Our commitment is to promote the interests of and create an inclusive environment for all our people with a disability and/or mental health condition. 

We align our definition of disability with the UN convention on the Rights of Persons with Disability (UNCRPD) which is a broad definition of an evolving concept.

Why is disability inclusion important?

The UN convention defines disability as including “…those who have long-term physical, mental, intellectual or sensory impairments which, in interaction with various barriers, may hinder their full and effective participation in society on an equal basis with others.” This definition adopts what is known as the social model of disability. It recognises that disability is an evolving concept and includes both visible and invisible disabilities.

As part of our firm’s strategy to create a more diverse and inclusive environment, ensuring our colleagues feel supported, includes helping those with a disability and providing resources and tools to help our colleagues manage their mental health.

It is important for individuals and the growth of our firm to utilise our colleagues’ strengths and provide support to help each individual reach their full potential. This will involve embracing our differences to allow our colleagues to feel comfortable to share any challenges they face as well as educating our people to be a part of the change.

What have we done so far and what is our strategy going forward?

We continue to try and change the narrative from conversation about disability so our people can have considered conversations at all levels, with an assumption of positive intent and a desire to learn. We want accessibility to be understood by and be relevant to all our people and role-modelled by our leaders, with increased focus on improved outcomes for all of our people who have a disability or mental health condition.

We will prioritise our efforts to get a mixture of tactical changes that make a difference day-to-day, as well as supporting the wider wellbeing strategy through a more strategic approach to mental health.

As a firm we’ve got a lot to be proud of, so we will pursue targeted opportunities to raise our external profile in relation to disability and mental health.

We're enabling a culture where people feel comfortable to share their conditions. Some of the things we have done to achieve this include: 

  • We have put detailed guidance in place to support people managers to support any person with a long-term condition or disability
  • We are part of the Positive Interview Action Scheme, so if candidates meet the minimum requirements for a role, we offer people with disabilities a guaranteed interview
  • We are members of the Business Disability Forum and work closely with them to develop inclusive policies and working practices
  • We have worked with Microsoft and improved our technology to support our people with conditions, for example: read aloud, dictation and colour blindness
  • We have achieved Disability Confident Level 3, in a government scheme designed to help employers attract, recruit and retain people with disabilities and long-term conditions
  • We have joined the Valuable 500, a global movement putting disability inclusion on the business leadership agenda
  • We have redesigned a streamlined Reasonable Adjustments process (with name change to Workplace Adjustments, based on user feedback and BDF consultation). This will provide a catalogue of pre-approved items for individuals which will free up more time for those with more complex support needs

Disability stories

Unconscious bias: Jenny's story

I am an extrovert, and very confident and positive, so my glass is always half full (preferably a wine glass!)

Read more Unconscious bias: Jenny's story

Driving disability inclusion forward

How motorsport helps Dominic Lane live with his PTSD and anxiety disorder.

Read more Driving disability inclusion forward

Annabelle’s story: taking it step by step

How can you be more inclusive to people with perceived disabilities every day?

Read more Annabelle’s story: taking it step by step

Partnering with Scottish Huntington's Association

What we’re doing to support the cause and how partnerships like these provide learning opportunities for our people.

Read more Partnering with Scottish Huntington's Association

    Being Disability Confident

    Disability Confident organisations play a leading role in changing attitudes for the better.

    Get in touch...

    Darren Bear, Partner, Senior Leadership Team and Board Sponsor for Disability

    Jenn Barnett, Head of I&D, Environment and Sustainability