Disability Pride Month: Prioritising disability inclusion at work 

Every July, Disability Pride Month offers a powerful opportunity to recognise, celebrate, and uplift the identities, contributions, and rights of disabled people. It’s also a time to reflect on the systemic barriers that still hinder full inclusion and to acknowledge our shared responsibility in building more equitable spaces.

Originating in the United States in 1990, Disability Pride Month marks the passing of the Americans with Disabilities Act (ADA), a landmark civil rights law that protects disabled individuals from discrimination. That same year, Boston hosted the first Disability Pride Parade, igniting a global movement. Today, the month is gaining momentum in the UK and beyond, with growing visibility and participation from individuals and organisations alike.

At its core, Disability Pride is about embracing disability as an identity, not something to be pitied or “overcome.” It challenges outdated narratives and highlights the ongoing barriers disabled people face, from inaccessible environments and unconscious bias to structural inequality. For many, pride is a radical act of self-affirmation in a world that too often marginalises or excludes.

Disability inclusion at work

In many countries, including the US and the UK, people with disabilities continue to experience lower employment rates than their non-disabled peers. While the UK has seen some improvement, the gap remains significant.

• In the UK, for example, the disability employment rate is around 53%, compared to 82% for non-disabled individuals (National Office of Statistics).
• In the US, it’s approximately 37.6% for disabled people versus 77.5% for those without disabilities (Bureau of Labor Statistics).

Both countries have implemented programs to improve access and support for disabled individuals in the workplace. In the UK, the Access to Work scheme offers financial assistance for workplace adjustments. In the US, the ADA mandates non-discrimination and requires employers to provide reasonable accommodations.

Despite this progress, disabled people remain underrepresented in the workforce worldwide and continue to face barriers to employment, career progression, and inclusion. For organisations, disability inclusion is not optional, it’s essential. Inclusive workplaces benefit from:

• A broader, more diverse talent pool
• Greater innovation through varied perspectives
• Better representation of customers and communities
• Increased employee engagement and loyalty

The role of reasonable adjustments

A key component of workplace inclusion is providing reasonable adjustments – modifications that remove barriers and empower disabled employees to perform and thrive. These can include:

• Accessible technology or equipment
• Flexible hours or remote work options
• Physical space or task modifications
• Communication support or materials in alternative formats

Many adjustments are low-cost and benefit all employees by promoting flexibility, wellbeing, and productivity.

Disability inclusion guide

This month we feature stories on how our corporate partners such as RS Group and Wise prioritise disability inclusion, through meaningful, sustained action. Their efforts demonstrate that true inclusion requires intentional policies, ongoing education, and workplace cultures where disabled individuals feel safe, respected, and valued.

To support organizations on this journey, myGwork has developed a comprehensive Disability Inclusion Guide, filled with practical insights, resources, and strategies to help build workplaces that work for everyone. The guide is available to download below.