Disability Insights

On Friday 24th November 2023, we hosted our second instalment in the DE&I Insight sessions sponsored by McDonald’s Restaurants, discussing disability, equality and inclusion in UK business. Discussions took place beyond categorisations and limitations; the panellists advocate for a shift in perspective that recognises the inherent resilience and unique abilities individuals with disabilities often bring to the forefront. They explored the spectrum of disabilities, discussed practical steps for businesses, and emphasised the crucial role of fostering an inclusive workplace culture.

Hosted by our very own CEO, Pip Wilkins with a stellar panellist group comprising of Ryan Armitage (Tezlom HealthCare Recruitment), Dani Hickman (Dog First Aid Training Ltd) and Jon Swaby (McDonald’s Restaurants) diverse topics were covered

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Pip Wilkins QFP

What Pip doesn’t know about franchising probably isn’t worth knowing! With 25 years’ experience in the franchise sector, her career has been focused on the BFA and she now leads one of the most successful franchise associations in the world.

Ryan Armitage

A man who has tackled some challenging circumstances and turning those experiences into being a champion for Mental Health in the workplace, who wishes to campaign for change and lead all franchises across the UK.

Dani Hickman

Director of Dog First Aid Training. With a career spanning 20 years in the corporate sector, Dani joined Dog First Aid Franchise in 2018. She loves applying her experience and expertise to a role where she can help people and dogs.

Jon Swaby

Jon is a Franchisee of McDonald’s in the West Midlands. His business has 210 employees and started in September 2022. Prior to McDonald’s he had a marketing career with businesses in technology and financial services, leading multinational teams and living and working in London, Paris and Hamburg.

Key Takeaways

Viewing Disabilities Through a Diversity Lens

The panel stressed the importance of diversity and inclusion, advocating for a perspective that recognises disabilities as unique abilities rather than limitations. They challenged the notion of categorising individuals solely based on disabilities.

Spectrum of Disabilities

Exploration of the broad spectrum of disabilities, including physical, auditory, visual, and neurodiversity. The discussion emphasised that tailored support is necessary, as individuals with different needs may require varied forms of assistance.

Creating an Inclusive Workplace Culture

The need for businesses to cultivate an inclusive culture was underscored. Panellists discussed the implementation of clear policies, a zero-tolerance approach to discrimination, and active promotion of diversity and inclusion within the workplace.

Practical Steps for Businesses

Practical measures for fostering inclusion were discussed, such as being an equal opportunities employer, incorporating representation in social media, engaging with the community, and implementing employee advisory groups.

Positive Representation and Education

The importance of positive representation of individuals with disabilities as role models was highlighted. Ongoing education, dialogue, and empathy were emphasised as crucial elements in creating a workplace environment that is both inclusive and accepting.

Conclusion and Call to Action

The session concluded with a call for businesses to continue the conversation and take practical steps to implement change. The panel suggested mentorship programs as a means of driving inclusivity, urging businesses to actively participate in ongoing initiatives.