Civility and Inclusion

Tompa, E., Samosh, D. and Santuzzi, A.M. (2022) ‘Guest editorial The benefits of inclusion: disability and work in the 21st century’, Equality, Diversity and Inclusion: An International Journal, 41(3), pp. 309–317. doi:10.1108/EDI-04-2022-376.

Discriminatory health systems and inequalities in service provision inevitably create barriers for certain populations in a health emergency. Persons with disabilities have been disproportionately affected by the COVID-19 pandemic. They commonly experience three increased risks - of contracting the disease, of severe disease or death, and of new or worsening health conditions. These added risks occur due to a range of barriers in the health sector, including physical barriers that prevent access to health facilities and specific interventions; informational barriers that prevent access to health information and/or reduce health literacy; and attitudinal barriers which give rise to stigma and exclusion, all of which add to discrimination and inequality.

This paper focuses on inequities in health in the context of disability, mental health, sexual orientation and gender identity These are dimensions that lead to health inequity primarily through the pathways of stigma and discrimination. The aim here is to distinguish the unique characteristics of these groups and thereby try and articulate a new understanding of health and health equity with identity and difference in the foreground. We aim to bring attention to experience as a crucial parameter to discuss health equity in this context.

Explore case studies from councils and how COVID-19 exacerbated the inequalities people with learning disabilities face. This work informs part of the health inequalities hub, which is funded by UK Government.

The term neurodiversity is defined and discussed from the perspectives of neuroscience, psychology and campaigners with lived experience, illustrating the development of aetiological theories for included neurodevelopmental disorders. The emerging discourse is discussed with relevance to adults, social inclusion, occupational performance and the legislative obligations of organizations.

In this article the author, the eightieth President of the Medical Women's Federation and a clinical academic, reflects on disability, gender, and leadership. She draws on lessons from her sixteen-year NHS career in HIV Medicine in East London, UK. She explores her experiences and challenges as a Consultant Physician who became invisibly disabled and reflects on how her chosen leadership style has evolved in parallel. Readers are encouraged to reflect on invisible disability, 'ableism' and how to navigate conversations with colleagues.

Misinformation and negative attitudes toward disability contribute to lower employment rates among people with disabilities. Diversity training is an intervention intended to improve intergroup relations and reduce prejudice. We conducted a systematic review to determine the use and effectiveness of disability diversity training aimed at improving employment outcomes for employees with disabilities.

We reviewed literature on the benefits of hiring people with disabilities. Increasing attention is being paid to the role of people with disabilities in the workplace. Although most research focuses on employers' concerns, many companies are now beginning to share their successes. However, there is no synthesis of the peer-reviewed literature on the benefits of hiring people with disabilities. Our team conducted a systematic review, completing comprehensive searches of seven databases from 1997 to May 2017.

Advice on supporting and treating disabled people fairly at work. For employers, managers and disabled employees, workers and job applicants.

Improving experiences and outcomes for children and adults who are autistic or have a learning disability, their families and carers. Ask Listen Do resources are designed to:support organisations to listen, learn from and improve the experiences of children and adults who are autistic or have a learning disability, their families and carers; make it easier for people, families and paid carers to give feedback, raise concerns and complain.

Disabled people across the globe have the same general health care needs as non-disabled people, but face a host of barriers to accessing that care. The picture in the UK, it seems, is no different.

One billion people worldwide are living with a disability, and too many of them are left unemployed or feeling like they need to hide their conditions due to discriminatory hiring practices, says social innovator and TED Fellow Ryan Gersava. With a focus on healing and disclosure, he created an online school to provide people like him with the technical skills and employment aid they need to thrive. Now he's calling for every company to initiate efforts to welcome and support those with disabilities, creating a future of work that leaves no one behind.

Nearly fifteen percent of the world's population lives with a disability, yet this massive chunk of humanity is still routinely excluded from opportunities. Sharing her experience growing up with an autistic sister, disability inclusion advocate Meghan Hussey illuminates the path towards an inclusive future in four steps, and it starts with an attitude check on assumptions and stereotypes. Designing a world built for everyone is not a "nice to have," Hussey says -- it's critical to the fabric of society.