Resolution: Health ability passports

This resolution passed.

Members can view a recording of the debate here.

Approximately 20% of the UK working age population have a disability. Only around 50% of people with a disability and of working age in the UK are employed, compared with over 80% of those who do not have a disability (Powell, 2021). People with a disability are also twice as likely to fall out of work compared to those without a disability (Department for Work and Pensions and Department of Health, 2017).

Making reasonable adjustments in the workplace removes disabling barriers and supports workers with disabilities and those who are neurodiverse to have equality of opportunity. Adjustments can include equipment and changes to the physical environment, as well as coaching, awareness training for teams, altered working hours, amendments to policies and processes, and anything else that is reasonable.

During 2021, there were 475 contacts to the RCN Customer Service Centre where ‘reasonable adjustments’ were mentioned. By making reasonable adjustments, employers can recruit and retain individuals with the skills and experience they need. In the nursing workforce, this is a key factor in maintaining safe and effective staffing.

Often adjustments are not put in place; they are not discussed or there are issues implementing or sustaining them. Changes in line management can cause arrangements to fail or career progression is hampered by the thought of getting the right support in place all over again.

A health ability passport also known as ‘disability passport’ ‘adjustment passport’ or ‘workplace adjustment passport’ is a document completed by an individual with a disability or neurodiversity and their line manager. It is a record of the workplace adjustments that have been agreed for that individual. The document can assign accountability for key actions such as arranging funding for a piece of equipment and review dates to ensure that the support remains effective (Stephenson, 2018).

Crucially, when recognised across an organisation, it means that changes in line management do not prompt a new entry level conversation about requirements. Instead, it can assist in keeping support in place and offers a start point for the new professional relationship. Similarly, career progression within a workplace is supported as there are fewer concerns about disclosing a disability and establishing adjustments in a new role.
RCN guidance on health ability passports advises on how to have open, honest discussions about disability-related needs at work and the benefits that this approach can bring for an inclusive workplace.

Employers who have introduced a health ability passport aim to promote a culture 
where disability is seen as an asset, staff are open about their disability and work to ensure everyone is able to bring their authentic self to work. Employees can thrive because their abilities and needs are taken into consideration.

Promoting the use of health ability passports by health care employers across the UK can improve the work experience of tens of thousands of health workers with disabilities, in turn benefiting the patients and clients they look after.

Reading lists for each agenda item can be found here.

References

Department for Work and Pensions and Department of Health (2017) Improving lives: the future of work, health and disability (Cm 9526). Available at: www.gov.uk/government/publications/improving-lives-the-future-of-work-health-and-disability (Accessed 12 April 2022).

Office for National Statistics (2021) Disability and employment, UK: 2019. Available at: www.ons.gov.uk/peoplepopulationandcommunity/healthandsocialcare/disability/bulletins/disabilityandemploymentuk/2019 (Accessed 12 April 2022).

Powell A (2021) Disabled people in employment (House of Commons Library briefing paper 7540). Available at: https://commonslibrary.parliament.uk/research-briefings/cbp-7540/ (Accessed 12 April 2022).

Stephenson J (2018) Nurses with disabilities face discrimination, Nursing Times, March, pp. 6-7.