Why Inclusion Must Be More Than a Buzzword
Introduction
Despite progress in disability inclusion, the employment landscape for disabled people remains challenging. Statistics paint a stark reality—disabled people are nearly twice as likely to be unemployed as non-disabled people. This is not due to a lack of talent or ambition but because of systemic barriers in recruitment, workplace culture, and accessibility.
The Worrying Data Behind Disabled Employment
- 82% of disabled job seekers struggle to find disability-friendly employers.
- 71% of employers are rated poorly for their understanding of disability.
- 24% of British employers admit they are less likely to hire disabled people due to concerns about job capability.
These figures highlight an urgent need for workplaces to do better. Employers who fail to prioritise accessibility and inclusivity are not only missing out on talent but are also reinforcing systemic ableism.
Challenging Ableist Attitudes
Ableism assumes that people who don’t have disabilities are the standard and that people who are disabled must ‘overcome’ their disabilities to fit in. This mindset limits opportunities and fosters discrimination. Instead, workplaces must shift their approach:
✅ Recognise talent over perceived limitations.
✅ Provide proactive support and reasonable adjustments.
✅ Commit to anti-ableism by challenging biases and outdated stereotypes.
Final Thoughts
Employers must reflect on whether their workplace is truly inclusive or just performative. Real change starts with dismantling barriers and valuing employees who are disabled for their skills, not just their challenges.
Disability friendly employer is just another tick that companies do. But it is really hard as a disabled person to find work, especially because most companies promote and want a fast paced environment and most positions on offer are full time.
But they are disability friendly!?