Thursday, February 20, 2025
As you may have seen on our social media channels in recent weeks, our company is now Disability Confident Committed, which formalises our ongoing commitment to being a disability inclusive employer.
I’ve never much liked the word, ‘Disability’. It sounds like one is dissing another person’s ability. And as disabled people the world over prove every day, the determination, skill, intelligence, and competence of those who represent this often overlooked sector of society, is inspiring even to those without impairment, activity limitation, or participation restrictions.
It’s surprising therefore that the lifting industry has so much room for improvement when it comes to inclusion of disabled people. Over 7.7 million people of working age in the UK are disabled or have a health condition, which means the industry is missing out on this talent.
The Lifting Equipment Engineers Association (LEEA) recently announced the date and theme for Global Lifting Awareness Day 2025, which will be largely played out on social platforms with the hashtag, #GLAD2025. On 12 June, the association’s central theme will be, ‘Lifting Careers, Building Futures.’
True, even though the lifting industry plays a crucial role in global infrastructure, construction, manufacturing, logistics, and more, employers are struggling to recruit and retain skilled professionals. We have 11 operating depots, a head office, and a machine shop; we would like it to be more, but our progress is always slowed somewhat by access to the right people to recruit. Being more disability inclusive is one solution our sector continues to ignore.
Why?
Perhaps stereotypes endure, where people think about construction workers clambering up ladders to access cabs of sky-scraping tower cranes. But there are many different types of disability. And there’s always been more to our industry than that. In fact, if you ask me what the three ingredients of a successful, sustainable lifting and rigging equipment business are, I will say:
Competent people
Safety culture
World-class Quality Assurance
Disabled people can help achieve all three.
Wider inclusion
I was discussing this recently with Steph Jenkins, our human resources (HR) manager, who oversaw our progression to Disability Confident Committed status. As we agreed, wider inclusion is a fundamental component of growing a modern-day business.
Companies that prioritise inclusion attract a wider talent pool, create a better working environment, and benefit from diverse perspectives. Many roles in our industry can be adapted — and making workplaces more accessible benefits everyone, as Steph campaigns. Think about the many and varied roles our sector offers in inspection, sales, customer service, HR, training, etc.
Notably, the costs of making reasonable adjustments to accommodate disabled employees are often low. Meanwhile, the benefits of retaining an experienced, skilled employee who has acquired an impairment are usually greater than recruiting and training new staff. It’s also good for the individual.
I challenge LEEA and its #GLAD2025 stakeholders to commit wholeheartedly to this year’s theme, but as a byproduct of these endeavours, they should shine a light on opportunities for disabled workers in lifting, break down barriers, and challenge misconceptions.
LEEA says, ‘#GLAD2025 is not just about today’s challenges — it’s about securing the industry’s future. By raising awareness of the diverse and rewarding careers available… it will serve as a springboard for young people, career changers, and underrepresented groups to explore opportunities in lifting.’
I agree. But let’s make disabled people part of that conversation.
Human resources
Initiatives like Disability Confident remind me how HR can positively impact a business.
Too often, people think of this department as being restrictive or focussed only on disciplinary matters. Conversely, I see HR as a proactive support system. Steph’s role does indeed revolve around people, but firmly with improving processes, supporting employees, and driving initiatives in mind — and always with a view to making the company a better place to work at. It’s proactive, not reactive.
Is your HR department as productive and inclusive as it could be?
Movement of change
If you’re looking to become Disability Confident, it is designed as a continuous learning journey, encouraging employers like you to evolve and improve with every step. It’s not about achieving a static level of the concept; it’s about embracing a mindset of growth and adaptation. Using the scheme’s resources, you’ll find yourself better equipped to nurture a workforce where every member feels valued and empowered to contribute their unique talents.
As Steph explained, being Disability Confident is a unique opportunity to lead the way in your community — and you might just discover someone your business cannot do without. It was developed by employers and disabled people’s representatives to make it rigorous but easily accessible, particularly for smaller businesses.
Three levels are designed to support you on your Disability Confident journey:
Disability Confident Committed (Level 1)
Disability Confident Employer (Level 2)
Disability Confident Leader (Level 3)
You must complete each level before moving onto the next. More information is readily available online.
Why not start the process now and report on your progress as part of #GLAD2025 campaigning?
Port of call
LEEA has unveiled the first floorplan for its LiftEx show, which takes place 18-19 November at the Exhibition Centre Liverpool. As the event’s lanyard and water sponsor, it was good to see our exhibition stand at the front of the show floor, just to visitors’ right as they walk through the entrance. We’re working on another new-look expo concept — watch this space.
Steve Hutin
Managing Director
Rope and Sling Specialists Ltd
