed. As recently as the early 80s there were primary schools that didn’t recognise dyslexia as a genuine condition, for example.

Accepting that degrees of assistance are available to help individuals with these conditions during their school days, there is a strong case for organisations to make any adjustments that are necessary to help these exceptional people fully contribute to organisational success.

Further information

The British Dyslexia Assocation National Helpline 0845 251 9002 is manned by volunteers to help with dyslexia queries. Or visit www.bdadyslexia.org.uk
Full guide to the Equality Bill – http://www.equalities.gov.uk/equality_bill.aspx
AADD-UK (Adults with Attention Deficit Disorder): www.AADD.org.uk
National Autistic Society: www.nas.org.uk
New Governmnet information website – www.valuingpeople.gov.uk

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