This week, Impact Experts QT features Helen Cooke, a pioneering advocate for disability inclusion in the workplace. Growing up as a wheelchair user in the 1970s and 1980s before the introduction of disability rights legislation, Helen forged a career which has been driven through the notion that no one should face exclusion for any reason – and particularly not due to disability. Today, Helen is the Founder and CEO of MyPlus, the leading authority in disability employment with expertise in student recruitment. Through MyPlus, Helen empowers organisations and individuals to view disabled talent as valuable and unique assets by providing essential resources, guidance, and confidence.
In this edition, Helen shares insights of her own impactful contributions to early career recruitment, the intersection of disability inclusion and senior leadership, and the importance of implementing action plans in the workplace.
What is your biggest impact that you are most proud of?
The whole concept behind MyPlus has, hopefully, created the biggest impact as it is all about shifting the narrative. It recognises that having a disability doesn’t make you any more special than anyone else, however your experiences do give you something extra; a ‘plus’.
In highlighting the resilience, problem solving, and flexibility skills that come along with the everyday challenges of having a disability in a world that was not built with you in mind, employers are challenged to see the fact that having a disability is a plus rather than a weakness.
When disability is reframed into a positive light, you can see talented disabled individuals exponentially grow in confidence, and realise that they have something that’s valuable and makes them unique to an employer.
What is the thing that brings you the most #workjoy?
When someone we have supported lets us know they have succeeded in their career journey – particularly at the start of their career, such as being offered a position they really wanted.
Even twenty years on, when MyPlus has helped someone to facilitate something that they might have thought was not even possible, that still makes me emotional. Being able to share the joy people feel when they are included in the world of work inspires me; it is the vehicle which drives my passion for transformative inclusion.
Which individual do you admire?
One individual that springs to mind is Andy. I’m a Trustee for a charity called the Back Up Trust , and Andy was a participant for the work skills course that I developed back in 2007 and continue to deliver. Andy has a spinal cord injury and uses a power chair.
Now, Andy is part of the senior management team at the Back Up Trust and he travels all over the world talking to other professionals in the spinal cord injury world. His disability has not limited his ambitions in either his professional or personal life. To me, Andy is a great example of demonstrating what’s possible.
What do you think is the biggest misconception about disability inclusion for businesses?
That it’s a choice. Everybody needs to be supported in the workplace and it’s not different for those who have a disability. It’s a fundamental part of any workplace.
When businesses realise that making accommodations is not difficult, time consuming, or expensive, real transformation can flourish. Andy Briggs MBE, the Group CEO of Phoenix Group, highlighted that the cost of implementing adjustments for an employee who becomes disabled is 7% of the cost to recruit. Investing in existing talent makes clear business sense.
How do transparency and openness from senior leaders contribute to creating a fully inclusive workplace with fair representation and no engagement gaps?
Transparency and openness play a vital role in fostering a fully inclusive workplace, particularly in the ability of creating an environment where employees feel valued and empowered to be authentic. It is crucial for employees to feel safe to be open about their disability, rather than having to hide it.
When leaders are transparent about representation gaps and engagement challenges, they acknowledge and validate these issues as legitimate concerns which require active solutions. This accountability is key in making meaningful changes.
Senior leaders who openly support and champion diverse talent play a crucial role in creating clearer pathways for advancement and leadership development. In demonstrating openness and vulnerability, senior leaders set a powerful example that encourages all employees to bring their whole selves to work. This transparency leads to greater trust, which in turn promotes more open dialogue about inclusion challenges and opportunities for closing engagement gaps.
What am I looking forward to with ActionAble 2025?
I am looking forward to our panel Today’s Students: Tomorrow’s Leaders, as well as hearing the other speakers’ experiences and expertise!
More broadly, ActionAble 2025 is designed to drive transformative progress. ActionAble 2025 is not about people sharing, but instead it is recognising perceived barriers and equipping people with the tools to overcome them. Every attendee will leave with a tailored disability inclusion action plan, ensuring that employers can no longer use the excuse that they don’t know how to do something – whether that be how to start centering disability inclusion or who to turn to that can help them.
What would be a great result or next step for you, your work, or the community following this event?
It has to be action! The ethos surrounding ActionAble 2025 means that attendees will not just be leaving with ideas, but rather they will be equipped with actionable, strategic steps to drive disability inclusion into their organisations.
Another key priority must be insight into early career recruitment. Today’s Students are Tomorrow’s Leaders! However, the potential of our Future Leaders can only be truly recognised if we create inclusive pathways, engage with disabled talent; and provide comprehensive support systems. It is vital that employers clearly demonstrate that people with disabilities are valued, and that they are wanted.
And an easy win is to become profiled on the MyPlus Students’ Club website which directly connects employers to disabled students & graduates.
What is your favourite quote that you would like to share?
“What makes us different is what makes us extraordinary”
