This week in the UK, it’s National Inclusion Week. It’s been said that if diversity is being invited to the party, inclusion is being asked to dance. In the workplace, this sense of belonging doesn’t always develop naturally and businesses mustn’t be afraid to adapt their cultures to create an environment which enables a truly diverse workforce to thrive.

Cultural change cannot be the responsibility of HR alone. It needs to come top-down, from the leadership of an organisation, so that it can permeate every department and level of the organisation. And where inclusion is concerned, it needs to be authentic. So I was alarmed when new research by Citrix discovered that close to a quarter of disabled knowledge workers (27 percent) and IT decision makers (22 percent) “strongly agree” that the organisation they work for “talks a good game about diversity without really acting.” This suggests that large UK organisations have a real opportunity to improve workforce diversity and inclusion.

One way in which we can support the UK’s disabled talent is to ensure that the technology we use in the workplace is inclusive of their particular needs and wants. We surveyed 250 UK-based, disabled knowledge workers with a physical or sensory impairment; almost eight in 10 (77 percent) believe that outdated technology in the workplace is limiting work opportunities for people in their demographic. And nearly three quarters (73 percent) of IT decision makers agree with this, despite 92 percent confirming that technology now exists which should enable any business to employ a disabled individual as a knowledge worker.

On a personal level, I’ve observed the impact inflexible working practices can have upon an individual, as well as the myriad limitations it places on a business. My mother, who’s physically disabled, had so much to offer an employer before she retired, but the demands of a traditional workplace created many challenges for her, restricting the career choices that were available. Without question, implementing technology which enables more widespread flexible working opportunities could do much to engage individuals who, to date, have been unwillingly excluded from employment, often due to their inability to work from a fixed location. This untapped pool of talent includes those with disabilities alongside others, like parents of young children, individuals who may have retired early, or carers.

The IT vs. Employee Disconnect

The good news is that most businesses are at least considering how technology can support inclusion. The 250 IT decision makers we spoke to revealed that most UK businesses (88 percent) set up their IT department with a specific role and budget to support workforce diversification, such as employing people with disabilities. Additionally, the majority of CIOs or IT department leads are involved in discussions with HR (89 percent) and the wider C-suite (86 percent) to create new ways of working and facilitate disability inclusion in the business through technology, including physical and systems accessibility.

But despite this, the research revealed a disconnect between business preparations and what employees with disabilities actually need in terms of technology and support. Almost a quarter (24 percent) of disabled knowledge workers we questioned said that they think the majority of UK businesses are not properly prepared to employ individuals with disabilities and set them up for success — with a further 37 percent believing only some businesses are able to do this.

Additionally, almost a quarter (24 percent) of disabled knowledge workers believe companies don’t really consider the impact of new technology on employees with disabilities when deciding on new technology to roll out in the business. A further 43 percent feel it is only considered sometimes.

On a more positive note, the majority (65 percent) of disabled knowledge workers do feel that employers and prospective employers have been flexible when it comes to implementing technology that helps them do their job. This flexibility may stem from budget made available within UK organisations to successfully deploy technology to open opportunities for disabled people in the workplace, such as IT which enables flexible working to cut out the commute, or assisted technology. While less than half (44 percent) of IT decision makers believe they have the budget and support to do this, a further 42 percent believe their budget alone is not sufficient but they can request more on a case-by-case basis, such as for a new hire.

Greater Flexibility for a More Diverse Workforce

The research highlights that technology which enables staff to work in a more flexible way, such as from a remote location, is a major draw for potential disabled employees. When deciding whether they would want to work for an organisation, 86 percent of disabled knowledge workers are influenced by the technology that an employer makes available to staff and 85 percent also factor in whether there is an option to work remotely. In fact, two in five (42 percent) cite the flexibility to work remotely as a “major factor” in their decision.

Disabled knowledge workers recognise the productivity benefits that come with the flexibility to work remotely: almost half (49 percent) believe it definitely enables them to be more productive, with another 38 percent agreeing it has the potential to boost their productivity. Some UK businesses are acknowledging this by both enabling and advocating flexible working, but this is not yet widespread. Less than two-fifths of disabled knowledge workers (34 percent) and IT decision makers (37 percent) view their employer as a big advocate of flexible working. Despite the potential productivity benefits, almost one in five (19 percent) disabled knowledge workers say their employer enables but does not encourage flexible working, and almost two-thirds (61 percent) believe businesses are still subject to ‘presenteeism’ — a particular challenge for those with disabilities, who may find it harder to get into the office every single day.

The Evolution of Diversity in Business

The research shows us that many IT departments are playing a pivotal role in improving workforce diversification by collaborating closely with HR and senior business leaders. Yet efforts to set aside budget and deploy the right technology do not go far enough. Businesses must follow through on their pledges and adapt workplace culture if they are to create an environment which enables a truly diverse workforce.

By pairing up-to-date, reliable, and adaptable technology with a workplace culture that supports a variety of working patterns, UK businesses can champion diversity at work and access a wider pool of talent, including employees with disabilities. This is a true differentiator for recruitment and can remove barriers to this largely untapped workforce, meaning that it’s not just the “right thing to do”, but also a driver for subsequent business success.

Commissioned by Citrix and carried out by Censuswide, the research referenced here aimed to identify the current role of technology in opening up employment opportunities for individuals with disabilities and discover whether UK organisations are set up to successfully employ new talent from this potentially untapped workforce. By surveying 500 respondents — 250 IT decision makers and 250 disabled knowledge workers with a physical or sensory impairment — in large UK businesses, this research examines the extent to which companies are deploying technology and tasking the IT department to facilitate greater diversity in the workplace, with a focus on the disabled workforce.

Learn more about Citrix and its commitment to diversity and inclusion.