Did DEI Dump Disability For ’Pride And Parties’? (Ft. George Fielding)

Are neurodiversity, mental health and 'LGBT' winning the war for employers' attention - while disability has been sidelined? Has the 'lived experience' industry become superficial and exploitative? And have staff networks turned into unsupervised - and even dangerous - group therapy sessions in the workplace?

Disability rights campaigner George Fielding doesn't want to 'be kind' if it means endlessly affirming fragility – or pretending that groups who need additional support aren't competing for employers’ attention and resources.

And he says the era of 'no debate' is over. It's time to talk. People will have different ideas about priorities and paths to success on disability but ‘We’ll never make progress if we can’t be honest.’

In this groundbreaking episode of This Isn't Working, we ask:

* DO PEOPLE WITH DISABILITIES FEEL ABANDONED BY EMPLOYERS who seem to have prioritised issues such as neurodiversity, mental health, and ‘LGBT’ in discussions about DEI (AKA 'EDI' in the UK)? (Spoiler: Yes!)

* ARE ‘LIVED EXPERIENCE’ TRAINERS DOING MORE HARM THAN GOOD? Where is the due diligence on the disability consultants who employers are inviting in – and is this expertise, or just oversharing? Do they understand the Equality Act? What unhealthy messages do they promote to impressionable audiences – and will the results only ever be superficial, as opposed to systemic?

* HOW DO DISABILITY, NEURODIVERSITY AND TRANS IDENTITIES INTERSECT IN THE WORKPLACE? Is it appropriate for employers to be hosting conversations which result from poor sex and relationship education and mental health support for those with additional needs? If staff networks have become co-rumination bubbles, activist groups or unsupervised group therapy sessions, should employers shut them down and move these discussions *out* of the workplace?

* IS IT UNWISE TO LET SUCH RAW LIVED EXPERIENCE SHAPE COMPANY POLICY? After a long wait, an ADHD diagnosis can feel like a ‘reward,’ says George. This can create a sense of ‘rebirth’ and feed an urge to seek justice for past failure or discrimination. Have you considered this, or taken these employees’ views at face value? 

* DOES LANGUAGE MATTER? Views will vary, but George isn’t fussed. (There are only three words he doesn’t like!) In fact, he thinks language policing is actually *holding back* debate. ‘If we’re still arguing over which words we use, we’re never going to have the discussions we need, to move things forward.’

* WHY ARE THERE STILL SO FEW PEOPLE WITH DISABILITIES IN SENIOR LEADERSHIP ROLES?  George explains that employed disabled people often feel so *grateful* to be in work that they hesitate when it comes to pushing for a promotion, or risking finding a new employer. Have you considered this?

We share George’s view that this vital conversation has stalled – and employers have lost focus. Despite all the controversy around #DEI, it is hard to find anyone who doesn’t think people with disabilities should be prioritised, and #AccessToWork improved.

Is it time for employers to put the spotlight back on to disability?