Disability History Month Get Involved Disability Inclusion Wednesday 7 December Live at the Shard Town Hall Area and streamed over Teams Time: 12.00 – 13.00 The session will cover: Understanding disabilities and what businesses can do to better support colleagues An in sight into the Enable Network Panel session The future of disability inclusion at Mitie Watch back here Microsoft Accessibility Solutions Training Monday 12 December Hosted by Microsoft via Teams Time: 11.00 – 12.00 This course will show you how you can achieve more with the built-in accessibility tools and features in Microsoft technologies. It will focus on features and customizable settings for hearing, sight, and neurodiverse needs, as well as for those that wish to be more inclusive while creating content. Watch back until March 12, 2023 Wellness Action Planner Monday 19 December Teams Time: 12.00 – 12.30 Wellness action plans are a great way to have a conversation with your manager about your health and wellbeing and what support you might need at work to help you thrive. Join this session to learn all about creating your own action plan to keep you well. Add to your diary Competition Time With 3x £25 Amazon vouchers up for grabs, simply correctly answer all the questions right. All correctly answered quiz responses will go into a draw where 3 lucky winners will be randomly selected. Closing date for entries is 31 December Winners announced 16 January 2023 Take our quiz here Listen Network Podcast: An Introduction to Special Educational Needs (SEN) Join the Enable and Parents & Carers Networks as they discuss Special Educational Needs (SEN). Listen Now Help design our new logo We are looking for some inspirational design ideas to be considered for the new *Enable Network logo. If you are feeling creative and would like to put forward a design idea for consideration, please send your artwork to EDI@mitie.com by 9th January 2023 for consideration. Your design should incorporate Mitie’s Brand Guidelines which can be found here. The Logo will be used both internally and externally to promote the network. *Please note, if your design is chosen there may be a need to adapt your design to meet certain organisational criteria. Spotlights Kayleigh Gardner "everyone deserves an opportunity to showcase the skills and value they can bring to a team, regardless of whether they have a disability or are neurodiverse." Nic Mulford "If we support our own, we can help our customers support their employees and their customers too." Paul Stevens "…at the end of the day we all deserve to live our lives to the fullest no matter what disability we have." Download our Materials Add our Email Signature to your Outlook and use our Teams Background throughout the month. Download here Update your Diversity data Please update your diversity data on People Hub. Updating your data will help create an inclusive culture where everyone can be their true self’s. We want to create an environment where you feel safe and supported. A crib sheet on how to update your data can be found here. Update your diversity data here Join our Diversity Networks At Mitie, supporting people is about much more than providing the tools colleagues need to do their jobs – we strive to create an inclusive, supportive culture that celebrates exceptional people in a workforce of 155 different nationalities Our six diversity networks are available for any colleagues to join and influence positive change across Mitie. They focus on: women in the workplace; race and ethnicity; disability; sexuality; carers and ex-military personnel. Find out more and how to join Resources Understanding non-visible disabilities A non-visible disability is a disability or health condition which cannot be easily seen and may not be immediately apparent. It is a misconception that non-visible disabilities only include neurological and mental conditions as they can also include physical and health conditions. Supporting Employee Reilience Resilience is described as an individual’s ability to recover from or stay well in the face of adversity. In a work setting, this translates into an employee having ‘the capacity to thrive, rather than just survive, in high-stress environments’. Supporting colleagues with sensory impairments Sensory impairment refers to people who are Deaf or hard of hearing; Blind or Visually Impaired; or those who have combined sight and hearing loss (also known as dual sensory loss). Supporting colleagues with Physical Disabilities in the workplace A physical disability is an umbrella term that accommodates any disability or impairment that has implications on mobility. Supporting colleagues with long term health conditions Employees with long term health conditions will require support from their employers throughout their career. However, what this looks like will depend on the individuals needs at any one time Supporting colleagues with learning disanilities A learning difficulty is a condition that creates an obstacle to a specific form of learning, but does not affect the overall IQ of an individual. It relates to the absorbing and processing of information and mostly manifests in difficulties relating to reading, writing, spelling (dyslexia) and mathematics (dyscalculia). Mental health guidance This package aims to provide best practice guidance on how to approach mental health in the workplace. Additionally, it provides content which goes beyond workplace issues to help raise awareness of some often-misunderstood mental health conditions such as post-traumatic stress disorder (PTSD) and postnatal depression Managing a return to work after long-term absence Research shows that employees are more likely to return to work safely and productively following long-term sickness absence if they are well supported during their absence and on their return. Managing and supporting employees with long-term health conditions Supporting people’s health and wellbeing is also the right thing to do and is part of ensuring that people feel safe and valued at work. Employers should foster a compassionate culture and empower people to take steps to proactively manage their health. Understanding Dyspraxia Dyspraxia falls under the umbrella of neurodivergence. This factsheet looks at some common facts about dyspraxia, how it affects people and how to support colleagues with dyspraxia. Understanding Dyslexia Dyslexia is a learning difficulty characterised by challenges in reading, writing, spelling, and information processing. This can affect learning, remembering and recalling information, as well as organisational skills Banter in the workplace: a quick guide The term ‘banter’ is used frequently in our society and workplace to refer to jokes, comments or exchanges which have humourous or harmless intent. Banter Awareness This toolkit is designed to address the line between acceptable banter and bullying. ‘Banter’ is a term which is frequently mentioned throughout the workplace, but when do workers know when to stop? When does playful teasing turn into something spiteful and lead to potentially bullying? An active bystanders guide to challenging microaggressions Microaggressions have a lasting, negative impact on those that experience them. Although they are potentially only small comments, these over time build up into larger messages of exclusion. Understanding ADHD Attention deficit hyperactivity disorder (ADHD) is a series of characteristics and behaviours believed to be the result of a neurodevelopmental difference in the brain, which affects neurotransmitters and brain structure.
