An incident involving the denial of access to a disabled toilet at a Greggs location has highlighted hidden disability discrimination in the workplace. The incident occurred when an employee at the food retailer demanded proof of Evan Francis’s disability before allowing her to use the facility. Francis, who lives with Fowler’s Syndrome—a condition that is not visibly apparent—found herself required to show her catheter bag as evidence.
In response to this incident, HR leaders are urged to take steps to prevent discrimination against those with non-visible disabilities. The emphasis is on fostering an environment where employees feel safe to disclose disabilities without fear of bias. Building an inclusive culture that emphasizes empathy and open communication is crucial. Experts like Martyn Sibley and Simon Houghton advocate for training programs focused on educating employees about hidden disabilities to reduce ignorance and misconceptions.
Training plays an essential role in equipping staff to act as allies and promote a psychologically safe environment. This approach advocates for viewing disability beyond just a visible condition. Additionally, establishing robust protocols for addressing discrimination promptly is necessary to ensure effective handling of such incidents. Joanna Hurry highlights the importance of thorough investigations to use these events as learning opportunities for improving policies.
The Greggs incident serves as a broader reminder of the challenges individuals with non-visible disabilities face. Through continuous education and policy refinement, workplaces can become more inclusive, ensuring support and respect for every employee, regardless of the visibility of their condition. The incident underscores the need for greater understanding and proactive engagement regarding disabilities within professional environments.
