Disability inclusion

What is disability inclusion?

Disability inclusion ensures people with disabilities can take part in all aspects of the working environment. It focuses on removing or reducing barriers that limit contribution or wellbeing.

Research by Downey et al. (2015) highlights that inclusion is about measurable participation. It also involves creating a culture where everyone feels they belong and can perform at their best.

Why is disability inclusion important?

Inclusive workplaces value the skills, experience and contribution of people with disabilities. Barriers—such as inaccessible environments or unsuitable processes—can affect performance and wellbeing. Reducing barriers enables people to work confidently and effectively.  

Findings from the RCVS Disability and Chronic Illness survey showed that 87% of participants living with disabilities have multiple conditions. This highlights why a flexible, person-centred approach to workplace adjustments is essential.

What are the benefits of disability inclusion?

Investing in disability inclusion brings measurable benefits to people and your practice:

• Access to wider talent pools – you may attract skilled professionals who might otherwise overlook your practice.
• Increased employee retention – supporting colleagues to stay and grow within your team.
• Improved productivity – people perform at their best when they have what they need.
• Stronger sense of belonging – inclusion benefits everyone, not just those living with disabilities.

Resources to support inclusion

This section provides resources to help you understand disability inclusion, the Equality Act 2010, and reasonable adjustments.

• Read the World Economic Forum summary on the business case for disability inclusion (approx. 2 min read).
• Read Accenture’s report on the workplace benefits of disability inclusion (approx. 15 min read).
• Watch an introduction to the social model of disability from the National Disability Arts Collection & Archive (2.43 min watch).
• Review research on employer benefits from workplace accommodations (Solovieva et al., 2011).

Building inclusion into the employee journey

Inclusion should be part of every stage of the employee lifecycle:

• Recruitment – provide accessible job advertisements and offer interview adjustments.
• Onboarding – offer flexible training options tailored to individual needs.
• Day-to-day work – schedule regular check-ins and continuously review adjustments.
• Ongoing management – include accessibility considerations in meetings, performance reviews, and disciplinary processes.
• Continuous improvement – use survey data, employee networks, and exit feedback to enhance your approach.