Insight by, Steven Foster, CEO, Omni FM
Despite legislation protecting against discrimination, many disabled people in the UK face significant challenges in the job market. The reality is that securing employment can be an uphill battle.
The facility management (FM) industry, known for its diverse and highly motivated workforce, can further enhance its service to clients and customers by embracing the employment of individuals with physical or mental disabilities. These often-overlooked individuals can bring unexpected advantages and should be considered more in the industry.
While hiring individuals with disabilities is not new, several industries, including the House of Commons, have successfully incorporated this practice into their operations with beneficial outcomes. The FM sector must follow suit by mirroring these successful models and become a leader in promoting inclusivity.
By seizing this opportunity, the FM industry can not only advocate the employment of individuals with disabilities but also propel itself towards greater accomplishments and progress. Embracing diversity and building an inclusive work environment can pave the way for enhanced success and innovation within the FM sector.
Addressing negative attitudes and a lack of knowledge about disabilities is crucial for FM organisations. By championing challenging misconceptions through awareness campaigns and educational programs, these organisations can create a culture that embraces and supports employees with disabilities.
According to Baachu, the UK’s FM sector is optimistic for 2024. A perfect storm of a booming economy, increased outsourcing, and a growing desire for premium services is fuelling this growth. However, a familiar hurdle stands in the way—a skilled labour shortage. As highlighted by a RICS UK Facilities Management Survey, sourcing workers remains a significant challenge for FM services.
A recent study by the University of Cambridge revealed a troubling trend in employment for people with learning disabilities in the UK. Compared to a century ago, employment levels have plummeted by a factor of 5 to 10, highlighting a significant decline in opportunities for this population group. To add to the concern, a recent report by Base indicates an employment rate of only 4.8% for people with learning disabilities. These statistics underscore the ongoing challenges faced by individuals with disabilities in securing employment in the UK.
The FM industry is at a critical juncture, with a staff shortage that could hinder its growth. To navigate this challenge, FM organisations must rethink their recruitment strategies and embrace a diverse talent pool, including individuals with disabilities. By adopting a flexible approach to tasks and making reasonable adjustments, they can facilitate the integration of these individuals into the workplace, showcasing the practicality and advantages of a diverse workforce.
The Harvard Business Review proposes that employing individuals with disabilities can enhance a company’s competitive edge; through their unique talents possessed by people with disabilities can excel in specific roles; the inclusion of disabled employees enhances organisational culture, building collaboration and increasing productivity, building a reputation for inclusivity improves the company’s value proposition, encouraging customer loyalty and long-term relationships; and demonstrating social responsibility gives the company a competitive advantage in attracting capital and talent.
The benefits of hiring individuals with disabilities extend beyond simply assisting with employment. While FM businesses reap numerous advantages, the most significant impact falls on individuals with disabilities who gain access to a myriad of opportunities. It encourages a sense of purpose and accomplishment, providing a structured routine and the satisfaction of contributing to society. The workplace becomes a social hub, allowing them to build relationships with colleagues, reducing feelings of isolation, and cultivating a welcoming environment. Employment provides opportunities to discover and develop their unique skills and abilities,
The current staff shortages within the FM sector present a pressing challenge and a unique opportunity. By actively incorporating the hiring of individuals with disabilities, FM organisations can tap into a vastly underutilised talent pool. FM organisations can serve as valuable allies in dismantling employment barriers and driving change by offering employment opportunities. Embracing diversity and nurturing inclusive workplaces allows organisations to address staffing shortages efficiently and cultivates a fair and supportive environment for all employees. By taking these steps, FM organisations can become leaders in disability inclusion, building a more robust, innovative industry with a diverse and qualified workforce.
