Disability equality isn’t just a nice-to-have—it’s a must-have. Yet, far too often, the conversations around disability fail to centre the right question. Instead of asking disabled people, *“What’s wrong with you?”*, we need to start asking, *“How does society disadvantage you?”* This simple yet radical shift moves the focus away from the individual and towards dismantling the systemic barriers that perpetuate inequality.
To create a truly inclusive society, we need to deepen our understanding of the language we use and the practices we adopt. Here’s a quick guide to some key terms that will help shift perspectives and foster meaningful dialogue:
1. The Individual: Skills, Experience, and Knowledge
Disabled people are not defined by their impairments. They are individuals with unique skills, expertise, and perspectives that enrich every environment they are part of. Shifting the narrative means recognising their contributions instead of fixating on perceived limitations.
2. Ablism: The Everyday Barriers
Disablism refers to the structural and social barriers that disabled people face—but not their non-disabled peers. These barriers take many forms:
Fear: Organisations that avoid hiring disabled people due to misplaced assumptions.
Lack of Awareness: Not understanding the basics of equality, accessibility or inclusion.
Micro-aggressions: Everyday comments or behaviours that exclude or demean.
Barriers: Negative attitudes, exclusive policies, narrow doorways, or inaccessible technology.
Strategic ignorance: Complex, incomplete, or poorly enforced practices that fail to meet real-world needs.
Unchallenged beliefs: expecting specialist services to supply education, jobs, transport, justice and finance for disabled individuals. Preferably health services.
3. Leadership: Erasing the words of disabled speakers and thinkers
Ableism is the misrepresentation, exclusion, or silencing of disabled individuals in organisational documents, communications, and storytelling. When organisations fail to include the know-how of Disabled experts in disability, organised perpetuate a one-sided narrative that ignores the value of lived experiences and a significant majority group.
4. Impairment, Condition, Difference, or Functioning
These terms refer to private information about a person’s body or mind. It’s entirely up to the individual whether or not they choose to disclose this information. Just as importantly, so is their identity as a disabled person—it’s not for others to label or define.
5. Inclusive Practice: Ongoing Commitment
Inclusive practice isn’t a one-off tick-box exercise. It’s an ongoing process of creating equitable adjustments that embrace diversity in all its forms. It’s about more than accessibility; it’s about proactively breaking down barriers to create spaces where everyone can thrive.
The Good News? Change Is Possible
The growing focus on addressing ableism, discrimination and inequality in the workplace is heartening. Organisations are beginning to realise that disability inclusion isn’t just the right thing to do—it’s a game-changer. Diverse teams drive innovation, foster creativity, and better represent the communities they serve.
But we still have work to do. Society needs to move beyond tokenistic gestures and performative policies. True disability equality requires active listening, structural changes, and a commitment to justice. By asking better questions—*How does society disadvantage you?*—we can start to create a world that’s not only accessible but equitable for all.
Because equality isn’t just a goal. It’s a necessity.
What are you doing to create a more inclusive and equitable society? It’s time to act.
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