COMMENT
Don’t Dis My Ability – the Hyde Group staff network raising awareness of disability in the workplace Neal Ackcral, Chief Property Officer, Hyde
We’re on an amazing journey at Hyde and the importance of an inclusive working environment has never been greater for us. Back in June 2020, in the wake of the Black Lives Matter movement and the murder of George Floyd, we began a series of conversations about diversity and inclusion with our employees across the organisation. Based on employee feedback, we understood changes were needed to better improve our culture and further increase our sense of pride within the organisation. At Hyde, we celebrate and draw strength from our differences and our staff networks (Aspire, Don’t Dis My Ability, Embrace and Pryde) play a vital part in that. They make a huge contribution to the way we work and I’m so proud to be the sponsor of our disability and inclusion group, Don’t Dis My Ability. As well as having regular catch ups with Gemma (pictured right) I meet with the group’s committee once a month. They share what they’ve got planned, what they’ve achieved, any challenges, new ideas and more – giving me an opportunity to share information and news with my colleagues in the Executive Leadership Team and colleagues across the organisation. I wholeheartedly recommend that other housing associations set up a disability staff network if they haven’t already. If we can’t provide the right accessibility, support and understanding for our employees with disabilities, how are we expected to do so for our customers?
Gemma Waddington, Chair of Don’t Dis My Ability, Hyde
I have dyslexia and dyspraxia which affects my everyday life. I set up Don’t Dis My Ability to raise awareness and support across the Hyde Group for employees with disabilities, as well as the rest of the housing sector. We strive to promote positive change not just for employees, but for our customers too. We’ve close to 200 members across Hyde, and we’ve achieved so much already. My highlights include: the introduction of our sunflower lanyard (something our colleagues with disabilities can wear to show people that they may need additional support, help or a little more time); working with an external ambassador to raise awareness of autism; collaborating with and promoting our other staff networks; and raising awareness of sickle cell as part of Black History Month 2021. Setting up the group has hugely improved my confidence and I truly believe that I’m able to bring my whole self to work now. I never would have imagined I’d be sharing my experiences with others and having an opportunity to make positive change. It’s so important to have the support of leadership when championing and wanting to make positive change and I’m so proud to say that we’ve got that.
Find out more about Hyde by visiting the Hyde website.
HOUSING QUALITY MAGAZINE MARCH 2022
33
