Whilst this lockdown period can be mentally and emotionally challenging for people personally, businesses are also greatly affected not only financially, but internally. Many diversity and inclusion challenges have risen, which maybe went less recognised or people were less conscious of before lockdown. Some of the challenges we all are facing have shifted our own perspective and even our own privilege which allows us to maybe have more empathy for some of the diversity challenges others are facing.
Below is a list of articles we have come across which discuss challenges in diversity and inclusion, for different groups of society, during this lockdown period:
Blind and partially sighted individuals are not categorised as “clinically extremely vulnerable” and so do not classify for priority supermarket deliveries therefore shopping in a supermarket is currently a much harder task. Visually impaired people can usually cope reading price tags and ingredients etc whilst bringing items closer to their eyes, but as imagined this is time consuming and means having to spend more time than average in a potentially virus-laden environment. And sometimes a label of “visually impaired” can send the wrong signal to employers and wider society.
2. Opportunities and Challenges for Disability Inclusion During the COVID-19 Pandemic
Focusing on how to improve technology in aid of people with disabilities during lockdown. According to government data in the UK, people with disabilities are more likely to live in poverty and less suitable housing conditions (and this is emphasised in less economically developed countries). Individuals with disabilities voices need to be heard during this pandemic in terms of the help and support they require. We have begun to see some positive examples of adjustments to policy to accommodate diverse needs but hope governments and organisations will continue to be adaptable as the situation continues.
3. New Work-Life Reality Raises Equity and Inclusion Concerns
Women often feel the pressure of separating the demands of work and family, and during this pandemic with these domains all occurring in one home, these pressures are emphasised. This article highlights what employers and organisations can do to relieve some of this pressure and support their staff, including expressing how expectations of productivity have adjusted and highlighting the commitment to diversity.
4. Neurodiversity: The Impact of Lockdown and Social Isolation
This article focuses on how lockdown has impacted those with mental illness and neurological and neurodevelopmental disorders such as ADHD and Autism. It explains how these social isolation procedures can enhance symptoms of anxiety and depression, as well as extreme hygiene practices being put in place which can trigger health anxiety and OCD. The major disruption in our usual routines can be increasingly problematic for the families of people with autism – of which structure and routine are focal points in managing the disorder. The lack of routine can also prompt the onset of mental health issues, making it harder to work for these individuals. This article gives great advice on managing these things.
5. How COVID-19 is Undoing the Diversity Agenda
This expresses the struggles felt by women, minority workers and those on zero-hour contracts during the crisis. Lockdown puts enormous pressure on businesses but in the past, crises have been found to undo diversity procedures where these groups of individuals are most hit by the consequences of a crisis. Here, it is discussed whether it is possible to protect diversity instead of letting it slip through and be compromised like in previous crises.
6. COVID-19’s Isolated World is the Norm for People with Disabilities
An explanation of how social isolation for the nation is no different to the daily lives of people with disabilities who experience being excluded in their daily lives. Businesses are now implementing work practices that have, in the past, allowed people with disabilities not only to be included, but to thrive, for their whole organisation. After the return to normal, businesses should focus on applying what they have learned during this period to improving the inclusion of people with disabilities into the workforce.
We often come across articles that are of interest to us and share them on our Facebook page, so do follow our page for regular fascinating reads and motivating, positivity tips!
Written by Siobhan Headd.
