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An opportunity to belong
One thing that will remain consistent though, is the importance of equal opportunity and the benefits of embracing diversity which should be embedded into any business' core infrastructure.
Diversity is a key driver for innovation and efficiency, not only generating better opportunities for creativity, but also for problem solving and decision making,1 which are particularly important in the tech space.
Disability is a key component of workplace diversity. Although there has been an increase of employment amongst disabled people in the UK over the last ten years,2 the disabled community is still underrepresented in today’s world of work and there is no doubt that organisations could do more to accelerate the closure of the disability employment gap.
The power of belonging
An organisation’s Diversity Equity & Inclusion (DE&I) strategy shouldn’t just be based on hiring diverse talent as a box-ticking exercise; but neither does it need to be an overwhelmingly complex process. It starts with an inclusive culture – being an attractive workplace for all. But how do we make this a reality? For us it’s simple – defining what we stand for as a business. At Canon we believe in our corporate philosophy of Kyosei – living and working together for the common good – which is at the heart of everything we do.
The key to an inclusive culture is creating a sense of belonging. You need to make sure that everyone feels comfortable from the initial application stage through to joining the organisation. And, of course, maintaining positive experiences when they get there.
An effective way to achieve this is by becoming an employee-led organisation. We encourage employees to bring their whole selves to work and empower them to share their ideas and perspectives openly and regularly. This has a really positive impact on the business. At Canon, we’ve made progress in raising awareness of the lived experiences of our colleagues and how each of us can contribute to equality in our workplace.This includes our reciprocal mentoring scheme and our employee led networks which bring together colleagues with a shared passion. The first of these was our BAME Steering Group whose collective commitment has made a huge impact to our business over the last couple of years.
Accessibility at the heart
But it’s not just about culture. It’s also about making the workplace ‘work’ for people with disabilities of any kind. That means looking at physical spaces, accessibility and ensuring you’re providing the tools they need to deliver against the job.
When it comes to creating equal opportunities for people with disabilities in the workplace, accessible technology is just as important as physical accessibility – and not just for organisations in the tech industry.
Technological products today should follow the principle of ‘universal design’, meaning they include a wide range of features to make them accessible to all. Printing devices, for example, can be designed to provide users who are mobility or visually impaired with improved accessibility through audible instructions and feedback.
Accessibility can also be heightened through digital platforms such as websites and apps, with enhanced user experiences. For example, by increasing the number of videos that provide captions, transcripts or audio-description.
A big part of creating equal opportunities in the workplace is also about adapting expectations of how, where and when people work to accommodate both physical and non-physical disabilities. All of these commitments will demonstrate that your organisation is willing to adapt and serve the diverse needs of colleagues, customers and end users, including members of the local community and students.
Conclusion
Building a DE&I strategy that fits your organisation, whether in the Public or Private Sector, doesn’t happen overnight. It’s a journey of actively looking for new and innovative ways to offer equal opportunities and promote inclusion, which in turn will attract a wide range of employees and diversify your workforce. Most importantly it is about listening to everyone and making sure everyone has a voice. By refocusing on creating a sense of belonging and demonstrating the flexibility to adapt ways of working to maximise accessibility, organisations will be one step closer to tackling the disability employment gap.
Learn more: http://canon.co.uk/diversity-and-inclusion/
Heather Cover-Kus
Heather is Head of Central Government Programme at techUK, working to represent the supplier community of tech products and services to Central Government.
Ellie Huckle
Ellie joined techUK in March 2018 as a Programme Assistant to the Public Sector team and now works as a Programme Manager for the Central Government Programme.
Annie Collings
Annie is the Programme Manager for Cyber Resilience at techUK. She first joined as the Programme Manager for Cyber Security and Central Government in September 2023.
Ella Gago-Brookes
Ella joined techUK in November 2023 as a Markets Team Assistant, supporting the Justice and Emergency Services, Central Government and Financial Services Programmes, before progressing into Junior Programme Manager in January 2024.
Authors
Kathryn Scott
Prior to joining Canon, Kathryn has held roles in a variety of different sectors including technology, media and professional services. She has experience working globally and locally in the UK and has been exposed to a broad range of change initiatives including relocations, acquisitions, start-ups and restructures. She has been dedicated to delivering a range of people development programmes, including DE&I initiatives and a range of talent interventions; and built extensive experience partnering with CEOs and business leaders to help teams and organisations grow and thrive.