Disabled People at Work: Barriers, Rights and Why Language Matters

Disabled people still face many barriers at work. That is why it matters to pay attention to their needs and the realities of their jobs, and to use language that is accurate and respectful. It is worth starting with the words themselves, because the way we talk about disability shapes the way we think about it.

Why the words you use matter

It might seem like a side issue, but words carry a lot of weight. How we talk about someone influences how we think about them and, ultimately, how we treat them. That is why language about disability should be considered and precise.

In many countries the preferred term is "person with a disability", to stress that disability is only one part of someone's identity. In the UK, however, the most widely used term is "disabled people". It reflects the social model of disability: people are disabled not by their impairment, but by barriers in society, such as inaccessible buildings, rigid working patterns or other people's attitudes. The UK government's guidance on inclusive language follows this approach.

Both approaches share the same goal: to see the person first, with their own needs, goals, ambitions and skills, rather than reduce them to a diagnosis. Terms that define people only by their condition, such as "the disabled" or "wheelchair-bound", can feed prejudice and stereotypes, which in turn make inclusion harder. When in doubt, it is perfectly fine to ask someone how they prefer to describe themselves.

Barriers at work

Disabled people face many barriers in employment. One of them is a working environment that is not adapted to their needs. Someone may need specialist equipment, assistive technology or more flexible working arrangements. Not every employer is ready to make those changes, which makes it harder to get and keep a job.

Another problem is a lack of acceptance and the stereotypes around disability. Disabled people are still too often seen by managers and colleagues as less capable, or unable to do certain tasks. This way of thinking is not only hurtful, it is also a serious obstacle to social and professional inclusion.

Disabled jobseekers often say they are offered work that does not match their education or that undervalues their skills: low-paid roles or physical jobs that may be particularly hard to do with a physical impairment. Some adverts are mainly there to burnish the company's image, signalling that everyone is welcome, while discrimination appears later in the recruitment process.

The difficulties can also start much earlier. Disabled people may face barriers in education, including higher education, from transport to inaccessible teaching rooms, which reduces their chances of gaining higher qualifications.

What the law says

In Great Britain, the Equality Act 2010 protects disabled people against discrimination at every stage of work, from recruitment and pay to promotion and dismissal. The key points:

• Employers must make reasonable adjustments so that disabled employees and applicants are not put at a substantial disadvantage. That might mean changing working hours, providing equipment or adapting the recruitment process.
• In most cases, employers should not ask questions about your health or disability before offering you a job, except for limited reasons such as checking whether you need adjustments for the interview.
• You do not have to tell an employer that you are disabled, but they can only make adjustments they know about.

Practical help is also available. Access to Work is a government scheme that can help pay for practical support at work, such as specialist equipment, travel to work or a support worker, as well as mental health support.

Why employ disabled people?

Employing disabled people brings benefits not only to the individual, but to the whole organisation. First of all, it widens the range of perspectives and skills in a team, which supports innovation and creativity. It can also strengthen the company's reputation as an open, inclusive employer.

And employing a disabled person does not always require any extra steps at all. There are many kinds and degrees of disability, and many disabled people work like anyone else, in the same conditions. The person who served you at the bank or the council office last week may well have been one of them.

At interview, a disabled candidate should be treated like any other candidate. If adjustments are needed to the role or the workplace, the topic should be discussed openly and the changes put in place, as the law requires. For candidates, it helps to prepare for the interview in advance and to think about which adjustments, if any, you want to ask for.

Flexible and remote roles can remove some barriers, especially around commuting, although they should never be the only option on offer. The right to request flexible working from day one, explained in our article on hybrid work requests, can also help.

Employers and society as a whole need to keep changing their approach. That starts with understanding that every person, whatever their impairment, has strengths and skills that can be valuable to an organisation. It also takes more openness and flexibility around adapting the workplace, and good communication and teamwork with disabled colleagues.

Summary

Disabled people still face many barriers at work. That is why it is important to use respectful language and to treat everyone with dignity. Employing disabled people can benefit the whole organisation, but it requires more flexibility and openness from employers and from society.

Looking for an employer that takes inclusion seriously? Browse current jobs in the UK on Jober.