DESIGN & INTERIORS THE OFFICE THROUGH THE LENS OF
Diversity and inclusion are two of the most significant drivers of workplace change – as employers finally recognise the importance of reaching all parts of the talent pool and allowing everyone – whatever their gender, neurotype, faith, or physical needs – to thrive.
But are UK workplaces inclusive enough to meet the varied needs of all parts of the workforce?
More than meets the eye To answer this question, we must challenge what we know about disability. Nearly a quarter (24%) of the nation is disabled. The vast majority of these, 70-80%, have what is termed a hidden disability – one that is not immediately obvious. Less than 8% of the UK’s disabled population uses a wheelchair – yet it is the needs of this group that most people consider when disability is mentioned. Disability is more than something you can see.
In the modern workplace, we extensively discuss the need to empower workers to choose how, where, and when they work best to achieve their best performance and the importance of creating multi-faith spaces, nursing mother rooms, and well-being facilities to support all parts of the workforce. The same consideration has to be given to disability in its broadest sense. So, while an accessible toilet, widened doorways, or height-adjustable desks can help make a workplace inclusive for some disabled people, it will fall short for others.
Disability deserves a broader understanding and a workplace that reflects that. This is especially important if we as a society are to close the disability gap—43% of working-age people with disabilities are unemployed. This is a vast group with a diverse set of talents. Inclusive design is crucial to bringing everyone into the workforce and supporting an ageing working population.
Understanding impairments Examples of the hidden disabilities within your workforce are conditions such as visual impairments, hearing loss, sensory and processing difficulties, cognitive impairments, learning disabilities, diabetes, chronic pain, fatigue, respiratory conditions, incontinence, allergies and a whole lot more.
If we look at the disabled population, mental health conditions, mobility, stamina and breathing, fatigue, and dexterity are the most significant forms of impairment. These impairments are likely to increase with age - which presents essential workplace considerations in light of the rising pension age and people being in the working population for far longer.
20 | TOMORROW’S FM
DISABILITY:MORE THAN MEETS THE EYE The mandated return to the office of some organisations has made the headlines, bringing disability into sharp focus and raising the question: Are UK workplaces inclusive enough to meet the varied needs of all parts of the workforce? Becky Turner, Workplace Psychologist at Claremont, investigates.
For FMs at the forefront of workplace change and refurbishment programmes and the ongoing management and maintenance of workspaces, it’s essential to understand and build inclusion into those environments.
Inclusive design Here are 11 ways organisations can build inclusion and longevity in the workplace:
1. Think holistically Be sure to consider how those with disabilities will use the whole workplace. This means looking at each part of the workplace experience– from access to the building and arrival into the office to how they will move through the space and access work settings and shared facilities such as kitchens and bathrooms. In the kitchen, for example, inclusivity is achieved by adjusting the height of sinks and designing them with hidden doors to allow wheelchair access underneath for comfortable use. Cupboard handles that can be opened with a closed fist ensure that those with dexterity issues can access everything easily. Dual- height microwaves and kitchen islands cater to diverse needs. The kitchen signage with braille, iconography, and high-contrast text facilitates the easy identification of drawer and cupboard contents.
2. Think equity rather than equality Levelling the playing field requires a shift in mindset from equality, which means providing equal resources, support, and opportunities, to equity, which means making things fair and providing resources and support proportionate to people’s circumstances. For example, an equality approach would involve providing height- adjustable seating for everyone. An equity approach would ensure that those with certain health conditions and mobility issues have specialist, individualised seating. This understanding is crucial to building inclusivity in the workplace.
3. Surface levels It’s crucial to incorporate a variety of surface levels throughout the workspace, including reception desks, kitchens, and bathrooms. In the day-to-day working areas, height-adjustable workstations, mixed-height collaboration tables with knee clearance, and storage options within reach allow those with varying mobility to easily access the workspace without compromise.
4. Workplace flow Efficient workplace flow is guaranteed with push-release mechanisms on main circulation doors. Circulation routes
twitter.com/TomorrowsFM
Page 1 |
Page 2 |
Page 3 |
Page 4 |
Page 5 |
Page 6 |
Page 7 |
Page 8 |
Page 9 |
Page 10 |
Page 11 |
Page 12 |
Page 13 |
Page 14 |
Page 15 |
Page 16 |
Page 17 |
Page 18 |
Page 19 |
Page 20 |
Page 21 |
Page 22 |
Page 23 |
Page 24 |
Page 25 |
Page 26 |
Page 27 |
Page 28 |
Page 29 |
Page 30 |
Page 31 |
Page 32 |
Page 33 |
Page 34 |
Page 35 |
Page 36 |
Page 37 |
Page 38 |
Page 39 |
Page 40 |
Page 41 |
Page 42 |
Page 43 |
Page 44 |
Page 45 |
Page 46 |
Page 47 |
Page 48 |
Page 49 |
Page 50 |
Page 51 |
Page 52 |
Page 53 |
Page 54 |
Page 55 |
Page 56 |
Page 57 |
Page 58 |
Page 59 |
Page 60 |
Page 61 |
Page 62 |
Page 63 |
Page 64 |
Page 65 |
Page 66 |
Page 67 |
Page 68 |
Page 69 |
Page 70
