You’ve got the framework. So why isn’t it working?

Maybe you’ve developed a Disability Inclusion Action Plan. Maybe you’ve even run staff training or updated your recruitment processes.

But something’s off.

Uptake is low. Staff with disability are disengaging—or quietly leaving. And the enthusiasm that started the project? It’s dissipating.

This is one of the hardest conversations I have with organisations doing the work of disability inclusion: sometimes it’s not your strategy that’s the problem—it’s the ableism sitting underneath it.

Ableism doesn’t need to be loud to be destructive.

A lot of people assume ableism looks like slurs or overt exclusion. But in most workplaces, it shows up in more insidious, self-reinforcing ways:

• Decisions made “for” disabled staff, not with them
• Pushback when someone asks for flexibility or adjustment in how things are done
• Disbelief when someone says they’re disabled—but don’t “look” it
• An unspoken expectation to be inspirational, grateful, or quiet
• Policies designed with the “average employee” in mind—and no plan for what happens when someone falls outside that mould

These aren’t just moments of ignorance. They’re structural habits. And if your workplace doesn’t actively challenge them, they’ll sabotage even your best inclusion efforts.

This is where culture comes in.

Culture isn’t what’s written in the plan—it’s what people experience every day. It’s how decisions get made, who gets listened to, and what kind of resistance is tolerated (or encouraged).

Ableism thrives in workplace cultures where:

• Perfectionism is rewarded over process
• Productivity is measured by speed, not sustainability
• Authority is confused with expertise
• People are uncomfortable talking about differences—so they avoid it altogether

These cultural patterns don’t just make inclusion hard. They actively undo the progress you’re trying to make.

So what do we do when the rot is cultural?

You stop expecting strategy to fix what culture keeps breaking.

You start asking harder questions, like:

• What behaviours are we tolerating in the name of “team fit” or “professionalism”?
• Who’s making the decisions—and who isn’t even in the room?
• What stories do we reward? Who gets celebrated—and who gets scrutinised?
• When someone challenges the norm, are they supported—or sidelined?

And most importantly: Are we making it harder or easier for people with disability to participate, lead, and stay?

Ableism is a systems issue. So is culture.

Addressing one without the other will leave your inclusion work stuck in a loop of performative change and real harm.

If your team is tired, confused, or feeling like it’s “not landing,” don’t double down on more policies. Look at what your culture is communicating beneath the surface.

👉 You can’t workshop your way out of ableism.

But you can start designing systems, relationships, and feedback loops that make it harder for ableism to take hold—and easier for inclusion to thrive.

Need a way in? Start here.

Download my free Workplace Ableism Self-Audit Tool. It’s designed to help teams spot subtle forms of ableism before they become embedded.

Or book a free strategy call to discuss how we can develop a disability inclusion approach that doesn’t get undermined by your culture.

#DisabilityInclusion isn’t just about adding policies. It’s about confronting the culture that keeps pushing people out.

Let’s talk about that—honestly, and without tiptoeing.

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.