Breaking barriers: disability inclusion in the workplace

Did you know that people with disabilities are more than twice as likely to be unemployed compared to those without disabilities? In the UK, the employment rate for people with disabilities is just 53%, compared with 82% for people without disabilities.

Currently, 8.7 million working‑aged people in the UK live with a work‑limiting health condition – an increase of 41% over the past decade, as highlighted in Charlie Mayfield’s Keep Britain Working Review. What’s more, economic inactivity among people with disabilities represents untapped talent and opportunity costing the UK economy up to £150 billion annually.

With skills shortages affecting 93% of employers in the past year – according to our 2026 Salary & Recruiting Trends guide – creating inclusive workplaces is not only the right thing to do, but also essential for tackling these challenges, closing gaps in the labour market and strengthening the wider economy.

So, what can be done to make the workplace more inclusive?

Ask yourself: Is your workplace truly accessible?

You might believe your workplace is welcoming to all – but have you ever critically assessed its accessibility? Obstacles emerge when workplaces aren’t built with everyone in mind. True inclusion means creating spaces that remove those barriers and empower every individual to thrive.

An inclusive workplace begins with meaningful conversations. Actively engage with employees to understand their needs and experiences. Avoid assumptions – what works for one person may not work for another.

Accessibility isn’t just about physical spaces, as technology plays a central role in how we work, learn, and connect. When designed inclusively, it improves productivity, collaboration, and engagement. Yet, only 3% of the internet is considered fully accessible, and assistive tech remains costly and underused. The result? Talent is excluded and opportunity is limited.

Organisations should have a dedicated budget for accessibility and assistive resources. In addition, organisations should explore external support such as the UK’s Access to Work scheme, which can provide funding for workplace adjustments and specialist equipment.

Fortunately, many tools already exist to make workplaces more inclusive. Features within Microsoft 365, such as Immersive Reader, Live Captions in Teams, Accessibility Checker and Dictation support employees with disabilities while enhancing usability for all. These solutions show that accessible technology creates better ways of working for everyone.

When organisations take responsibility for accessibility, they empower employees with disabilities to feel valued and supported. This leads to improved wellbeing, higher engagement, and a culture where everyone can contribute fully.

Create supportive spaces

It may come as a surprise that the biggest obstacle that employees face is not architectural or technological - but deeply rooted in attitudes. Only 37% of employees with disabilities feel their employer genuinely wants to remove all barriers. When disability intersects with race, gender, age, or any other protected characteristics, these challenges are compounded, highlighting why an intersectional approach is critical to inclusion.

Establishing support systems such as internal networks helps create safe spaces where employees can connect, share experiences and access peer support. These spaces encourage open conversations and ensure that every voice is valued and respected.

Groups such as these create a sense of belonging and community within an organisation, as employees can connect with colleagues who may share similar experiences. Beyond providing emotional support, these groups can also advocate for positive change, pushing for policies and practices that strengthen inclusivity in the workplace. 

Our REACH Network (Recognising & Enabling all Colleagues & Conditions at Hays) plays a vital role in shaping policy and ensuring accessibility is embedded into our culture. By fostering honest conversations and embracing intersectional perspectives, we can challenge stigma and ensure inclusion is sustained through both technology and attitudes.

Encouraging staff and leaders to take part in discussions about disabilities can also help break down the stigma, provide opportunities for education, and work towards creating an open and welcoming culture where everyone can thrive.

Shout about your values

Under the Equality Act 2010, organisations have a legal responsibility to take proactive steps to prevent discrimination and to address it promptly if it occurs. Unfortunately, people with disabilities or long-term health conditions can still experience barriers during recruitment and in the workplace, with research showing that 16% of workplace disputes now involve disability discrimination, a notable increase from 9% two years ago.

If your organisation is committed to creating a diverse, equitable, and inclusive environment, it’s important to communicate that clearly across your website, social media, and other materials. Sharing a transparent statement shows that you value DE&I and are dedicated to fostering a workplace where everyone feels respected and supported. This not only reinforces your commitment to inclusion for current employees but also signals to potential candidates that they will be welcomed, valued, and able to thrive without barriers.

At Hays, we’re proud to be a Level-2 Disability Confident employer, a status we’ve achieved as part of a UK&I-wide accreditation programme, recognised by the government. This status helps us challenge attitudes, increase understanding of disabilities and create a more inclusive talent pool.

Key takeaways

Accessibility is an ongoing commitment. True inclusion requires both cultural change and accessible technology, working together. By designing workplaces that embrace difference, investing in tools that empower and encouraging open dialogue, we create environments where everyone can thrive.

Learn more about how you can make your workplace a more diverse, equitable and inclusive place to be by checking out the dedicated resources on our website.

Alternatively, you can sign up for the Disability Confident scheme and become a Disability Confident Committed employer, just as Hays has done.