Working with a disability and overcoming obstacles

We want to support our colleagues any way we can, and we’re determined to embed a culture that provides everyone with the encouragement, motivation and confidence they need to be the best they can be. A fundamental element of an inclusive workplace is awareness. Some difficulties that people live with are visible, others not so much. When people don’t really understand something, it’s easier for barriers and bias to develop. Our inclusion policy promotes an open and honest working environment where diversity is celebrated, and people know where they can go for support.

Whether you have a physical disability, a mental health issue, or a personal crisis, we want to remove as many limitations as possible. By encouraging an inclusive workforce where people feel they can speak out, we aim to understand and respond to the different needs of our people.

Tamara Postma, one of our Rates Business Managers within NatWest Markets, told us what it’s like to work with a disability, and just how much support there is out there.

"I think being a woman in banking can sometimes be difficult – and being a disabled woman is even harder. People often think that because I'm physically disabled, that I’m mentally disabled too. I've got cerebral palsy; I'm spastic quadriplegic. In other words, all my limbs are affected, but not my intellect.

"But when I walk into a room for the first time, instead of speaking to me directly, people talk to one of my colleagues instead. This makes the first six months in a new role quite difficult for me as I overcompensate to prove that I'm able to do the job just as well as anyone else.

As a graduate in South Africa, I was told that I would never work in Front Office because of my disability.

"My career at RBS started in 2010 when I was offered an opportunity within Market Risk. Prior to this I worked for another bank in South Africa. As a graduate in South Africa I was told that I would never work in Front Office because of my disability. This stuck with me for quite a while and I was determined to prove them wrong.

"I use a mobility scooter to get around. One of the first obstacles I had to overcome when I joined RBS was to get a lift installed in the building I was working in. Prior to this, the security guards had to carry my scooter up the escalator, which raised safety concerns. The lift was then used by other disabled people and mothers with prams, which gave me great joy. In the six years I've worked for the bank I've had three electric doors, one ramp and one disabled lift installed. Hopefully things will be easier for future disabled employees.

"RBS has always done everything it can to make my life as easy as possible and embraced the fact that I'm different. Last Wednesday for example I spilled an entire cup of coffee over myself. My manager had no issues with me going home to change and work from there.

For a company to be a successful employer for disabled employees, it's crucial that flexible working arrangements are promoted from the top down.

"Over the years I've learned to make things as easy as possible for myself to lead a corporate life. I have a carer who comes in at 6.30am to help me get ready for work; this includes washing, makeup, hair and getting dressed. I get into work between 8:00-8:30am. I drive into work as the underground can't accommodate my needs. RBS kindly allocated a parking space for me below the building. I try to leave work at 5.30pm as my body can't physically handle longer hours. I also go to the gym three times a week, during my lunch break, to keep my body strong and my muscles active. My team is completely supportive of this.

"We had an event where two severely physically disabled young men spent a week with RBS as part of the Whizz-kids programme. I felt really humbled by the experience. I know how hard it is for them and what they need to overcome to have a successful career.

If you don't know how to react, or what a colleague may need support with, the easiest way is just to ask!

"I now sit on the NatWest Markets Diversity Council, which gives me the opportunity to make a difference for future disabled colleagues. I would like to see the number of disabled employees in RBS increase. I believe disabled graduates should be hired on merit, but senior leaders play a vital role in their mentoring to help them flourish in the business. Personally, I think line manager training around the recruitment of disabled people will always be useful too.

"Education is key, but the most effective way to demystify disability is to work alongside a disabled person. And remember, if you don't know how to react, or what a colleague may need support with, the easiest way is just to ask!"

We’re proud and delighted to have recently been Gold rated by the Business Disability Forum (BDF), the UK's leading corporate benchmark which measures progress towards becoming a disability-smart organisation. This is a wonderful reflection of the hard work of all our colleagues who’ve worked persistently to create a diverse and inclusive culture across RBS. And although this demonstrates our progress, we’re aware that there’s always more we can do to accommodate our employees, and we’re determined to continue evolving in this area.