Zitko Group has dedicated July to focusing on and improving the EDI policies, specifically regarding mental health and disability awareness.
The pandemic caused a shift in society’s perception of individual needs and, as the effects from the disruption are still being felt, the need for empathy and special considerations is greater than ever. This need rightfully extends to the treatment of staff by management.
Unprecedented upheaval
The unprecedented upheaval of the last few years has caused us to focus on its implementation
Zitko has always understood the importance of EDI in the business, however, the unprecedented upheaval of the last few years has caused us to focus on its implementation with renewed determination.
That is why they have a number of measures in place to make the company inclusive to those with disabilities and mental health conditions.
Work From Anywhere policy enables staff to carry out their duties from wherever is most suitable for them, meaning anyone can be part of the company without the constraints of inadequate accessibility playing a role.
Multitude of reasons
In addition, the Flexitime policy was implemented so Zitko could fit around the individual, not the other way around. Whether it’s because of a disability or a mental health condition, people need time away during the workday for a multitude of reasons, each reason being unique to the individual and their circumstances.
It could be a medical appointment, some physical therapy, a sensory timeout, a jog, or even a nap. Not everyone is able to function effectively during the same eight hours, day in and day out. To expect them to do so is unreasonable and ableist.
The topic of mental health
Zitko has also provided each member of staff with private healthcare which includes mental health
To ensure that the people know their needs are always the priority, Zitko has also provided each member of staff with private healthcare which includes mental health support and guidance.
They are committed to preventing the topic of mental health from becoming taboo in the company, which is why they have a Mental Health Champion who leads the Mental Health Team in keeping personal wellbeing at the forefront of the business.
Already they are seeing the positive effects of these policies as they enable the people to be confident and forthcoming with sharing their struggles. Three members of the Zitko team have written insightful and deeply personal pieces on their own mental health and how Zitko has helped them, with others talking openly about their experiences on LinkedIn.
Symptoms of mental health conditions
However, as employers, they must realize that it can’t always be the individual’s responsibility to share their struggles with their managers. Often, the symptoms of mental health conditions are suppressed out of shame or fear of drawing attention, meaning senior pioneers need to get better at intervening.
This is why the Zitko Leadership Team is about to embark on the Mental Health First Aider Course and will then train the next generation of managers on what they learned. This is being done so they can spot the signs and better understand poor mental health in others.
Disabilities and mental health disorders
These efforts aside, they recognize there is still more to be done before Zitko is totally inclusive to those with disabilities and mental health disorders. They may have only scratched the surface for now but they are committed to bettering the practices and policies until they are an industry pioneer in EDI.