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An inclusive work environment is not only a fashion trend, but a necessary condition for the sustainable development of companies in today's competitive environment. It creates room for diversity and allows each employee to bring value to the company and feel supported regardless of their identity and living situation.
In the Czech Republic, about 10% of the population lives with disabilities or handicaps, of which at least 500 thousand are of working age. Although companies are now more inclined to employ these people than ever before, there are still prejudices and concerns about how such people will fare. employees include it in the work process without having a negative impact on the company.
Benefits of an inclusive work environment
But the concerns are out of place because the benefits of employing people with disabilities outweigh any notional disadvantages. This is also confirmed by companies where the employment of such persons is a common practice. Such companies include B+N Czech Republic Facility Services s.r.o.where, as of 2007, they also employ people with disabilities. As of 2018, they are also a recognised employer in the protected labour market and currently provide employment opportunity to 63 people with disabilities.
Why did they choose to promote an inclusive work environment? “It started with the fulfillment of the quota resulting from the Employment Act. But over time we have found that employing people with disabilities brings many benefits such as promoting diversity, social responsibility, filling part-time positions or loyalty employees. My experience is that these people are grateful for the job opportunities and bring positivity and motivation to the work environment,” says HR Director Petra Jordanwhich deals with this issue within its HR practice years of experience.
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In one breath, he adds that people often imagine a person with a disability as a person in a wheelchair or someone with limited mobility, but people with internal problems in which their disability is not visible at first glance also fall into this category. “Executives don't have to worry about having to remodel their offices to be wheelchair-accessible. For example, a person with a disability can also be a person with Crohn's disease, whose health condition does not require any major interventions in the work environment,” explains Petra.
HR as the main carrier of inclusion
Even more important than the actual decision to employ people with disabilities is the communication of this change among existing employees. And this is something that in most cases solves HR Department. Petra has experience with this and therefore advises companies: “People generally do not like changes, so it is necessary to explain everything transparently to employees. To tell them why the company wants to employ these people, what benefits it has for the company, how it may initially affect them, and possibly what claims will be made against them. But they should also be involved in the transformation itself. team managersin which people with disabilities will recruit, because they are the ones who can best transfer their enthusiasm and motivation to their subordinates. “
The HR manager must participate in creating a safe environment for newcomers, but also must think so that it does not negatively affect others. In short, the HR manager is one of the main actors in creating an inclusive work environment.
IN B+N Czech Republic Facility Services s.r.o. They are assisted in internal communication by sharing the life stories of people with disabilities or informing them about nominations for various competitions. “Our main task as HR is to be the mediator who defends the interests and explains the new situation to both existing employees and new employees with disabilities. Sharing stories from life helps to empathize with the functioning of these individuals and better understand what they have differently from others,” says Petra.
An inclusive work environment improves the company's image
Of course, inclusion should not only be a trendy topic, improving the company's image is certainly one of the benefits it brings. According to Petra Jordanová You can look at it from two points of view. “On the one hand, it is a view from within the company, where employees see that we do not put anyone on the other side, on the contrary, we value employees with disabilities and promote them through the competitions already mentioned. “
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From the outside, such a company performs well because it shows that it is interested in social responsibility and strives to fulfill ESG goals. And it is not only the view of customers, partners, suppliers or the media, but also potential bidders who see that in the company Inclusive work environment actually works.
Employing people with disabilities is therefore not only a matter of philanthropy, but also a strategic decision that can strengthen the long-term sustainability and competitiveness of the company. Providing equal opportunities for all employees, regardless of their health status, is an investment not only in the future of the firm, but in a better society as a whole.
