UK Disability History Month 2023: What Can You Do as an Employer?
UK Disability History Month (UKDHM) is an annual event dedicated to unveiling a largely overlooked part of history—the experiences of disabled people. Disabled people have always existed, but often, their experiences are overlooked. Astonishingly, approximately 15% of the world population, accounting for an estimated 1 billion people, are disabled (United Nations). Yet, even in the 21st century, we're striving for a world where accessibility, inclusion and disability rights are a universal reality.
UKDHM serves as an essential spotlight on these experiences, offering a platform to challenge pervasive stereotypes and the historical discrimination that has persisted into the modern era. While society often views disability as a distinct category, the reality is that disability touches the lives of all of us. Nearly everyone, at some point, will encounter some form of disability.
Keeping the conversation going is essential, hence the importance of Disability History Month. In the words of Louis Braille, the creator of the Braille system, "We do not need pity, nor do we need to be reminded we are vulnerable. We must be treated as equals – and communication is the way this can be brought about." UKDHM stands as a testament to this commitment, encouraging conversations that advocate for equality, understanding and inclusivity, acknowledging progress and the progress yet to be made.
16 November - 16 December 2023 Theme
This year's theme is Disability, Children and Youth, aiming to raise awareness and promote a more inclusive society for young disabled people. This theme emphasises the need for equality and inclusion in all aspects of the lives of disabled young people, including education, employment and social activities. The goal is a society that supports young people to thrive, where everyone is valued and included throughout their lives.
The annual theme for UKDHM changes each year, focusing on a specific aspect of disability history. Past themes have included Disability, Health and Wellbeing (2022), Hidden Impairments (2021), Access (2020), Leadership, Resistance And Culture (2019), Disability and Music (2018) and Disability and Art (2017). These themes allow for a deeper exploration of disability history, considering how it intersects with other aspects of society and culture.
If you think that this year’s theme isn’t relevant to your business, then you’re not looking at the wider conversation. The next generation of talent that organisations will be recruiting from in the next 10 years will include people who are disabled, chronically sick, neurodiverse and/or live with poor mental health. How are you as an organisation ensuring that you’re creating a certain culture to ensure you will be able to hire and retain this talent, and what pipelines to getting this talent are you putting in place now? If you have graduate programmes, internships, scholarships etc. being able to recognise, understand and act to remove the barriers disabled youth face in getting into the workplace is critical.
Statistics: Being Disabled In 2023
Whilst disability rights and equality have slowly progressed, we still have quite a way to go before disabled people are treated like equal members of society. Sadly, the following statistics reflect this:
During UKDHM 2022, the TUC published an analysis of official statistics, showing that nearly three-quarters (72%) of disabled people (3.09 million people) earn less than £15 an hour.
Disabled people's living costs are 25% higher than non-disabled people and disabled people are nearly three times more likely to be without a job but want to work (Purple Pound).
Disabled people are not only affected economically. The ONS' Annual Population Survey uses four measures of personal wellbeing: life satisfaction, feeling the things done in life are worthwhile, happiness and anxiety. Respondents are asked to rate each on a scale from 0 to 10, and the results show that disabled people have poorer ratings than non-disabled people across all four measures.
So, what can we take from these statistics? The fact remains that disabled people face many barriers in the workplace, often forced out of their jobs due to a lack of support and understanding as well as certain attitudes and biases towards disability. When disabled people experience similar situations ripe with ableism repeatedly, it can impact their mental wellbeing, leading to feelings of low self-worth and higher levels of mental health issues, including anxiety. The greatest disparity across the four measures above is in the average levels of anxiety experienced.
As a society, we are currently living through a mental health epidemic, and research shows that younger age groups are suffering considerably: "A higher proportion of younger adults (aged 16 to 24) reported feeling lonely “often or always” than those in older age groups, whether disabled or not. A similar trend is seen when respondents were asked to rate their level of anxiety: the difference between disabled and non-disabled people becomes smaller in older age groups." Will making steps towards a more understanding, accessible and empathetic work culture not only help and include young disabled people but young people as a whole? The simple answer is yes!
Ultimately, many factors, inequalities and individual circumstances can impact the quality of life of a disabled person. However, there are many actions you can take as an employer to contribute to a fairer society where disabled people are valued, respected and supported within their roles. It takes a proactive approach as individuals and organisations. But each action helps break down barriers, change attitudes towards disability and contribute towards closing the disability employment and pay gap over time.
Disability History Month in the Workplace: 5 Ways to Take Action
So, what are the best ways to celebrate this month? Here are some ideas to get you started.
Educational Workshops: host educational workshops and training sessions, such as a Lunch and Learn, to provide employees with a better understanding of disability history, rights, and the experiences of disabled people. These sessions will promote empathy, awareness and acceptance, promoting an inclusive work culture.
Employee Resource Groups: establish or support Employee Resource Groups (ERGs) dedicated to disability inclusion. These ERGs will create safe spaces for employees to discuss disability-related topics, share experiences and drive positive change within your organisation.
Accessibility Improvements: conduct an accessibility audit of your workplace and make necessary improvements to ensure that facilities, digital tools and communication methods are accessible to all employees, including those with disabilities.
Inclusive Events: Throughout the month, organise events and activities that celebrate the achievements of disabled people, fostering a sense of pride and belonging. These events may include panel discussions, art exhibitions and guest speakers.
Promotion of Disability History: actively promote resources related to disability history, such as books, documentaries and online content, encouraging employees to explore and learn about the significant contributions made by disabled people throughout history.
When we reach the end of UKDHM, it's important to note that disability history matters every month, not just during this month. As employers, creating equal opportunity goes beyond simply saying you are an inclusive employer. It takes continuous work and reviewing. Whilst this is a great time to acknowledge disability history, you should also be looking at how to continue to celebrate the lives, talents and experiences of disabled people and take action towards disability equality beyond this month.
Looking for support to get you started on the conversation this month, and how to integrate it into every month after? Work with me through my consultation services. Book a chat with me to get started.