Who are The Triple Cripples, and what do you do?

Frustrated with the lack of representation and unaddressed discrimination faced by Black and non-Black People of Colour living with disabilities, and with a focus on Women and Gender Expansive people, we decided to transform the culture, and influence current policy, to create an equitable future. We created The Triple Cripples to make room for a future that includes ALL OF US, with those in the margins at the centre, but being visible, being represented, is only part of that journey.

Using our unique lens, we deliver topical videos, spotlight interviews, consultation, engaging workshops, talks and lectures on a wide range of topics, including dating, domestic violence, and travel. 

 What does "access in/to the workplace" mean to you both?

Accessibility ensures that access, inclusivity, and a truly welcoming environment is shown through those that are present within organisations, but also applies to the culture in the workplace as well. You can have all of the ‘access’ markers, such as being a part of the ‘Disability Confident’ employer scheme, but if the disabled people within every level of the organisation are not being seen, heard, supported, and enabled to do their best, then it is nothing but an exercise in lip service.  

For disabled people looking to potentially get into the world of work, there are a lot more considerations that need to be made before even applying. Accessibility within the workplace means more than just having an accessible building, or just recruiting disabled people as part of a quota-filling diversity drive. 

Disabled people, like people within other minoritised groups, must not be relegated to the junior roles within the company structure; this is tokenism. They aren't there just to be there. They need to be in senior positions that actively contribute to the workplace environment, as well as being enabled to develop themselves, their skills, and their knowledge, with the full backing of their employers.

There is often a preoccupation with access being limited to physical access within a space, within a building. A lift here, a ramp there, job done. Well no, there is more to access than a shoddy ramp and a store room posing as an accessible toilet. Accessible fire alarm systems, clear signposting, wide corridors… However, it is so much more than that. 

People with visible disabilities actually make up a smaller proportion of the disabled population within the UK (and globally) than most people realise, but we have to expand our ideas of what accessibility looks like and could be. Employers need to think bigger, wider and deeper because access is vital during every stage. 

 So, what does good access look like?

 Good access looks like hiring Disabled folks to audit the accessibility within the company, as well as checking whether the values of the company match up to the actual culture within the workplace. This auditing process will make sure that work is being continuously done to make the workplace as accessible as possible. 

Flexible working styles have been shown to be more profitable. Holding onto the idea of a Monday–Friday 9–5 work week means possibly missing out on great talent. The ability of various organisations in different industries to go online and continue the work means that the talent pool of potential employees has gotten bigger. 

What are your top tips for talking about access in the workplace?

Be led by Disabled People

We often say that when you cater for those in the margins of the margins, then everybody will be catered for. To guarantee that you are talking about access and accessibility in the workplace in the best possible way, then you need to be led by Disabled people. You need to follow the lead of marginalised Disabled People. 

Commit to change

There needs to be a real commitment to actual change. Take into account the feedback from employees and figure out ways to action the suggestions that would make working for your company more rewarding. Essentially, tokenism is not diversity. If disabled people are only present on your website and in your teams to ‘make you look good’, then that is not access, that is a facade. 

Enhance your hiring process

During the hiring process, access could look like signposting your job openings to platforms that cater to disabled people. At the interview stage, make it clear to potential candidates that the organisation places a high value on accessibility and walk them through what is available, without them having to do the added labour. This also lets potential employees know straight off that their chance of employment will not be negatively impacted by declaring a disability, at any stage. 

Be there at every stage

During onboarding and the employee’s time with the company, make it clear that should their needs change in any way, there will always be an avenue to speak to relevant departments to ensure that they are supported every step of the way. 

Provide onboarding orientation and regular check-ins. Make it known that people will be supported from their first day to their 601st day and beyond! Life changes, and so people’s needs will change too. Make sure your workplace is flexible and robust enough to not only check in with your employees but also to do something when any potential issues are raised.