This year, we’ve seen a significant backlash against Diversity, Equity, and Inclusion (DEI) initiatives. Some organisations are scaling back their commitments, budgets are shrinking, and conversations around inclusion are becoming more polarised. But for disabled employees—who already face workplace barriers—this shift can be incredibly isolating.
Now, more than ever, allyship matters.
Whether you’re a leader, a colleague, or want to do better, here are 10 tangible ways to support your disabled coworkers and ensure inclusion remains a priority—even in uncertain times.
1. Keep the Conversation Going
When organisations pull back on DEI, discussions around disability inclusion can quickly fade. Don’t let that happen. Keep the conversation alive in team meetings, Slack channels, and informal discussions.
👉 Action Tip: Share disability awareness resources, amplify disabled voices, and advocate for inclusive policies, especially when others remain silent.
2. Challenge Microaggressions and Bias
Disabled employees often experience subtle but harmful behaviours—such as having their accessibility needs dismissed, being spoken over, or being underestimated. These can increase when DEI efforts are deprioritised.
👉 Action Tip: If you hear a colleague say, “We don’t have the budget for accessibility” or “They don’t need that adjustment”, challenge it. Accessibility is not optional—it’s a right.
3. Advocate for Accessibility in Every Space
Accessibility isn’t just about wheelchair ramps—it includes digital tools, hiring processes, event planning, and everyday workplace interactions. If DEI is losing traction in your organisation, accessibility could be the first thing to go.
👉 Action Tip: Ensure meetings are accessible, request captions for video calls, and push for accessible hiring practices. Ask, don’t assume, what disabled colleagues need.
4. Be a Safe and Supportive Colleague
Disabled employees may now feel less comfortable disclosing their disabilities or requesting adjustments due to the DEI backlash. You can create a safer environment by being a trusted ally.
👉 Action Tip: If a colleague shares a challenge, listen without judgment, validate their experience, and offer support where possible.
5. Hold Leadership Accountable
If your organisation is rolling back DEI commitments, ask why. Remind leadership that accessibility and inclusion are ethical imperatives and legal and business priorities.
👉 Action Tip: Request transparency on accessibility plans, encourage leadership to consult disabled employees, and highlight the proven business benefits of inclusion.
6. Amplify Disabled Voices
Disabled employees are often excluded from conversations about inclusion—even those meant to address disability issues. Don’t speak over them; amplify their voices instead.
👉 Action Tip: Share content from disabled creators, invite disabled colleagues to speak at events and ensure they are included in decision-making processes.
7. Educate Yourself (So Disabled Colleagues Don’t Have To)
Allyship isn’t just about supporting disabled colleagues when they ask—it’s about actively learning so they don’t have to do all the emotional labour of educating you.
👉 Action Tip: Read about disability rights, attend training sessions, and follow disabled activists on LinkedIn and other platforms.
8. Push for Flexible and Inclusive Work Practices
Flexible working arrangements benefit everyone but are essential for many disabled employees. If DEI budgets are shrinking, hybrid and flexible work policies might be at risk.
👉 Action Tip: Advocate for remote work options, ensure that in-office spaces remain accessible, and challenge rigid workplace policies that disadvantage disabled colleagues.
9. Support Employee Resource Groups (ERGs) and Disability Networks
Many ERGs and affinity groups are seeing budget cuts and reduced leadership support. However, these spaces are vital for disabled employees to connect and advocate for change.
👉 Action Tip: Attend meetings, encourage participation, and advocate for these groups to remain funded and prioritised.
10. Use Your Privilege to Open Doors
If you have influence, use it. Many disabled employees face barriers to promotion, visibility, and leadership opportunities. A true ally doesn’t just support from the sidelines—they actively create opportunities for inclusion.
👉 Action Tip: Recommend disabled colleagues for projects, mentorships, and leadership roles. If you’re at the table, bring others with you.
Inclusion Has No Expiry Date
Even in the face of DEI resistance, we can all take meaningful steps to ensure our workplaces remain inclusive and accessible. Small actions add up—your voice, advocacy, and allyship matter.
#DisabilityInclusion #Allyship #WorkplaceEquity #Accessibility #InclusionMatters
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.
