A guide to supporting an employee with a disability


Almost half of working-age people with disabilities in the UK are employed – a figure that could, and should, be higher. Yet many employers fail to offer disabled employees the conditions and the experience they need to perform to the best of their ability at work. Next up in our OpenConversations series, we take a look at how you can best support employees with disabilities, all through inclusive one-to-one conversation and share our tips for managing employees with disabilities fairly and effectively.
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Should you manage someone with a disability differently?


For a disabled employee, the changes you need to make may be more significant than others, but the principle is the same: to unlock the employee’s potential and make the same opportunities available to them as everyone else.

A disabled person’s management shouldn’t be focused on their disability: it should be focused on facilitating their own personal goals, ambitions and happiness in the workplace.

In our OpenConversations guide, we share the answers to some key questions surrounding managing an employee with a disability – with insight and top tips that will help you to manage and support them effectively. We answer:


  • What is a disability?
  • What impact does a disability have on an employee at work?
  • What is a ‘reasonable adjustment’?

OpenConversations: Am I offering the right support to disabled team members?


Remember, managing an employee with a disability should be no different from managing any other employee: it’s about having inclusive conversations and taking a people-first approach. Listen to what your reports have to say. Make the adjustments they need to be happy and productive in the workplace. 

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