Equality and equity
I have special requirements related to a protected characteristic, e.g. disability. What should I do?
You should discuss this with your manager in the first instance. If for any reason you feel unable to do so, then you can discuss your requirements confidentially with your HR Partner who will be able to advise you further. If because of your disability, you need a pattern of Dynamic Working that sits outside of what your manager has determined is suitable for the role, then your manager and HR Partner will discuss this with you.
Will I be treated less favourably by working dynamically in comparison with people who are working exclusively in the office?
No. Managers are expected to ensure that all staff receive fair and consistent treatment regardless of whether they are working in the office or remotely.
How will hot-desking work for staff with a disability?
Hot-desking could impact on employees with disabilities in different ways. For example, an employee with a hidden disability such as Irritable Bowel Syndrome (IBS) may need a desk close to toilet facilities. A neurodivergent employee may be overwhelmingly anxious not knowing where they will be sitting when they come in or require their workstation to be set up in a specific way to work most effectively. A partially sighted employee may require specific equipment on their desk.
Your manager will ask you what would work for you. It may be that any specific or supporting equipment you need can be made available at several hot desks or it may be more appropriate for you to have a dedicated desk (which may be shared by others on days when you are not in the office).
Could Dynamic Working support someone with a disability to manage their condition more effectively from their own health perspective and work perspective?
Feedback from members of the Staff Inclusivity Group and feedback received through the all-staff survey indicated that many staff with disabilities (both declared and undeclared) have found working dynamically to be beneficial to manage symptoms of their conditions which might sometimes have prevented them coming into the office. This has helped to improve wellbeing, inclusion and productivity for numerous colleagues who manage condition(s) that have a substantial and long-term impact on their ability to do normal day to day activities, which may or may not be known to their managers and/or other colleagues. Several members of the Staff Inclusivity Group have written blog posts addressing this topic.