Helping to increase the employment of a more diverse workforce
Humanforce has launched the first workforce management solution app to be fully compliant with accessibility recommendations, making the workplace more inclusive for people with disabilities and an ageing population.
The new release of Humanforce’s mobile app complies with the Web Content Accessibility Guidelines (WCAG) 2.0 AA rating. This means it meets 100% of the recommendations for making content accessible to people with disabilities – including colour-blindness and low vision.
“There is an unresolved tension between integrating the most advanced technology solutions that often best meet the needs of millennial workers, while also making the workplace more inclusive and diverse,” explained Mike McGee, Chief Product Officer, Humanforce. “Too often we see the former being the priority at the expense of workers with a disability and those that make up our ageing workforce.”
Recent research from McKinsey found that businesses with higher diversity are more likely to achieve better financial performance. However, people with a disability are often overlooked when it comes to workplace diversity. The UK Parliament’s own research shows that there are 7.7 million people of working age (15-64 years) with a disability. Yet the unemployment rate for those who are economically active (in work or looking for work) is 114% higher than for people without a disability.
This disparity translates to an employment rate that is 28.9% lower among people with disabilities – a difference known as the disability employment gap. The disability gap is also more acute with age. While the disability gap for those aged 19-24 stands at 19%, it almost doubles to 35% when people reach the 50-64 age group.
“Employers can be doing much more to make the workplace more inclusive for people with a disability – whether they’re currently in work or looking for employment,” continued Mike. “And, as we see UK pension age changes encouraging people to work beyond 64, we’re also going to see the number of people with a disability in the workplace increase.”
“A key piece of the puzzle is ensuring workplace technologies don’t solely work to the preferences of younger workers, while discriminating against workers with a disability and the ageing population,” added Mike.
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