Embedding Disability Inclusion in the Workplace with Pride

July marks Disability Pride Month, a national campaign to celebrate the strength, identity, and visibility of disabled people. This month is about education and awareness, but it’s also about challenging outdated attitudes, amplifying lived experiences, and recognising disability as an important part of human diversity. The theme for this year’s celebration is “We Belong and We’re Here to Stay". This message highlights the resilience of the disabled community while also acknowledging that many are often overlooked in areas such as society, media and as we will be exploring here, the workplace!

Disability and the Equality Act 2010

The Equality Act 2010 protects people from being treated unfairly at work because of a disability. It covers both physical, non-visible and mental health conditions, as long as they have a long-term and significant impact on day-to-day life. This includes neurodiverse conditions such as ADHD, Autism etc.

For employers, it’s not just about being fair, it’s also a legal requirement. The law says you cannot treat someone unfairly because of a disability. This includes how employers hire, promote, support and covers all stages of the employee lift cycle. This also means making reasonable adjustments when someone needs them, such as flexible hours, alternative equipment, or small changes to the way a job is done. The most effective workplaces don’t just follow the ‘rules’, they go further and embed a culture where disabled people feel supported consistently, not just when an issue arises or when it’s an awareness month such as this.

 Disability in Employment: What the Stats Say?

➔   1in 4 of the working-age population are classed as disabled

(UK Government, The employment of disabled people 2024)

➔   In 2023, the disability employment rate in the UK was 53.3%, compared to 82.5% for non-disabled people.

(ONS, Labour market status of disabled people, May 2024)

➔   Around 1 in 3 disabled workers say their employer has not made the reasonable adjustments they need to do their job effectively.

(TUC, 2022 report: Disabled workers' experiences of the workplace)

➔   Around 70% of disabilities in the UK are non-visible, including mental health conditions, neurodivergence, and chronic illnesses.

(Hidden Disabilities UK & UK Gov Estimates)

These statistics highlight quite clearly that disabled people are still facing significant barriers in the workplace. The employment gap remains wide, with disabled people 29% less likely to be in work than non-disabled peers and we can see that even when employed, many are denied the adjustments they need (and legally deserve).

For leaders and organisations, these numbers can be used as signals to suggest that policies alone aren’t enough. The culture plays a big part when it comes to disability inclusion. This means listening, adapting, and consistently embedding equity into everyday practice.

4 Ways to Embed Disability Inclusion 

Disability inclusion doesn’t have to cost a fortune. Here are 4 low-cost, high-impact ways leaders and organisations can embed disability inclusion into their workforce, with a focus on building a positive and compassionate workplace culture.

1. Listen First: Create Safe Spaces for Honest Conversations

Encourage open dialogue by creating regular opportunities for disabled employees to share their experiences and address any barriers they may be facing. This could be through check-in sessions, anonymous surveys, staff networks or performance reviews. Make it clear that disclosure will be met with support, not judgement.

2. Lead by Example: Talk About Inclusion, Live It Daily

When leaders actively speak about disability inclusion, share learning moments, and model inclusive behaviours, it sets the tone for the whole organisation. Compassionate and inclusive leadership starts at the very top. This alone can be so powerful in shifting culture from compliance to care, and encourages others to follow suit.

3. Prioritise Reasonable Adjustments

A streamlined, flexible approach to adjustments shows empathy and respect. Don’t overcomplicate it, ask what someone needs, and work together to make it happen, taking into consideration your legal obligations.

4. Make Disability Inclusion Part of Everyday Conversations

Go beyond Disability Pride Month. Share stories, recognise contributions, and celebrate disabled role models across the business not just in July or awareness days. Make disability inclusion a consideration in all aspects of work; when planning meetings, considering organisational changes etc.

Lived Experience Perspective from our Wellbeing & Brilliance Creator

I live with a range of disabilities that impact on my personal and work life in various ways. I have Epilepsy and Cyclical Vomiting Syndrome (CVS), both non-visible disabilities that have shaped my journey through life in ways that are messy, surprising, and, yes, sometimes even beautiful. I haven’t had an epileptic seizure in over 12 years and have been lucky to find the right medication that keeps it at bay. However, my experience with Cyclical Vomiting is ongoing and has impacted me significantly over the past 6 years.

I’ve worked a lot with working individuals with a disability, in many settings, and one thing that always comes up in conversations when discussing the challenges of working with a condition, is the unpredictability. For me, this certainly has been the most difficult aspect of my condition to adapt to. Episodes flare up cyclically, without warning and with little consideration for whether I have anything planned. This can be hard to navigate, but in my experience, I’ve found it much easier to accept the lack of control than to try ‘beat it’.

Over the years, I’ve had some positive (and not so positive) experiences of navigating my disability in work environments. There are many things’ employers must do to adhere to legal regulations when supporting employees with a disability, but it’s also about how they do it. A compassionate and approachable manager who is up for hearing your experiences over a coffee can do wonders. Reasonable adjustments are also crucially important and have been a big support mechanism for me during my working life.

There is still a lot of stigma attached to employees with a disability, including an expectation that they must not be as capable as other employees or will be a liability due to sick days. I believe tackling those myths and opening up a dialogue about all disabilities is the first step in promoting a healthy workplace culture.

Ben B. , Wellbeing and Brilliance Creator