Disability History Month is an opportunity to think about the discrimination, barriers and prejudices which still impact disabled people. Ableism is a topic we must continue to educate ourselves on and commit to dismantle. In a society based on able bodied centric ideals, it is important we think about our part in breaking down these barriers as individuals and in our workplaces.
Ableism is a barrier to inclusion because it fosters discrimination against people with disabilities, leading to their marginalization in various aspects of life. It promotes negative stereotypes about the capabilities of individuals with disabilities. This leads to social exclusion and a lack of opportunities. Though there is now greater awareness, many workplaces still fail to address the needs of individuals with disabilities, resulting in a lack of support and resources that would enable their full participation. The limited representation of disabled people in media, leadership, and in decision-making roles also reinforces their exclusion from societal narratives and influences. Many policies in education, healthcare, the workplace and other societal areas also have gaps in failing to address the needs of individuals with disabilities.
It is crucial to be aware of the impact of cultural and societal attitudes. Presenting disability as a deficit model rather than a difference can be damaging, discourages inclusion and further perpetuates stigma. So how can we work to transform this way of thinking and create change?
Shifting our mindsets is key to creating a change. De-centring those with able bodies and neurotypical minds as the norm is essential. Doing so allows us to adopt a more inclusive view of society and consider the diverse, individual needs of the disabled community.
The first step to practising this is personal education. Learning about disabilities and the experiences of people with disabilities supports understanding of diverse perspectives and helps challenge stereotypes and misconceptions. It allows us to better understand all types of disability such as physical, sensory, invisible, neurological, mental health, chronic illness, medical disabilities and many more.
We must also listen to and amplify the voices of those who are part of the disabled community. Through active listening we can develop empathy and a deeper understanding of disability. When we pay attention, we can be a part of important conversations which builds trust and further amplify the voice of the disabled community.
It is key to address our own individual actions and thoughts to ensure they are always promoting inclusivity, and respect. Challenging our own biases and assumptions about disability is paramount. Addressing preconceived notions and ideology about disability from societal messaging, historical ideals and the media is a continuous process. Challenging our own language and actions follows on from this, including making sure we are checking ourselves to ensure we are not using derogatory or offensive terms or phrases which perpetuate stereotypes. Encouraging others to do the same is another way to show our allyship.
When we speak up and combat micro aggressions with micro affirmations, we are being active allies by advocating for the disabled community. Being inclusive also looks like including people with disabilities in conversations, activities, and decision-making processes and ensuring that your social circles and workplaces are welcoming and equitable. The aim should always be to strive to create environments that welcome everyone and accommodate diverse needs.
Finally, supporting Disability Rights organisations through contributing your time or resources is a great way to support the disabled community and raises awareness around tackling ableism. These incredible organisations continue to promote accessibility and inclusion for all who identify as disabled.
Disability History Month’s focus this year is ‘Disability, Livelihood and Employment’. Recently the number of disabled people in the UK workforce has increased. Through fostering inclusive practices that focus on the needs of the disabled community, reviewing our policies, practice and culture we can show our commitment to inclusion and value the diversity of our community and empower individuals with disabilities.
Rebekah Hayward and the IELA team.
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