Employees

For too long, the needs of people with a disability have been the poor relation of companies' social responsibility concerns. The role of women in the workforce is seen as a mainstream business issue, while awareness is high about the disadvantage experienced by many black communities. Yet the numbers of customers and employees (current and potential) with a disability are huge; nearly 12 million people are affected by the provisions of Disability Discrimination Act.

Too few companies have gone beyond drawing up a theoretical policy, to take practical action addressing the serious business issues at stake. Fewer still are supporting high profile community projects which demonstrate their commitment and advance best practice. Those which have - like IBM developing the new technologies to help physically disabled people or Centrica supporting an advisory service for smaller firms - are the exceptions proving the rule.

Albeit slower than many hoped, the legal noose is now tightening. Future stages of the previous government's legislation are being phased in and the National Disability Council phased out for the new government's Commission with enforcement powers. Within a few years, companies will be held to account for their record on countering discrimination. It is not too late to get ahead and avoid a narrow `compliance culture'.

Community affairs managers should act now. This need not mean whole new programmes. Rather, existing activities, such as those in education, for small businesses and in the local community, must explicitly address the needs of people with a disability, with demonstrable performance targets added.

Corporate Citizenship Briefing, issue no: 41 - August, 1998

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