Aimey Sherwood
Often when organisations make adjustments and amendments for those with protected characteristics, they are reactive instead of proactive.
It shouldn’t be that workplace adjustments and internal policies are only revisited, or introduced, when a disabled person is hired within an organisation or raises an issue they are experiencing.
Changes should be made as the business learns, using new information to ensure they are cultivating inclusive workplaces, both in location and culture.
A new resource from the Law Society’s diversity and inclusion team discusses '
It has been developed with the Lawyers with Disabilities Division and the Legally Disabled? researchers from Cardiff Business School, to help address issues highlighted in two pieces of research published by them last year. It offers suggestions on what to think about when creating or reviewing policies and how they should be reflective of the entire workforce.