Why Disability Inclusion can no longer be optional in the workplace
A few years ago, I sat across from a hiring manager who proudly told me, "We treat everyone the same here."
It was meant to reassure me. Instead, it made my stomach drop.
Because if you're treating everyone the same, you're ignoring the different realities we all live with.
And for disabled people? That silence can be deafening.
Today, there are over 16 million disabled people living in the UK. That's one in four adults.
One in four colleagues.
One in four customers.
One in four friends.
And yet, in many organisations, disability inclusion is still an afterthought. Something to "get around to" when there’s more time, more money, or more pressure.
But the clock is ticking.
Legal changes are coming that will tighten expectations on accessibility, reasonable adjustments, and workplace equity. But beyond compliance, the real question is:
Who are you building your workplace for? And who are you leaving behind?
This isn’t just about Law. It’s about People
For so many disabled people, the workplace isn't just a place to earn a living.
It’s a place where you’re constantly calculating:
Will the interview panel judge me if I ask for adjustments?
Will I have to work twice as hard to prove I'm capable?
Will I be included in team lunches, social events, leadership programmes?
Disability inclusion isn't about sympathy. It’s about fairness, access, and opportunity.
And it’s about recognising that disabled talent isn’t rare, it’s just routinely locked out.
What happens when you open the door?
You find employees who are adaptable, innovative, loyal, and creative problem solvers. Skills every organisation desperately needs right now.
So why are we still getting it so wrong?
It’s not the cost. (Most workplace adjustments are cheap — or free.)
It’s not the lack of disabled talent. (There’s plenty.)
It’s discomfort.
It’s fear of getting it wrong.
It’s the false belief that inclusion is a "nice extra," instead of a fundamental part of good leadership.
But something I remind organisations all the time is that disability can happen to anyone, at any point in their lives.
An accident.
An illness.
A diagnosis you never saw coming.
It happened to me in 2020, when I was diagnosed with Breast Cancer.
Building accessible workplaces isn’t just for "them." It’s an investment in your future, too.
If you’re ready to get this right, here’s how you start
The best workplaces don’t wait for legislation to force their hand.
They lead the way.
They get curious. They get humble. And most importantly, they get moving.
They:
1. Design hiring processes that are accessible from day one
2. Listen to disabled voices and pay them for their expertise
3. Build a culture where asking for support isn’t seen as a weakness
4. Make accessibility a design principle, not a retrofit
Let's talk about what's possible
Imagine a workplace where no one has to hide parts of who they are just to survive the day.
Imagine teams where different ways of thinking, moving, communicating, and solving problems are not just tolerated but celebrated.
Imagine leadership that sees everyone, not just the ones who fit an outdated mould.
That future is 100% possible, but will you choose to build it.
If you’re ready to move, let’s talk. Book a free discovery call for DIA (Disability Inclusion and Accessibility) Training.
#Leadership #AccessibleWorkplaces #BelongingNotOthering