How disability-friendly is your business?

by Startacus Admin
The lowdown on the key things that you should avoid doing so that you can ensure that your workplace and business is accessible to all
Making a workplace more accessible can only benefit you, your employees and your customers.
However after years of increasing, the numbers of disabled people in employment has started to fall, with a 28% gap between the proportion of those in work who have a disability and those who don’t.
The pandemic’s impacts are likely to be felt more keenly by disabled people, so opening up more workplaces to more people is even more important right now.
Where can businesses fall short?
Disability discrimination can be split into six categories, here’s an example how each one could be putting people off applying for roles with your company.
Direct discrimination: Overlooking or treating someone differently because you know they have a disability. Giving a job to a less-qualified candidate because you believe a disable person will require more time off work is an example of this.
Indirect discrimination: Taking actions or setting policies that inadvertently exclude those with a disability. Indirect discrimination remains unlawful, although employers may be able to show that a policy is necessary. For example, requiring a drivers’ licence could exclude some disabled people, but is a reasonable requirement for a taxi firm advertising for new drivers.
Failure to make reasonable adjustments: The Equality Act states that employers must take actions to improve condition for people, regardless of age, gender, disability and more. If an employee needed a specialised vehicle adapted to a disability which required a larger parking spot, or one closer to company premises, it would be unlawful for an employer to refuse this.
Discrimination arising from disability: Discriminating against someone on grounds of something connected to a disability is also unlawful. Restricting access to those with guide dogs, denying time off work for vital treatment or withholding company benefits to someone on grounds of having taken time off work would all fall into this category.
Harassment: Making someone feel humiliated, ashamed or offended due to their disability. If an employee made offensive remarks to someone about a disability, this would have to be a sackable offence. If not, both the employee in question and the employer would be acting unlawfully.
Victimisation: The crucial difference between this and the previous point is that victimisation stems from having made a complaint about discrimination. If a complaint leads to a disabled person being removed from work, isolated or denied perks, this would be a case of an employer acting unlawfully.
Knowing the potential pitfalls is crucial in ensuring that your business and workplace is a welcoming place for all.
Whether it is your physical facilities, working practices or increasing awareness about the differences in life faced by disabled people, education and action are the first steps to making your company disabled-friendly.
Subscribe to our newsletter
If you would like to receive our startup themed newsletter, full of the latest startup opportunities, events, news, stories, tips and advice, then sign up here.
Glasgow-based This is Milk seeks investment for Neve Learning, its cloud-based Ed-Tech platform that has inclusivity and accessibility at its core.

With the UK facing a clear digital skills gap, Amy Caton, Digital Talent and Impact Senior Manager at BT Group shares some insights on what businesses should do to close that divide.

The lowdown on Berlin-based Beazy and its innovative solution that helps teams to plan, produce and deliver creative content and helps businesses to connect with talented content creators.

Huckletree's new Web3 HQ aims to put London’s West End at the forefront of Britain’s tech superpower ambitions.

Leading sports marketing platform, OpenSponsorship announces move into music sector, the first new vertical industry for the trans-Atlantic martech business.

Kingussie High School scoops first place for Junior and Senior categories at this year’s Growing Future Assets Competition.

The lowdown on Manchester-based Arctic Shores and its innovative recruitment solution to help candidate potential count as much as skills and experience.

With the demand for tattoo removal now greater than ever, specialist NAAMA Studios makes a bid for a further £11m in funding.

By combining machine-learning with zero-party data, new tool launched by MarTech startup Qudo ends the ‘era of assumption’ for marketers.

Want to be your own boss and earn some money whilst travelling? Here are a few ways to do just that...
Published on: 9th October 2020
If you would like to enable commenting via your Startacus account, please enable Disqus functionality in your Account Settings.







- Neurodiverse learning and training platform Neve shares major six-figure investment opportunity 22nd Mar 2023 Glasgow-based This is Milk seeks investment for Neve Learning, its cloud-based Ed-Tech platform that has inclusivity and accessibility at its core.
- Huckletree opens new London hub for tech companies pioneering Web3 solutions 16th Mar 2023 Huckletree's new Web3 HQ aims to put London’s West End at the forefront of Britain’s tech superpower ambitions.
- OpenSponsorship making its move into the music sector 16th Mar 2023 Leading sports marketing platform, OpenSponsorship announces move into music sector, the first new vertical industry for the trans-Atlantic martech business.
- Scottish Highlands Home to the Next Generation of Future Female Investors 15th Mar 2023 Kingussie High School scoops first place for Junior and Senior categories at this year’s Growing Future Assets Competition.