25 July 2025 - 4 min read
When we talk about diversity and inclusion in the workplace, disability often gets left out of the conversation, especially when the disability isn’t visible. However, real inclusion means recognising and supporting the wide range of physical, mental, and neurological differences that people live and work with every day.
In this blog, we explore what disability in the workplace truly means, how discrimination can manifest, and what employers and employees alike can do to create more accessible working environments.
Disability in the workplace is where all forms of disability are acknowledged, respected and actively supported, so that those employees with physical, mental, sensory, and neurological differences feel included at work.
Disabilities take many forms, some seen, others unseen. For example:
In work setting, for instance, if a mental health condition, like anxiety, is chronic, severe, and has a significant impact on someone’s ability to do their day-to-day role, then it’s considered a disability.
However, disability isn’t just about the condition itself, it’s about the interaction between the person and their environment. A workplace is considered inclusive when it removes unnecessary barriers, provides the required accommodations, and supports all employees in performing to their full potential.
The reality is, however, that many employees don’t speak up about their disability due to fear of being stigmatised – with disability discrimination claims in the UK surging 30% in recent years.
Disability discrimination in the workplace is when an employee or job applicant is treated unfairly or less favourably because of a disability.
In the UK, the Equality Act 2010 legally protects individuals from discrimination in the workplace and wider society. It states that employees with disabilities are entitled to fair treatment, protection from discrimination and harassment, and the right to reasonable adjustments to help them carry out their roles effectively.
However, it’s clear that many employers still have doubts about those with disabilities, with a recent report claiming that disabled job seekers in the UK generally have to submit 60% more job applications than non-disabled people.
Failing to put the right adjustments in place or letting unfair treatment slide doesn’t just impact job seekers or employees though, it can also lead to serious legal and reputational risks for companies.
To give you more insight, here are three common forms of workplace disability discrimination, and how they present themselves in the workplace:
Direct discrimination happens when someone is treated unfairly because of their disability, like being overlooked for a promotion despite meeting all the criteria.
Indirect discrimination is less obvious but just as harmful, such as having “one-size-fits-all” policies that ultimately end up excluding disabled employees. For example, regular team-building activities that aren’t accessible to disabled employees.
Employers are expected to remove unnecessary barriers that make it harder for disabled employees to do their jobs. An example of not meeting this criterion would be refusing flexible hours to someone managing a chronic condition.
This includes hurtful comments, exclusion, or punishing someone for speaking up.
For example, colleague’s making jokes about someone’s mental health or belittling them for needing a certain level of support.
A big part of making work more accessible for everyone is understanding what kind of support disabled employees might need to thrive and that’s where workplace accommodations, sometimes called reasonable adjustments come in.
Creating an accessible workplace where disabled staff feel genuinely supported isn’t just good practice, it’s essential.
To make sure of this, a strong diversity and inclusion strategy that goes beyond surface level policies and focuses on everyday actions that prevent disability discrimination and empower disabled employees is key.
Here’s how employers can lead the way:
Your managers set the tone. Giving them proper training on disability awareness helps them understand both visible and invisible disabilities, challenge unconscious bias, and handle conversations with empathy.
When leaders are educated and confident, they’re more likely to respond fairly and supportively, whether that’s during performance reviews, team planning, or when someone asks for adjustments.
As an employer, regularly discuss questions with senior leadership and decision makers, like:
Asking these kinds of questions helps employers stay focused on what really matters, the root cause. Additionally, regular audits help identify gaps in how employers are supporting disabled staff, and where reasonable adjustments can be made.
These adjustments can look very different depending on someone’s needs, whether physical, mental, or neurodiverse. For example:
If you’re an employee who feels you could benefit from adjustments, the first step is to have an open chat with your manager or HR. Remember that this conversation is about what works best for you. Don’t let your employer tell you what this looks like.
For HR leaders and business leaders, it’s key to listen actively, be flexible, and work with employees to implement changes quickly and fairly.
The bottom line is employers need to make sure workplace accommodations are clearly offered and easy to request at any stage.
A people-first culture doesn’t just come from HR; it grows from everyday behaviours.
Encouraging employees to have open conversations around disability, makes it clear from the get-go that inclusion is a team effort. This means employees will feel safe speaking up and being themselves, which is when real change is likely to happen.
By combining practical training, regular process reviews, and a human-first culture, employers can create a workplace where diversity isn’t just welcomed, it’s celebrated.
Technology should empower all employees, not cause hindrance. Ensuring your workplace tech is accessible helps remove barriers for disabled staff. This could look like platforms that are compatible with screen readers, offering captions or transcripts for video content, and avoiding tools with overly complex navigation.
When employees can use non-discriminatory technology, whether this be for accessing internal systems, joining virtual meetings, or completing training, it helps create a fairer workplace that supports everyone, not just those with disabilities.
Even the best workplace policies can fall flat if they’re created in silos. A great way to keep your approach to disability in the workplace relevant and effective is by gathering feedback directly from disabled employees and acting on it.
Anonymous surveys, listening sessions, or employee resource groups (ERGs) are great ways to gather honest input and shape your policy around the people it’s there to support.
When disabled employees feel heard and valued, they’re more likely to stay, grow, and contribute, which is the goal of every collaborative workplace.
Creating a fully accessible workplace starts with the right tools and knowledge.
Whether you're an employer looking to improve your policies or an employee keen to advocate, there are plenty of disability support resources and workplace tools available:
For employers:
For employees:
Disability inclusion in the workplace isn’t just a legal obligation; it’s about creating a workplace where every employee feels respected, supported, and confident in their ability to perform in their role.
From recognising different types of disability to making meaningful adjustments and fostering open conversations, disability inclusion should be an active and ongoing process, not just written in policy.
Ultimately, a barrier-free workplace doesn’t just benefit disabled people – it creates a better, more inclusive environment for everyone.
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