GLAD
Being more inclusive of disabled workers can help to broaden perspectives and improve working conditions for all.
ingredients for a successful and sustainable lifting and rigging equipment business are: competent people; a safety culture; and world-class quality assurance. All three can be achieved through disability inclusion.
Casting a wide net Wider inclusion is key to modern-day businesses, Hutin added. Disability inclusion will attract a wider pool of talent, build a better, more supportive work environment while benefitting from the different viewpoints brought to the table. Many roles can be adapted to be more accessible, which benefits everyone, from sales, customer service, training or inspection, for example. The costs to make these reasonable adjustments are usually low as well, Hutin pointed out, while the benefits of an experienced and skilled staff with a disability is better than recruiting and training a new employee.
In his post, Hutin challenged LEEA and this years’ GLAD 2025 stakeholders to commit to this year’s theme and to use it to highlight the opportunities available in the lifting industry for disabled workers and break down barriers
34 | June 2025 |
www.hoistmagazine.com
to challenge these misconceptions about the industry and the disabled. “GLAD 2025 is not just about today’s challenges – it’s about securing the industry’s future. By raising awareness of the diverse and rewarding careers available, GLAD will serve as a springboard for young people, career changers and underrepresented groups to explore opportunities in lifting,” said LEEA in its announcement of GLAD. “The skills shortage in our industry is a challenge that we must address together. GLAD 2025 provides a platform for businesses, educators and job seekers to come together, share solutions and shape the future of lifting. It’s time to lift careers and build futures,” commented Dr Ross Moloney, CEO of LEEA. Hutin agrees, but emphasised that the industry needed to include disabled people in that conversation.
Taking the initiative Disability Confident initiatives are a reminder of how HR can make a positive impact in a business, explained Hutin. Often dismissed as responsible for disciplinary matters, Hutin sees HR as “a proactive support system”.
RSS’s HR manager, Steph Jenkins, has a role focusing on people, improving processes and supporting workers and pushing initiatives that, in Hutin’s mind, make the company a better place to work.
Becoming Disability Confident is a journey, one where companies should continue to evolve and improve their processes at every step. The scheme will help companies feel more equipped to support a valued and empowered workforce, said Hutin. Disability Confident is an opportunity to lead the way, according Jenkins, and was developed to be accessible for everyone, including SMEs, by employers and representatives of the disabled community. There are three levels of support in your Disability Confident journey: Disability Confident Committed (Level 1) Disability Confident Employer (Level 2) Disability Confident Leader (Level 3)
Each level must be completed to move onto the next, with more information available online.
Hutin called on the lifting industry to start
this process and report their progress as part of GLAD 2025.
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