Kayleigh Gardner "everyone deserves an opportunity to showcase the skills and value they can bring to a team, regardless of whether they have a disability or are neurodiverse."
Nic Mulford "If we support our own, we can help our customers support their employees and their customers too."
Paul Stevens "…at the end of the day we all deserve to live our lives to the fullest no matter what disability we have."
Understanding non-visible disabilities A non-visible disability is a disability or health condition which cannot be easily seen and may not be immediately apparent. It is a misconception that non-visible disabilities only include neurological and mental conditions as they can also include physical and health conditions.
Supporting Employee Reilience Resilience is described as an individual’s ability to recover from or stay well in the face of adversity. In a work setting, this translates into an employee having ‘the capacity to thrive, rather than just survive, in high-stress environments’.
Supporting colleagues with sensory impairments Sensory impairment refers to people who are Deaf or hard of hearing; Blind or Visually Impaired; or those who have combined sight and hearing loss (also known as dual sensory loss).
Supporting colleagues with Physical Disabilities in the workplace A physical disability is an umbrella term that accommodates any disability or impairment that has implications on mobility.
Supporting colleagues with long term health conditions Employees with long term health conditions will require support from their employers throughout their career. However, what this looks like will depend on the individuals needs at any one time
Supporting colleagues with learning disanilities A learning difficulty is a condition that creates an obstacle to a specific form of learning, but does not affect the overall IQ of an individual. It relates to the absorbing and processing of information and mostly manifests in difficulties relating to reading, writing, spelling (dyslexia) and mathematics (dyscalculia).
Mental health guidance This package aims to provide best practice guidance on how to approach mental health in the workplace. Additionally, it provides content which goes beyond workplace issues to help raise awareness of some often-misunderstood mental health conditions such as post-traumatic stress disorder (PTSD) and postnatal depression
Managing a return to work after long-term absence Research shows that employees are more likely to return to work safely and productively following long-term sickness absence if they are well supported during their absence and on their return.
Managing and supporting employees with long-term health conditions Supporting people’s health and wellbeing is also the right thing to do and is part of ensuring that people feel safe and valued at work. Employers should foster a compassionate culture and empower people to take steps to proactively manage their health.
Understanding Dyspraxia Dyspraxia falls under the umbrella of neurodivergence. This factsheet looks at some common facts about dyspraxia, how it affects people and how to support colleagues with dyspraxia.
Understanding Dyslexia Dyslexia is a learning difficulty characterised by challenges in reading, writing, spelling, and information processing. This can affect learning, remembering and recalling information, as well as organisational skills
Banter in the workplace: a quick guide The term ‘banter’ is used frequently in our society and workplace to refer to jokes, comments or exchanges which have humourous or harmless intent.
Banter Awareness This toolkit is designed to address the line between acceptable banter and bullying. ‘Banter’ is a term which is frequently mentioned throughout the workplace, but when do workers know when to stop? When does playful teasing turn into something spiteful and lead to potentially bullying?
An active bystanders guide to challenging microaggressions Microaggressions have a lasting, negative impact on those that experience them. Although they are potentially only small comments, these over time build up into larger messages of exclusion.
Understanding ADHD Attention deficit hyperactivity disorder (ADHD) is a series of characteristics and behaviours believed to be the result of a neurodevelopmental difference in the brain, which affects neurotransmitters and brain structure.
