I knew I was the only FTSE100 Board director reported as having a disability 

What I didn’t know was that only 6 FTSE100 companies even report the number of all senior leaders with a disability, and only 2 report having more than 3% of such leaders. Only Lloyd’s Banking Group and BT, both organisations I know well, stand out with 12.4% and 14% respectively. Channel 4 also stand out, though they are not in the FTSE 100.

 

This almost complete absence of FTSE 100 role models in leadership, creates a culture of secrecy throughout organisations, deterring staff with support needs from getting help to be their best at work, and preventing those with lived experience from using it to design better products and services for customers.

 

It’s no surprise that, of the nearly 1 in 4 people who self ID as having some form of disability or health condition, 2 in 5 say they cannot find products and services that meet their needs. Businesses do not naturally look to solve problems they don’t see or can’t understand. 

 

So, for leaders, whilst “non disclosure” (or not sharing) is still a very personal choice, it is one that comes with consequences. 

 

A lack of openness at the top means a significant commercial opportunity forgone, a source of innovation missed, large chunks of our workforce being held back from being their best, and higher costs to recruit replacements for those who drop out of the workforce due to a lack of workplace adjustments on offer.

 

For our businesses to flourish, we must go where leaders will not go, followers will not follow.. 

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