Medibank’s approach to workplace flexibility means employees with disability don’t have to ask for special treatment. Medibank Inclusion Advisor Shelley Matheson writes about the benefits of an inclusive work environment for employees and managers.
Flexibility at work is so important to me, because, like many people, life can be unpredictable. For me as a disabled person the flexibility and autonomy I have means I can adjust my workday around my unpredictable energy and pain levels.
“In previous workplaces, the lack of flexibility meant that I was constantly just getting through the week as best I could, having to work part-time to manage my health and wellbeing. Here at Medibank, I can work in a way that works for my health and well-being and that of my family too.
“The flexibility also means that I can juggle three full-time jobs, being a Mum, playing wheelchair basketball for Australia, and Inclusion Advisor at Medibank (in no particular order!).”
Inclusion to me is not something that you necessarily see, but it’s something that you feel. Being a visibly disabled person for as long as I can remember I have developed a sixth sense of when I am welcome, respected and my opinion and lived experience is truly valued.
I have experienced other workplaces where there is not this flexibility and value in lived experience. For me, that meant I was often pushed to my physical limits by having to be sitting in my wheelchair from 9-5 in an office because there wasn’t the flexibility to work from home.
Medibank is the first workplace where there has been a dedicated Employee Network that is specifically in place for disabled employees. Not only is there a network group, but this group is encouraged to share experiences and ideas for how we can progress as an organisation to not only the CEO but also to a bi-monthly D&I Council.
Coming into a team that already was disability confident made a huge difference for me. It helped that a former teammate of mine, Leanne Del Toso had paved the way. So often the unknown of disability, and not wanting to say the wrong thing makes people uncomfortable and rather than risk getting it wrong, they tend to ignore or isolate an individual. I’ve had that experience in other places but nothing like that here.
My team and leaders constantly encourage me to share how I experience different experiences in regard to disability and beyond and they are always open to listening and learning.
An inclusive environment for me is the difference between being happy at work or not. I know that the environment I am lucky enough to work in right now is the result of a lot of people in previous years understanding the importance of and investing in inclusion. I know we are not perfect at Medibank, and I know I am afforded a lot more flexibility than those on the front line by the nature of the work they do.
The important part for me is that leaders in the business are listening to these experiences and are striving to make the working environment better for everyone.
My advice to leaders is to keep fostering an environment where everyone is welcome and appreciated. You may be leading a disabled person now and not know it. Don’t shy away from disability, embrace it. A disabled employee may do things differently than their non-disabled peers but you will grow and develop as a leader when you learn to adapt the way you lead.