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.
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: