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Most employers don’t adapt PM processes in consideration of disabilities

Julie Dennis
disabilities

New advice from ACAS following research that revealed that only one in four employers confirmed that their performance management systems are adapted for staff with special needs, disabilities and conditions such as dyslexia and autism. Julie Dennis Head of Diversity – Acas.

Acas Head of Diversity, Julie Dennis, said: “Our study reveals a varying picture when it comes to performance management systems within UK workplaces and a failure by most employers to consider adjusting them for staff with disabilities.

“Performance management shouldn’t be seen as just a tool to identify poor performance or measuring against targets. A good system can help an organisation to motivate their staff, recognise the work of their employees and identify development opportunities.

“Managers should treat staff fairly when it comes to managing performance and allocate time to do it properly. Acas has published new practical guidance in this area to help get it right.”

Acas’ new advice on performance management published today includes some top tips for employers on how to treat their staff fairly, such as:

Avoid surprises. Managers should be discussing and addressing problems along the way and as they arise, and not leaving concerns until the end of year performance meeting.

Avoid favouritism. Objective criteria should be used to measure performance where possible to reduce the risk of managers being seen to favour certain employees over others; and avoid discrimination. Employers should actively consider the diversity of their workforce and ensure that their arrangements are fair to all and in line with the Equality Act. For example, an employer must make reasonable adjustments if an employee with a disability is disadvantaged by their performance measures.


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