Inclusion for all in the workplace is paramount, this is equally true for disability inclusion in the workplace. Although many companies already have dedicated DEI (Diversity, Equity, and Inclusion) teams to foster inclusion and help employees feel empowered in the workplace, progress still needs to be made to ensure everyone has the ability to thrive, no matter who they are.
Many middle and line managers struggle to know what to do to further promote inclusivity, especially when budgets are stretched and decisions around disability are out of their control. This blog post will break down that misconception and demonstrate exactly what you can do in your workplace, no matter your role. Inclusivity benefits everyone, and everyone can do their bit.
But quickly: what does disability inclusion in the workplace look like? It’s a place where…
- Employees feel comfortable disclosing their disability (if they choose to do so).
- Barriers are removed for disabled employees to work to their full potential.
- Disabled employees feel supported and included.
- The workplace culture is friendly, open to change, and evolving.
Why Disability Inclusion in the Workplace Matters
According to the UK government, more than 10 million working-age adults in the UK are either disabled or have a long-term health condition. Over half of these individuals are currently in the workplace, yet many more are eager to showcase their unique skills and talents but lack the necessary support to do so. For the 5.53 million disabled people already in work, numerous barriers still exist, making it difficult to access the support they need to reach their full potential.
Challenges faced by disabled employees and customers:
Disability inclusion often brings to mind larger, physical changes like implementing access for wheelchair users through ramps or lifts. These are obviously very important, but inclusion is much broader and covers a range of topics.
Here’s a quick list of possible barriers that disabled people may face in the workplace:
Physical Barriers: Inaccessible facilities, such as toilets, kitchens, or entrances without ramps or lifts.
Digital Barriers: Tools and documents that are incompatible with assistive technologies, or lack captions and alternative text.
Communication Barriers: Limited access to alternative communication formats or follow-up materials.
Policy Gaps: Insufficient flexible working options or unclear processes for requesting adjustments.Social Barriers: Stigma, exclusion from activities, or fear of discussing accessibility needs.
Practical Steps for Middle and Line Managers to Foster Inclusion
1. Foster open communication:
- Create a safe, supportive environment where team members feel comfortable sharing their accessibility needs. Encourage employees to be open about their needs whilst still being respectful.
- Make conversations about accommodations a regular part of workplace dialogue to reduce stigma.
2. Review internal practices:
- Ensure meeting materials, documents, and communications are accessible. Encourage the use of tools or conduct an internal document audit (a service we offer) to ensure accessibility compliance.
- Embed accessibility into everyday workflows, ensuring it becomes an ongoing practice rather than a passing trend. Keep review.
3. Small adjustments, big impact:
- Offer small but impactful adjustments, such as adjustable desks (if possible), alternative text for images, and captions for videos. These ‘quick wins’ can significantly improve accessibility.
- Use clear and simple language in all communications to improve understanding.
- Over email, make sure text is in a standard font (such as Arial, unless specified otherwise) and is formatted in a way that isn’t overly complex.
- Promote hybrid working options and flexible schedules where feasible.
4. Lead by example:
- Demonstrate a personal commitment to inclusion by practising what you promote.
- Share your own journey to becoming more inclusive and inspire others to follow.
Empowering Employees to Take Action
Creating allies across the workforce:
- Encourage participation in disability inclusion workshops or offer training sessions tailored to your team’s needs (we’re happy to help—get in touch!).
- Establish peer-support networks where employees can connect and support one another, fostering a sense of belonging.
Highlighting resources:
Provide employees with resources to create accessible documents and direct them to HR or accessibility teams for further support.
Fostering Disability Inclusion in the Workplace: The Role of Senior Management
While middle and line managers play a crucial role in fostering inclusion day-to-day, higher management can amplify this change company-wide. Here’s how executives can make a lasting impact:
1. Invest in Inclusion Audits and Training
Executives can lead the way by commissioning inclusion audits and organising tailored training for their teams. These audits can identify barriers in current practices, policies, and both internal and external documentation, providing a clear roadmap for improvement. Training empowers employees to adopt inclusive practices, ensuring inclusivity becomes embedded in the company culture.
At Celebrating Disability, we offer tailored accessibility audits and bespoke training sessions to help organisations identify and address gaps. Booking a consultation is a practical first step towards creating a workplace where everyone can thrive.
2. Create Inclusive Policies
Senior leaders can set the standard for inclusion by implementing policies that support disabled employees and customers alike. This includes implementing clear processes for requesting reasonable adjustments, embedding accessibility into recruitment, and ensuring flexible working options are standard.
When executives lead with inclusivity, it signals to the entire organisation that disability inclusion is a priority. By modelling this commitment, they create a ripple effect, inspiring employees at every level to embrace and support a more inclusive culture.
This section highlights actionable steps for higher management while naturally promoting your company’s services. It positions executives as key players in driving change without overshadowing the contributions of middle and line managers.
The Takeaway
• Middle and line managers can foster inclusion through meaningful, everyday actions.
• Inclusion is everyone’s responsibility—employees at all levels can champion it.
• Fostering inclusion is essential, and with the right tools, training, and mindset, it’s achievable for everyone.
For middle managers and employees: Share tips with your team, identify one change you can make this week, and start conversations about inclusion.
For executives and decision-makers: Book a consultation or training session with Celebrating Disability to explore how we can help you create a more inclusive workplace.