COVID-19 has undoubtedly ushered a new decade of work practices as the extent of this virus has had a remarkable effect on workplaces worldwide. 

From working from home to shifting consumer behaviours, almost every industry has seen a shift in employers’ approach to a successful business. For many, flexible work arrangements and changes have been implemented from where employees work to their rostered hours. This has had a significant impact on employees with a disability and has placed unwarranted pressure on employer practices to present opportunities and challenges to their workers without compromising their rights. 

During this unprecedented era, what is vital is that there is a clear understanding and ensuring employees with a disability from the effects of COVID-19 are protected under the Disability Discrimination Act (Clth) 1992. Social distancing, lockdowns and self-isolation have left behind social, economic and health consequences for many workers. In addition to this, many people with disabilities are facing changes in: 

• Increased medical expenses;
• Supports, including NDIS;
• Healthcare.

With restrictions and measures slowing down, employers and employees alike learn to adapt and function under new circumstances, and it isn’t easy. 

However, for those with a disability, COVID-19 impacts differently because of the threat of viral infection, health vulnerability, organisational perceptions, income levels, job tenure and more. In addition to this, the heightened psychological pressure of COVID-19 remains with increasing pressures of finances, social isolation, fear of infection and the threat of inequitable opportunities. In short, employees with a disability need increased support now more than ever. 

Those with a disability should not be left in the dark during these trying times.  

Accessibility in the workplace is simple; however, ineffective accessibility may pose more significant risks for those susceptible. The following actions can assist employers in achieving accessibility in the workplace:  

• Broaden views of workplace accommodations 

Rethinking essential practices and structures is a must. It is also crucial to understand the relationship between workplace accommodations and employee performance and learn that these mechanisms, in harmony, promote a happy and inclusive workplace that will boost creative performance. This is exceptionally important for those with a disability. 

• Practice inclusive leadership during the pandemic 

Accessibility in the workplace can only be achieved when the employer’s actions and leadership prioritise the needs of disadvantaged workers. Employers must understand that current conventional leadership approaches must be thrown out the window for this to occur. Modified work habits are the new norm, and these changed habits should be in the form of new plans and strategies as outlined by the employer. In addition to this, normalising new COVID-19 work practices should identify and anticipate individual circumstances.  

• Empathising with the idea that ‘change is difficult.’ 

It takes a special kind of leader to show empathy in the face of adversity. Acknowledging that these trying times is also a trying time to be working is an excellent way of maintaining respect and equality in the workplace. A simple ‘check-in’ on how things are going and whether accommodations and adjustments are ‘working well’ could help those with a disability settle into their new work environments. Patience is also an excellent tool. Whether it is a new strategy or work plan, be patient in allowing employees to become comfortable with the new norms. 

Alas! Inclusivity and resilience come down to a straightforward concept—accessibility. Access Link Consulting can help achieve these simple methods. Let’s work together in ensuring a fully accessible society, and workplace, for everyone.