Many UK workers with disabilities, chronic health conditions, or neurodivergence face significant barriers in the workplace, from inaccessibility to discrimination, despite growing awareness of the need for inclusion.
Released to coincide with the International Day of Persons with Disabilities, Deloitte’s Disability Inclusion at Work report surveyed 10,000 people across 20 countries, including 500 in the UK.
The findings reveal that 40% of UK respondents experienced microaggressions, harassment, or bullying at work in the past year. Nearly a quarter reported facing negative assumptions about their competence, and 24% said they had been passed over for promotions.
Accessibility remains a key issue, with 44% of UK respondents unable to attend work events due to inaccessibility. Additionally, over half (55%) of those working remotely reported their home setup was more accessible than their workplace, underscoring persistent gaps in workplace inclusivity.
Requests for adjustments often unmet
Only 26% of UK respondents who disclosed their condition requested workplace adjustments. Common barriers to requesting adjustments included believing they were unnecessary (35%), fear of negative perceptions (28%), and discouragement from prior negative experiences (11%).
Of those who did request adjustments, 57% in the UK reported being denied, often due to perceived costs (37%) or implementation challenges (35%).
Jackie Henry, managing partner for people and purpose at Deloitte, said: “Despite companies being more aware of the importance of disability inclusion, this survey shows that there is much more to do. Employers need to proactively address barriers and cultivate an environment where employees feel supported in requesting adjustments. Accessibility and inclusion need to be embedded in all aspects of an organisation and its culture.”
Workplace role models with disabilities positively influenced employees’ experiences. Among UK respondents, 39% said such role models enhanced their perception of an inclusive culture, and 34% felt more comfortable disclosing their condition.
However, disclosure remains inconsistent. While 84% formally disclosed their condition, fewer shared this with colleagues or team members, often limiting their support networks.