Introduction
Workplace inclusion is gaining more attention, and discussions about disability disclosure are becoming increasingly important. The UK government has proposed the Equality (Race and Disability) Bill, which may require businesses with over 250 employees to report how many disabled people they employ. This would be similar to gender pay gap reporting. According to MP Annaliese Dodds:
“The Equality (Race and Disability) Bill will introduce mandatory ethnicity and disability pay gap reporting for large employers and extend the right to make equal pay claims to ethnic minority and disabled people.”
Unlike gender reporting, a key difference is that 80% of disabled people in the UK have an invisible disability, according to the UK parliament, which they would have to disclose in order to be counted. This is not mandatory, but it does pose an opportunity for employers to set a standard for inclusivity in their practices.
The goal of this bill is to improve transparency, highlight inequalities, and encourage businesses to take steps toward greater inclusion. However, for this to work, employees need to feel safe and supported when sharing their disabilities in the first place.
Many corporations are keen to collect this data, but the reality is many employees often choose not to disclose their disability at work. This can happen for many reasons, including fear of stigma, lack of awareness, and concerns about workplace culture. To create a space where disabled employees feel comfortable sharing their needs, businesses must understand and address these barriers. In this post, we’ll discuss why some employees don’t disclose their disability to employers and how workplaces can foster inclusion so employees feel supported.
Why Don’t Some Employees Disclose a Disability?
Despite the growing emphasis on workplace inclusion, many disabled employees remain hesitant to disclose their condition. Here are some of the key reasons why:
- Fear of stigma – Many employees worry that disclosing their disability may negatively impact their career progression, job security, or relationships with colleagues and managers, even subconsciously.
- Exclusionary forms – Standardised forms often fail to account for the full diversity of disabilities, making it difficult for some employees to accurately represent their experiences.
- Not identifying as disabled – Some people don’t believe they fit the label of ‘disabled’ for many reasons, even if they fall under the umbrella. Neurodivergent employees, those with chronic illnesses or fluctuating impairments may not perceive themselves as disabled due to societal perceptions or a lack of formal diagnosis.
- Lack of visible inclusion – If employees do not see disability being openly discussed or represented in leadership, they may feel hesitant to disclose their own condition, or not feel the need if they don’t believe any accommodations could be made to help. If disability has never been brought up in the workplace or they have never been asked, it may not have occurred to them to disclose it.
Understanding these concerns is the first step toward change. Businesses must actively challenge stigma, foster open communication, and embed inclusivity into their policies.
How Businesses Can Foster an Inclusive Environment for Disclosure
For employees to feel safe disclosing their disabilities, businesses must actively cultivate a culture of trust and inclusion. Here are some practical ways to achieve this:
– Encourage open conversations – Normalising discussion about disability can help break down stigma. Leadership should lead by example, sharing their own experiences where appropriate and encouraging honest discussions.
– Ensure inclusive policies and processes – Workplace policies should be regularly reviewed to ensure they support disabled employees. This includes making reasonable adjustments easily accessible, ensuring flexible working options, and providing appropriate accommodations.
– Review data collection methods – Disability disclosure forms should be clear, inclusive, and reflective of a wide range of disabilities. Providing an option for employees to elaborate on their needs, rather than simply selecting from a checklist, can make a significant difference. Be transparent on why you’re collecting the data and that disclosure does not mean ‘coming out’ as disabled to everyone in the company.
– Train managers and HR teams – Line managers play a crucial role in shaping workplace culture. Training on disability inclusion can help them feel more confident in discussing reasonable adjustments, addressing unconscious biases, and creating a more welcoming environment.
– Create visible representation – Showcasing disability inclusion within company communications, leadership, and employee networks can help employees feel seen and supported. Employee resource groups and mentoring programmes can also be valuable in fostering a sense of community.
The Impact of Disability Inclusion Training
Homes for Students, one of the UK’s largest student accommodation providers, recognised that while its employees were open to diversity, many lacked confidence in discussing and supporting disability at work. To change this, they partnered with Celebrating Disability to deliver interactive training. These sessions increased understanding, tackled misconceptions, and equipped managers with the tools to create a more inclusive workplace.
The results were clear. After the training, the company saw a 90% rise in staff sharing their disabilities. Employees felt more comfortable discussing their needs, and managers gained a better understanding of how to support them.
Key lessons from this partnership include:
– Recognising that disability goes beyond visible conditions
– Using inclusive language and communication
– Implementing reasonable adjustments with confidence
– Understanding the role of education in changing workplace culture
This case study shows the real benefits of investing in disability inclusion. When businesses take proactive steps, they create workplaces where employees feel valued and supported. Our training helped Homes for Students make this change, and the results speak for themselves.
The Takeaway
Encouraging disability disclosure in the workplace is about more than just meeting reporting requirements. It’s about fostering a culture where employees feel valued, respected, and supported to be open. Businesses that take the time to understand the barriers to disclosure and actively work to address them will not only create a more inclusive environment but will also benefit from a more engaged and diverse workforce.
At the end of the day, disclosing a disability is a very personal decision for an employee, and not one that can be rushed or forced. However, with these practices, there’s a good chance that employees will feel more able to disclose their disability if the framework is there to support them.
At Celebrating Disability, we specialise in helping businesses develop inclusive workplace cultures where disabled employees feel empowered to be their authentic selves. Through tailored training sessions like the one we provided for Homes for Students, we provide businesses with the knowledge and tools they need to embed disability inclusion at every level.
Would your organisation benefit from similar training? Not sure where to start? Get in touch with us to find out how we can help you build a truly inclusive workplace.