Celebrating Disability History Month

The unemployment rate for non-disabled people was 3.6% in 2024, while the figure doubled to 6.9% for people with a disability in the same period. It is clear there is a discrepancy in unemployment rates for people with disabilities compared to non-disabled people. This is discrimination and must be prevented by UK employers.

UK Disability History Month acts as a reminder of the struggles and achievements of the disabled community that have fought for a more inclusive future for everyone. However, it is also a firm reminder, as the above statistics suggest, that there is still a long way to go.

What is UK Disability History Month?

Disability History Month is an annual event that raises awareness around the stigmatised journey disabled people have had to fight for their human rights and equality. It serves as an important reminder of the struggles people with a disability have faced throughout history, their progress, achievements, and the barriers that still exist today.

It’s an opportunity to talk about the history of disabled people, celebrate the positive changes, promote disabled people’s rights, and discuss how we can better support people with disabilities in the workplace and the wider community.

Attitudes towards people with disabilities

Throughout history, attitudes towards people with a disability have been largely seen as unemployable. In modern times, we understand that not only is this rhetoric untrue and unfair, but extremely discriminatory.

Despite this, there is still widespread employment inequalities between disabled and non-disabled people in the UK. In 2021, 51% of disabled men were employed compared to an employment rate of 84% for non-disabled men. We can see a similar story for women, with 79% of non-disabled women employed compared to 54% of disabled women. The clear disparity in employment rates is a firm reminder of why we should remember disability history and why the fight continues.

Why do we celebrate UK Disability History Month?

History has had a complex relationship with people with disabilities, and they have not always been treated fairly or equally. Throughout history, disabled people have continuously faced discrimination and barriers that disregard them from the job market. This has left many people with a disability unable to find work because of the simple fact that they have a disability, and the stigma associated. This has left many disabled people feeling unheard, misunderstood, and lumbered with financial disadvantages.

Despite this, there have been important key milestones that have made good progress for the disability community. Since the end of World War 2, attitudes have slowly started to change. Over 300,000 people returned from the war with a disability, exposing more people to the realities of life with a disability. This change in attitudes was the catalyst for a more inclusive future, sparking civil protests and changes in the law to improve disabled people’s standard of living and place within the working world.

Over the years, we have seen significant changes in history that have shown the slow acceptance, respect, and understanding of disabled people, including the first Paralympic Games in Rome, which is still widely celebrated today, and the implementation of the Disability Discrimination Act in 1995. This act made it unlawful to discriminate against disabled people in employment, the provision of goods and services, education, and transport.

Disabled history can be difficult and upsetting to talk about for some. However, it’s important to have open and honest conversations about how disabled people have been treated unfairly and highlight their achievements of progress, so we do not repeat the same mistakes.

Importance of inclusion in the workplace

The UK alone has 16.1 million people that are considered to have a disability. With such a large portion of the population who experience challenges in work associated with their disability, UK employers must build an inclusive organisation that welcome diversity, inclusion, and equality for all

Inclusion is fundamental for all organisations and leaders must take proactive steps to nurture inclusion, diversity, and equality within their workplaces. Being an inclusive employer allows you to build trust with your employees, including increasing employee mental wellbeing, satisfaction, engagement, and boosting productivity.

Having an inclusive workplace means:

• Offers different perspectives

• Healthier and happier workplace for all

• Breaking stigmas

• Boost employee engagement and satisfaction

• Attracts new talent

What does this mean for mental health?

In a study of 200 people, the American Psychiatric Association found that mental health recovery rates were worse if the individual had experienced stigma. Having to deal with discrimination is harmful to mental health. Being at a disadvantage due to stigma, discrimination, and prejudice because of who you are will have a detrimental effect on mental wellbeing for victims.

Disabled people may question their identity, living in a world that doesn’t cater to their needs, increasing feelings of hopelessness, poor self-esteem issues, and loneliness. They may feel a loss of control and autonomy over their life, trying to navigate the world of employment with the added pressure of discrimination.

While people who face discrimination have a higher risk of having a mental health condition, it does not mean they will automatically have a mental health concern. It is always preferable to talk to the individual rather than assume.

How can organisations support disabled people?

UK Disability History Month is a powerful call to action for communities and organisations to reflect on how they can better support disabled people. It’s especially important for workplaces to consider this support. We spend an average of 3,507 days in work across a standard lifespan, so we organisations must take the time to remove barriers and make people with a disability feel more comfortable and safer at work.

1. Employ a disability champion

Disability champions provide confidence and understanding on issues relating to people with a disability, ensuring that all disabled employees feel comfortable, safe, and supported. They develop their knowledge, signposts to key resources, and identify good adjustments and practises organisations can use to better support people with disabilities.

2. Listen to your employees

Find adjustments by listening to the needs of people with disabilities and how you can improve their working day with possible adjustments or with a flexible approach.

By actively listening, you will be able to understand their challenges and create a long-term plan with the right support, creating a happier and healthier environment where disabled people feel included, heard, and understood.

3. Inclusion Training

Implementing mandatory inclusion training for all employees promotes an understanding and supportive environment that values respect for all. Inclusion training sets a clear expectation and precedence that intolerance of diverse people is not acceptable, compelling the right people to join the organisation who respect others and work well as a collective.

4. Develop understanding and awareness

To have an inclusive workplace, leaders must understand the challenges disabled people face in the workplace. 24% of people in the UK have a disability, yet many of us don’t fully understand their struggles. By building and developing your understanding of disabled people and their struggles, those individuals will feel understood and comfortable discussing their challenges with you, so you can better support them.

It is important to remember that not all disabilities are visible, so understanding the wide scope of disabilities is key.

Health Assured is here to help you

At Health Assured, we take diversity, equality, and inclusion seriously and strive to promote inclusion for a better future for all. Disability can leave a person questioning their identity, who they are, and how they fit into a society that does not cater to disabled people. So, finding the right support is essential.

With our award-winning Employee Assistance Programme (EAP), your people can access a 24/7, 365 days a year helpline where expert counsellors are on-hand to discuss any challenges they are facing.