Learning Disability week takes place on 19th-25th June 2023 and provides an opportunity to raise awareness of learning disabilities and celebrate them within our communities. As many may be aware, people with a learning disability often unfortunately battle harmful stigmas every day and can consequently become the victims of many forms of discrimination.
What is a learning disability?
Learning disabilities are not a ‘one size fits all’ concept and so no two journeys are the same. However, Mencap helps to educate readers by defining a learning disability as “a reduced intellectual ability and difficulty with everyday activities – for example household tasks, socialising or managing money – which affects someone for their whole life.”
Mencap also advise that people with a learning disability often require additional time and support to approach and understand every day activities. Mencap’s article can be found here.
The duties of the workplace
As many employers may be already aware, they have a legal duty under the Equality Act 2010 to make reasonable adjustments for employees with disabilities and ensure that all employees are protected from discrimination. A failure to fulfil these obligations could result in a discrimination claim being raised against you.
Reasonable adjustments
As discussed above, measures should be implemented in the workplace to ensure that an employee with a learning disability is not significantly disadvantaged in their workplace because of their disability. The same duty applies for applicants in a job recruitment process.
If an employee is disabled by virtue of a learning disability employers should consider implementing measures such as:
- Inclusive and accessible recruitment process: It is important to ensure that those with a learning disability are able to access applications and attend interviews in a format that is suitable to them (such as audio format or large print, and accessibility to your premises).
- Employers should also consider signing up for the Disability Confident employer scheme which assists employers in recruiting and training individuals with a learning disability.
- Provide quiet spaces: For employees with a learning disability that causes them to feel overwhelmed in busy and loud areas, employers may consider providing an accessible space which allows them to rest before returning to work again.
- Tailored working hours: An individual with a learning disability may struggle to carry out a full working day without any adjustments. Employers could consider distributing breaks more evenly throughout the day or implementing flexible working practices.
- Use the correct terms: It is important to ensure the appropriate language is being used when talking about disability as insensitive terms could potentially trigger a person or cause them distress. For example, a learning disability may be defined as above, but dyslexia may be regarded as a learning difficulty. Employers may consider asking those with a learning disability how they would prefer their condition be referred to.
- Training: Encourage social inclusion in the workplace by providing all employees with Diversity and Inclusion training to educate your employees on the best ways to support their colleagues.
The above is by no means an exhaustive list but rather, an example of some fairly straightforward practices businesses can seek to adopt. The adjustments which are required will often depend on the individual and the nature of their condition, varying from person to person. Ensuring that visible measures are in place to support employees with learning disabilities within the workplace is an effective tool in empowering individuals. Ultimately this can increase productivity and encourage open discussions about any difficulties an employee may have meaning that those can be addressed in a much quicker and more beneficial way. Such measures are often inexpensive and can have a positive knock-on effect on the business in terms of employee retention, creating a diverse workforce and generally promoting a supportive and positive work culture.
Our employment team have a vast experience of assisting employers with disability queries and issues. If you are interested in creating a policy on the above, want to discuss how to implement any of these ideas or need some bespoke advice about a specific situation please do not hesitate to get in touch!
