10 Practical Steps for Disability Inclusion Amidst DEI Pushback and Noise

Progress in disability inclusion has always required intentionality. While we’ve seen growing awareness and some significant milestones, systemic barriers persist, and new challenges have emerged. With discourse around diversity, equity, and inclusion (DEI) increasingly polarised, it’s easy to feel like momentum is stalling. 

However, inclusion work isn’t about riding the wave of popularity but steadfast action. Disability inclusion isn’t a trend or buzzword; it’s critical to creating equitable, innovative, and sustainable workplaces and communities. This edition of Making Inclusion Work focuses on 10 practical steps organisations can take to advance disability inclusion, no matter the climate. Let’s focus on what’s within our control: action that makes a tangible difference.

10 Practical Steps for Disability Inclusion

1. Conduct Accessibility Audits

Start with the basics. Accessibility is non-negotiable if your goal is inclusion.

• Assess your physical spaces for barriers—think ramps, elevators, and accessible bathrooms.
• Audit digital platforms such as your website, intranet, and apps and ensure they comply with the Web Content Accessibility Guidelines (WCAG).
• Involve people with disabilities in the process—they are the experts in identifying barriers that others might miss.

2. Review Your Recruitment Practices

Hiring processes are often unintentionally exclusive. Fix that by:

• Reviewing job descriptions for ableist language or unnecessary requirements.
• Offering alternative formats for job applications (e.g., plain text, audio).
• Training hiring managers on unconscious bias and inclusive interview practices.

Set a goal to increase the number of candidates with disabilities in your talent pipeline.

3. Normalise Workplace Adjustments

People with disabilities often avoid asking for accommodations because they fear being seen as “difficult.” Change that culture by:

• Streamlining the process for requesting workplace adjustments.
• Proactively asking all employees, “What do you need to do your best work?”
• Promoting examples of adjustments that have helped others thrive—this normalises the conversation.

Accommodations can be as simple as flexible hours or assistive technology, but they can make a difference.

4. Amplify Disabled Voices

Nothing about us, without us. Representation matters at every level of your organisation.

• Create platforms for disabled employees to share their experiences through panels, blogs, or internal forums.
• Invite employees with disabilities to participate in decision-making on policies, accessibility, and inclusion.
• Seek out experts in disability inclusion to provide insight and guidance.

When people with disabilities lead the conversation, inclusion becomes authentic and impactful.

5. Educate and Train Your Teams

Bias and lack of awareness are significant barriers to inclusion. Education is key.

• Offer training on disability awareness, including visible and invisible disabilities.
• Teach managers how to identify and address ableism, unconscious bias, and microaggressions.
• Normalise discussions about mental health and neurodiversity—these are part of disability inclusion, too.

Make training practical, not theoretical, with real-life examples and scenarios.

6. Set Clear, Measurable Goals

Inclusion requires accountability. Vague promises won’t cut it.

• Define measurable targets for hiring, retention, and leadership representation of employees with disabilities.
• Track your progress and share updates regularly. Transparency builds trust.
• Align your goals with broader organisational KPIs to ensure they’re prioritised.

For example, aim to increase the representation of disabled employees by 10% over two years, or to reduce your digital accessibility gaps by 50% within a year.

7. Embed Accessibility in Events and Communications

Every meeting, event, and communication is an opportunity to practice inclusion.

• Ensure that all events (in-person or virtual) are accessible, with features such as live captions, sign language interpreters, and accessible venues.
• Provide materials in multiple formats, including PDFs, plain text, and Braille if needed.
• Ask attendees in advance about the accommodations they require, and follow up accordingly.

When accessibility becomes part of your organisational culture, it signals genuine commitment.

8. Foster Peer Networks and ERGs

Support systems create a sense of belonging and encourage employees to stay and grow.

• Establish or support Employee Resource Groups (ERGs) for employees with disabilities.
• Provide funding and resources for ERG initiatives, like hosting events or offering peer mentoring.
• Encourage allyship by inviting all employees to participate in disability-focused Employee Resource Group (ERG) activities.

ERGs are not just for support—they can also drive policy and culture change.

9. Collaborate with Disability Inclusion Experts and Practitioners

You don’t have to figure this out alone. Collaborate with individuals and groups that are already driving change in disability inclusion.

• Engage consultants, trainers, or advocates specialising in disability inclusion to help design policies and programmes.
• Build relationships with community groups and organisations that champion disability rights and inclusion.
• Tap into the lived experiences of disabled leaders and practitioners to shape your organisation’s approach.

Collaboration with those on the ground ensures your work is informed, effective, and responsive to actual needs.

10. Celebrate Success Stories

Share your wins—not to brag, but to inspire others to act.

• Highlight stories of employees with disabilities thriving in their roles.
• Share case studies of how workplace adjustments or accessibility improvements have driven success.
• Use your platform to advocate for disability inclusion more broadly, encouraging others to follow your lead.

Success stories are powerful tools for shifting attitudes and demonstrating what’s possible.

Inclusion Is an Ongoing Commitment

The challenges are real, but so are the opportunities. Disability inclusion is not just the right thing to do—it’s also the smart thing to do. Organisations that prioritise accessibility and equity unlock untapped talent, drive innovation, and build stronger, more resilient cultures.

While the noise and resistance around DEI can feel overwhelming, it’s also a sign that this work is more necessary than ever. Now is the time to take action and lead.

What steps are you taking to make inclusion work in your workplace or community? I’d love to hear your thoughts. Let’s continue this critical conversation.

How to Work with Me

• I’m available for Disability Inclusion Policy and Action Plan Development, Inclusive Committee Reviews, Workshop and Focus Group Facilitation, Data Analysis, and Disability Inclusion Advising.
• You can book an intro chat to discuss your organisation’s specific needs.
• Book an intro chat with Ainslee.