Physical Disability

The term physical disability indicates a limitation of a person’s physical functioning, mobility, dexterity or stamina. This can include permanent disabilities, temporary illnesses and a range of medical conditions. These all impact individuals differently and potentially fluctuate in different environments.

Some disabilities have a name such as cerebral palsy or muscular dystrophy. This is a generic term and everyone’s experience of this will be vastly different. It’s important to work with each employee appropriately for their specific needs.

The signs and symptoms

As all employees will have differing needs, it is important to communicate with the employee as they are the best judge of how they are affected and what they need in terms of support. A physical disability could affect a person’s ability to:

• Process information, for example cerebral palsy or a stroke (cerebral vascular accident)
• Speech and ability to communicate
• Take notes or undertake practical tasks as they may have limitations in their strength and/or dexterity
• They may use manual or power wheelchairs, crutches, walking frames or may just need extra time when travelling and moving around the office
• To meet their own personal daily needs independently.

Ideas to support inclusion

• Be aware of the person’s needs, and if they have a note taker, use a laptop or digital voice recorder (DVR)
• Always address the employee and not the person with them if they are accompanied by a support worker
• Always position yourself in front of the employee when speaking and try not to have long conversations when pushing a manual wheelchair where you are behind the person
• Consider the access issues for your employee – if you are not based on the ground floor – is there lift access?
• Can they safely evacuate the building in an emergency?
• Consider the need for a height adjustable table, alternative seating or positioning in a workspace
• If supporting an employee to complete practical elements of employment work because they physically cannot, always ensure you communicate effectively with them so that they are in control of the work that is produced, and it is completed to their specification.
• Try not to make too many assumptions before you have discussed an individual’s condition.
• Patience is the key word. If you can create and maintain a relaxed atmosphere many problems will not even arise.
• For cerebral palsy, people should be aware of any repeated involuntary movements
• If regular exercise is part of the normal routine, you may have to plan this into activities
• If you are arranging visits and trips, forward plan with your employee to ensure they have the same opportunities and access as the rest of the staff and take advice on risk assessments if necessary
• If employees have a condition/ disability that affects their speech, always ask the employee to repeat what they have said, or re-frame the question if you have not understood. Never pretend. Don’t be embarrassed, they will likely be used to the situation and their speech pattern will become more familiar in time
• Employees may not require more time to answer questions or contribute in department debates
• Employees may become more tired in the afternoons due to their condition, and need to be aware of how to ‘pace’ their days at the workplace
• Please always ask and be discreet in your approach initially.