In the UK, 16.8 million people have a disability. 12% are children, 23-24% are working-age adults and 45% are pension-age adults. Out of this figure, between 11.7-13.4 million people have an invisible disability. This means that the vast majority of people with a disability do not use visible aids like wheelchairs, guide dogs or white canes.  

This means that approximately 1 in 4 people in the UK have a disability, and still, widespread inaccessibility remains an everyday hurdle.

 

The Difference Between Visible and Invisible Disabilities 

Visible Disabilities 

Visible physical conditions often directly affect motor function, anatomy or sensory capability. Often requiring clear accommodations or adaptive equipment. 

Invisible Disabilities 

These conditions cannot be seen from the outside but substantially affect a person’s everyday life. Frequently categorised into five main groups: Neurodivergence & Learning, Chronic Health Conditions, Mental Health Conditions, Energy-Limiting & Neurological, Non-Visible Sensory & Cognitive.  

 

Just like equality, basic human rights, and inclusion, accessibility is wanted and is actively being fought for. However, when a high majority of people believe accessibility does not affect them, they unfortunately do not care or do not have the knowledge to understand why it’s important and how it benefits everyone.  

The truth is that inclusive design rarely helps just one group of people. In fact, history shows that when we build a world that accommodates disabled individuals, society as a whole collectively thrives. Designing for accessibility creates universal benefits. For example, ramps, lifts and automatic doors to assist parents with strollers, delivery workers and the elderly. 

This lack of understanding means that 16.8 million people in the UK with disabilities and 1.3 billion people worldwide face tangible consequences. Where every day, someone is being locked out of workplaces, public transport and social spaces, not by their conditions or abilities but by a society that chose not to care.  

We can choose differently. Creating an accessible workplace starts with deliberate choices to dismantle these barriers. You can play a part in promoting an accessible workplace by… 

 

Adapting the Workplace 

Creating an accessible workplace starts with ensuring people can enter, move around and use facilities independently wherever possible. 

This may include: 

• Accessible parking located close to entrances  

• Step-free access into buildings  

• Ramps and lifts where required  

• Automatic doors to improve access  

• Accessible toilet facilities  

• Clear signage that is easy to read and understand  

• Reception and communal areas that can be comfortably used by everyone  

• Kitchens, break rooms and shared facilities that are accessible to all employees  

The aim is to remove physical barriers that could make it more difficult for someone to access the workplace or carry out their role effectively.  

 

Adapting the Work Environment 

Accessibility is not only about the building itself. The way a workspace is organised can also make a significant difference. 

Examples include: 

• Arranging desks and furniture to allow easy movement around the workplace  

• Ensuring wheelchair users can access workstations without relying on colleagues to move equipment  

• Improving lighting where required  

• Reducing environmental distractions where appropriate  

• Installing hearing loops in meeting rooms  

• Relocating teams or workspaces if certain areas are difficult to access 

Small environmental changes can often have a significant impact on comfort, confidence and productivity.  

 

Modifying or Acquiring Specialist Equipment 

Some employees may benefit from equipment designed to support their individual needs. 

Examples include: 

• Ergonomic keyboards and mice  

• Adjustable desks  

• Specialist seating  

• Voice recognition or dictation software  

• Screen reading software  

• Alternative communication technology  

• Adapted workstations  

The most effective solutions are usually identified through conversations with the individual, workplace assessments and, where appropriate, Display Screen Equipment (DSE) assessments.  

 

Assisted Support 

In some situations, additional support may be required beyond physical adjustments. 

This could include: 

• Screen reader technology  

• Communication support  

• Personal assistants or support workers  

• Job coaching  

• Specialist assessments  

• Access to external support services  

Support should be tailored to the individual rather than based on assumptions about a particular disability or condition.  

 

Training 

Training can play an important role in creating a more inclusive workplace. 

This may include: 

• Disability awareness training  

• Equality, diversity and inclusion training  

• Training for managers on workplace adjustments  

• Accessible e-learning materials  

• Closed captions or subtitles on training content  

• Guidance on inclusive communication  

Training should help increase understanding, challenge misconceptions and give employees confidence in supporting colleagues appropriately.  

 

Working Patterns 

Flexible working arrangements can often remove barriers that might otherwise affect an employee’s ability to work effectively. 

Examples include: 

• Flexible start and finish times  

• Hybrid or home working  

• Adjusted working hours  

• Compressed hours  

• Phased returns to work  

• Temporary adjustments during periods of ill health  

• Changes to duties or responsibilities where appropriate  

The most effective arrangements are usually developed through discussion and regular review.  

 

Key Health and Safety Considerations for Disability Access 

Accessibility and health and safety should work together. 

Some important considerations include: 

• Ensuring disabled employees can safely enter and leave the building  

• Having emergency evacuation procedures that consider individual needs  

• Creating Personal Emergency Evacuation Plans (PEEPs) where required  

• Ensuring evacuation equipment is available, maintained and staff are trained to use it  

• Making sure emergency alarms can be accessed by everyone, including those with hearing or visual impairments  

• Regularly checking emergency systems and accessible facilities  

• Reviewing workplace adjustments whenever an employee’s role, workplace or circumstances change  

Health and safety processes should support inclusion rather than create unnecessary barriers to employment. 

 

Many of the above, people take for granted. However, the reality is these adjustments could be needed by anyone at any point in their life. Approximately 83% of people with disabilities in the UK were not born with their disability but acquired it later in life. Investing in accessibility now guarantees a future of support.  

Making all areas of the workplace accessible should always be the long-term goal that employers and organisations are actively working towards all year round. Questions to think about are: 

• How do people navigate the physical space? 

• Can everyone access all floors? 

• Is there a fully accessible toilet on site and is it being used correctly? 

• Do software platforms, video tools and internal systems support screen readers and keyboard only navigation? 

• How do we share information? 

• Is information clear? 

• Is lighting too harsh? 

• Is the open plan layout too noisy? 

• Is there a space to decompress? 

• How flexible are our practices? 

• Are our hiring processes barrier free? 

Ultimately, your workplace should be an environment where employees or clients do not have to constantly ask themselves questions such as, “is this building accessible?” or “will I be able to get this job despite my condition?” 

Additionally, you should never assume that someone may need assistance or not; people with disabilities are entirely capable of deciding that for themselves. A colleague who has a disability is entirely capable as everyone else; it is simply that the way, for example, they reach and complete a task might look a little different. 

However, technical and physical barriers are not the only issues that can be faced. There are still too many reports of employees experiencing harassment at work, alongside instances where internal feedback or negative accessibility reviews are buried or deleted by employers. Many organisations would rather hide the fact that their workplace is not as compliant as they claim, rather than acknowledging what needs fixing and actively doing the work to resolve it.  

People with disabilities simply want to be able to navigate the world with similar ease as people without disabilities. Click the button below to take the next steps to ensuring an accessible workplace for all.