This article is excerpted from our Fall 2023 issue.
Think Global People Magazine
Click on the cover to access the digital edition. Discover the Fall 2023 issue of Think Global People magazine.
Around the world, approximately one in four people have a physical disability. In the United States alone, the number of underemployed or unemployed people with disabilities is estimated at 10.7 million. Legislation such as the UK’s Equality Act 2010 theoretically improves access to employment, protects health through employers’ duties of care, and prevents discrimination. However, a number of recent reports have highlighted the continued opportunity and income gaps that exist for people with disabilities and chronic physical conditions, including in senior-level roles.
Related articles from Relocate Global
In June, Lancaster University’s Work Foundation identified 27% of disabled workers in the UK (1.3 million people) as being in highly precarious work, compared to 19% of non-disabled workers. Such inequalities are reflected at all levels. Disabled people in senior positions are more likely to experience highly precarious work than their colleagues. Disabled women and people of colour are also often doubly affected. Interestingly, disabled people receive more training than non-disabled people, suggesting that their skills and knowledge are less likely to be barriers to career progression. In one of several recommendations, the Work Foundation said that the first step is to recognise that disabled people may find it difficult to get, hold and progress in work due to a lack of reasonable accommodation, and to understand how disability reoccurs or is managed in the workplace. In August, the UK trade union body, the TUC, went further, calling for mandatory reporting of the disability pay gap. According to TUC calculations, the pay gap for people with any disability has widened from 16.5% in 2021 to 17.2% in 2022. This equates to an average of £3,700 per year. For disabled women, the gap is 35%. TUC general secretary Paul Nowak said: “We also know that a lack of reasonable accommodation prevents people from progressing in their jobs, so we need to ensure that disabled people can get the accommodation they need to keep their job – they shouldn’t have to wait months to be considered. It’s time to make disability pay gap reporting mandatory to expose inequalities in the workplace.”
A more inclusive talent pipeline – the role of global mobility
Changes and increased flexibility in the workplace (increased international remote working, greater flexibility in working hours and location, and above all a focus on health) provide a great opportunity for talent and global mobility expertise to act on what the data shows, a deeper awareness of the barriers, and lean into these trends to improve access to opportunities and a future-proof talent pool. This is especially important as we recognise that anyone can develop a chronic physical illness at any time or be involved in an accident that limits their physical, sensory or motor skills; and as retirement ages rise. With all this in mind, forward-thinking employers around the world have signed disability charters like Disability:IN, including Expedia, Grant Thornton, Hilton, KPMG, Airbus, Apple, Accenture, AkzoNobel, Barclays and Boeing. They are involved in a range of activities spanning workplace culture, supply chain and community engagement, practices and access across the enterprise. According to Disability:IN’s Disability Equality Index 2023, essential organizational practices that are disability inclusive include offering flexible work options (99%, up from 96% in 2022), hosting disability-focused employee resource groups (89%), providing disability-focused information during new hire orientation (91%), and providing employee assistance programs (EAPs) and wellness benefits beyond mental health benefits (85%). With increasing attention to what Disability:IN calls “the forgotten D in diversity,” employers are working to build a more inclusive talent pipeline and workforce that better reflects their marketplace and customers.
Technology and inclusion in hotel bookings
Global mobility supply chains will therefore be increasingly challenged to serve this diverse population in line with the evolving DEI environment. In many ways, the focus on wellbeing and the expansion of the types of international assignments have, at least in theory, rapidly increased the possibilities for people with physical disabilities who want to deepen their international experience and advance their careers. Technology is also driving change in this regard. For example, AirBnB has in recent years carefully moved to a more concierge-style approach to accommodation bookings, proposing events that are accessible to travelers with disabilities. Employers using various booking platforms are also seeing the benefits of increased awareness and accommodations for all assignees, including those with disabilities. For example, ReloQuest, Inc. is committed to inclusivity and accessibility in every aspect of its cloud-based temporary accommodation and hotel booking platform, says Jeana Giordano, the platform’s global communications director. “When it comes to assisting individuals with disabilities in searching for and staying at corporate accommodations, our platform goes a step further. We make it easy for users to find accommodations that meet their specific accessibility requirements. From wheelchair access to accommodations for sensory impairments, our platform allows individuals to identify and book accommodations that cater to their unique needs. “In addition, we work closely with accommodation providers to ensure they adhere to accessibility standards and make the booking process more transparent and trustworthy. Through these efforts, ReloQuest, Inc. aims to make corporate accommodations more accessible and comfortable for everyone and foster a more inclusive and accommodating environment for people with disabilities.” Joanna Cross, chief operating officer at Ariosi, a research consultancy that publishes the annual “Global Serviced Apartment Industry Study,” agrees. “Our industry is pretty savvy at catering to unique and personal requests. We are in the hospitality market and our customer-centric culture is at the core of any successful serviced apartment product or temporary living supplier. “We are in an advantageous position to already be adaptable and hospitable. “Previously, there might have been requests for parking, a balcony, certain amenities, family-friendly features, etc. Today, these items are still typically asked for, but there are many more layers to the requests and these are often focused on more personal elements such as accessibility, functionality, user experience and specialist needs. I think it’s fair to say that it’s become more standardized in our industry, so it’s easier for users to ask for more information and support without fear of judgement. Of course, we’re always learning and evolving. The next step is for the concrete product to catch up.” In this regard, the situation is positive and improving. In mature markets for the serviced apartment sector, such as London, Aliosi’s research suggests that developers and operators should think ahead and see that as product diversity, which probably means reasonable availability of products that accommodate physical disabilities.
Managing Healthcare Plans and Accessible Workplaces
Good communication to support disabled people and their accompanying families on an international assignment doesn’t end with securing the right property in a location that also meets accessibility needs, or making sure their new workplace is fit for purpose. Paying special attention to pre-departure medical screening and insurance is also important to ensure employees are properly supported. This may include considering access to prescription medications that may not be available in the host country. The quality and proximity of primary and secondary care, regular medical checks, and discussions about time off or flexible working to manage exacerbations of symptoms may also be considerations to ensure expatriates can best manage their overall health. Sarah Dennis, Head of International at Towergate Health & Protection, says: “Many chronic conditions will not prevent you from working overseas, but you may need a little extra support to manage your symptoms and stay as healthy as possible.” As wellbeing, equity and inclusion take center stage in international business and talent management agendas, the disability lens is an important one for global mobility and leadership to consider. The foundations are already in place, but recognising individual needs and the barriers that currently exist is a key aspect of achieving strategic and personal goals.
For more on the DEI, ESG and wellbeing challenges, pick up your copy of the Fall issue of Think Global People magazine – pre-order here.
Find out more about the Think Global People community.
To stay up to date with all the latest international assignment and global mobility news, subscribe to our monthly newsletter, Relocate Extra Relocate’s new Global Mobility Toolkit provides free information, practical advice and support for HR, global mobility managers and global teams working abroad.
©2024 Re:locate Magazine, published by Profile Locations, Spray Hill, Hastings Road, Lamberhurst, Kent TN3 8JB. All rights reserved. This publication (or any part of it) may not be reproduced in any form without the prior written permission of Profile Locations. Profile Locations accepts no responsibility for the accuracy of the content or for any opinions expressed herein.