An ally is someone who is not a member of an underrepresented group but who takes action to support that group to help make their workplace more diverse and inclusive for all.
For workplaces to become truly inclusive it is up to people who hold positions of privilege to be active allies and to take responsibility for making changes that will help others be successful.
Allies at all levels can take action with simple, everyday efforts that make a real difference and in this series, we highlight some things that you can do to be an ally and to support your colleagues from underrepresented groups.
How to Support Employees/Colleagues with Energy Limiting Conditions
Navigating the workplace can be a challenging journey for individuals living with Energy Limiting Conditions (ELCs). However, with thoughtful support and accommodations, individuals with ELCs can not only participate in the workforce but thrive within it. Here are some examples of ways we can support them:
- Flexible Working Hours: Allowing employees to adjust their start and end times to manage energy levels effectively.
- Pacing Strategies: Encouraging breaks and rest periods to manage energy and prevent over-exertion.
- Reduced Work Hours: Adjusting the total number of work hours to fit the energy capacity of the employee.
- Remote or Hybrid Work Options: Offering the possibility to work from home or a blend of home and office to save energy spent on commuting and provide a more controlled environment for managing symptoms.
- Workspace Adjustments: Modifying the physical workspace to accommodate needs, such as ergonomic furniture, adjustable lighting, or quiet zones to reduce sensory overload.
- Flexible Task Management: Allowing the employee to prioritise tasks based on their current energy levels and capacity.
- Support with Transportation: If working on-site, providing support or accommodations for commuting can help manage energy levels.
- Use of Assistive Technologies: Implementing tools or software that can make tasks easier, such as voice-to-text software or project management tools.
- Tailored Breaks: Recognising the need for more frequent or longer breaks without penalty.
- Job Sharing or Part-time Positions: Offering positions that allow employees to share job responsibilities or work part-time to match their energy levels.
- ‘Passport’ System for Agreed Adjustments: Implementing a system where adjustments are documented and easily transferable between managers and teams to reduce the need for repeated disclosures.
- Inclusive Recruitment Processes: Ensuring that job advertisements clearly state potential for flexibility and making the application and interview process accessible.
- Co-produced Return-to-Work Plans: Developing individualized return-to-work plans following absences, taking into account the fluctuating nature of ELCs and tailoring the pace and scope of work accordingly.
- Regular Check-ins: Establishing a supportive communication channel for discussing needs, accommodations, and any changes in condition.
- Disability Awareness Training for Staff: Providing training to all staff on ELCs, their impacts, and how to support colleagues effectively, promoting a more inclusive workplace culture.
These examples of supports and accommodations are designed to address the unique challenges faced by individuals with ELCs, facilitating their participation and productivity in the workplace while managing their condition.
Read the full “How to be an Ally” series for ideas and inspiration here.
