Disability History Month 2024: Removing Barriers and Valuing Disabled People’s Contributions
Disability History Month 2024
Disability History Month, running from 14 November to 20 December 2024, is a chance to reflect on the progress made towards disability equality and the barriers that still exist in the workplace. This year’s theme, Disability Livelihood and Employment, highlights the need for disabled people to have equal access to meaningful employment and to be valued for their contributions. Employment is not just a means of making a living; it is essential for fostering independence and participation in society,
While there have been advancements in awareness and legislation, many disabled people still face significant barriers to entering and succeeding in the workplace. This Disability History Month, we focus on removing these barriers and building workplaces where everyone can contribute equally and thrive.
Barriers to employment
Recruitment processes
The recruitment process is often the first barrier disabled people face in accessing employment. Many businesses still use inaccessible systems, such as online platforms that are difficult to navigate or procedures that overlook barriers to effective communication. These practices prevent many disabled people from applying or showcasing their skills, excluding them from opportunities right from the start.
Workplace barriers
Once employed, disabled people may encounter further barriers if the necessary adjustments aren’t made. This could include accessible technology, flexible working arrangements, or alternative communication methods. These adjustments aren’t about giving disabled people an unfair advantage – they are essential to ensuring equal participation and enabling disabled employees to work effectively.
Attitudes and stereotypes
Too often, disabled people are not considered for roles beyond entry level due to persistent stereotypes about their capabilities. These attitudes create barriers to career progression and limit the opportunities available. Challenging these misconceptions is critical for building workplaces where disabled employees are seen for their talents and potential, not their impairments.
Recognising the value of disabled people’s contributions
A key part of creating truly inclusive workplaces is recognising and fairly compensating disabled people for their time and expertise. Too often, disabled people are asked to share their lived experiences or speak at events without being paid. There’s a harmful assumption that disabled people should be "grateful" for the opportunity, rather than being treated as professionals whose contributions are valuable.
Disability rights advocate Stella Young famously criticised the idea of disabled people being portrayed as "inspirational" just for existing or overcoming barriers. Her message was clear: disabled people should not be celebrated for simply "living their lives" or expected to offer their expertise for free. Instead, they should be respected for their skills, insights, and contributions, and paid accordingly.
Disabled people frequently face additional costs when contributing to events, such as arranging accessible transport, finding accessible accommodation, and spending extra time planning their journeys. Many need to organise communication or support workers to accompany them. These factors involve both extra time and significant costs that non-disabled speakers don’t typically encounter. Fair pay for their time not only acknowledges the value of their input but also recognises the additional resources required for their participation.
How we can help
At Leonard Cheshire, we help businesses remove these barriers and create more inclusive workplaces. Our Training and Consultancy services work with organisations to ensure their recruitment processes are accessible, implement necessary adjustments, and challenge outdated attitudes about disability. By making practical changes, businesses can create environments where everyone can contribute and thrive.
Our Change 100 programme connects businesses with talented disabled students and graduates, bringing fresh perspectives and innovation to the workplace. These graduates are ready to make a real impact and Change 100 gives employers the chance to embrace the benefits of a truly inclusive workforce.
This Disability History Month, commit to breaking down barriers in your workplace and valuing disabled people for their contributions. Visit our website to learn more about how Leonard Cheshire’s Training and Consultancy and Change 100 programmes can help your organisation take the next steps towards real inclusion. Together, we can create workplaces where everyone is valued and fairly compensated for their expertise.