“Investors went from £300k to £30k when I told them I was disabled.” After experiencing challenges related to her own disability, Beth Kume-Holland decided it was time to take action and transform workplaces to become more inclusive.
On a mission to create more opportunities for those in the disabled community, Beth had the idea to create Patchwork Hub, a disabled-led employment platform and provider of training and consultancy services.
At the start of her conversation with investors, they were willing to offer her £300,000, but once she disclosed her own disability, they quickly dropped this figure to £30,000.
But no barriers were going to stand in Beth’s way, as she found new investors who were much more value aligned.
In this episode, we explore the power of flexible working, how businesses can make themselves more inclusive and accessible, and the issues disabled entrepreneurs have with access to funding.
Here is her unfiltered advice below:
“It feels like this is such a great time to be talking about this topic because during the pandemic, I felt like it was this amazing moment for those who needed to work from home, who had a disability, had a chronic illness because it proved to the world as a whole that you can do this job remotely.”
“But here we are a couple of years on, and I kind of wanted to check in with you and find out, is that still the case? How is the situation looking for those who want to work and have a disability?”
“That’s a good question. So yeah, the pandemic was, for all of the difficulties that it brought, and especially for disabled people as well and everything that brought with it, it did validate that remote working works, flexible working works.”
“It’s a shame that it, I think, took a pandemic for society to adjust, to make those sorts of adjustments that disabled people had been asking for, for decades and had been denied for a really long time. It made the world of work a lot more accessible in that way.”
“And certainly with Patchwork Hub, I remember in 2019 when I spoke to employers about what we were trying to do and about more accessible ways of working, they loved the idea, but they were like, ‘We don’t have jobs that can be done remotely. We don’t have jobs that can be done a little bit more flexibly.'”
“I think for most people it was like one day a week, with Fridays working from home. That was the typical response.”
“Whereas now, there’s a real moment of opportunity I think for employers and for businesses to ensure that as we move into a hopefully post-pandemic world and sort of the new normal, to make sure that those accommodations and those accessibility adjustments stay not just for disabled people, but people who might have caring responsibilities, might be parents.”
“It makes the world of work so much more accessible for so many people. So it’s a real moment of opportunity, I think.”
“So, Beth, set the scene for me. Tell me about this disability employment gap. How big is this issue?”
“So, just to initially explain, the disability employment gap for anyone who’s unfamiliar, it’s basically the difference between the employment rates of disabled and non-disabled people, and I think the latest data, it stands at around 30% lower than the employment rate for non-disabled people. And it’s a really serious issue.”
“I think first of all, it represents a serious failure and letting down of disabled people in the country. While there’s obviously some disabled people unable to work due to their health, and that’s really important to recognize.”
“There’s far too many disabled individuals who have the skills, the qualifications, and the desire to work, but they’re being held back by barriers in the workplace. These barriers can include lack of accessibility, discrimination, and misconceptions about disability.”
“It’s crucial for businesses to understand that creating an inclusive workplace is not just about compliance with legal requirements but also about tapping into a diverse talent pool and reaping the benefits of a more inclusive workforce.”
“By implementing flexible working arrangements, providing reasonable accommodations, and fostering a culture of inclusivity, businesses can attract and retain talented individuals with disabilities, who can bring unique perspectives and contribute to the success of the organization.”
“Moreover, it’s essential for businesses to address the issue of access to funding for disabled entrepreneurs. Many disabled individuals face significant challenges when seeking investment for their ventures, as they often encounter bias and prejudice.”
“Investors may have unfounded concerns about the capabilities of disabled entrepreneurs or may underestimate the market potential of products or services targeting disabled consumers. This lack of support and funding opportunities further perpetuates the disability employment gap.”
“To bridge this gap, it’s crucial for investors and funding institutions to recognize the value and potential of disabled entrepreneurs. By providing equal opportunities for funding and actively seeking out diverse entrepreneurs, we can create a more inclusive and vibrant entrepreneurial ecosystem.”
“In conclusion, creating inclusive workplaces and empowering disabled entrepreneurs requires a collective effort from businesses, investors, and society as a whole. It’s time to break down barriers, challenge misconceptions, and embrace the talent and potential that exists within the disabled community.”
“By doing so, we not only create a more equitable society but also unlock the innovation and creativity that comes from diverse perspectives. Let’s strive towards a future where everyone, regardless of their abilities, has equal opportunities to thrive in the workplace and contribute to the growth and success of our economy.”