Inclusion has become a bit of a buzz word these days. So many organisations and leaders talk about the importance of diversity and inclusion, but often leave out the largest cohort in this space: the disabled community.

While we might not get that much representation, particularly in leadership spaces, the disability community represents around 20% of Australia’s population. There are billions of us worldwide—and we have all different kinds of disabilities, including physical, intellectual, mental, sensory and more. But despite how prevalent disability is, disabled people face so many barriers when it comes to leadership. So, why are so many organisations struggling behind?

Well, because when it comes to disability inclusion, a lot of people are afraid of getting it wrong—so instead, they do nothing. But how can we have an inclusive future without disabled people?

The answer: we can’t.

So, let’s do something about it!

The stats on disability inclusion and representation

If you’ve never really thought about disability inclusion, that’s okay: I’m not here to make you feel bad. I’m here instead to show you why it matters—and how you can do better. Because, unfortunately, for those who haven’t been exposed to disability, they don’t really think of disability at all: it’s as if we don’t exist. And this significantly limits our ability to participate in the world, in the workforce, and in leadership spaces.

The unemployment rate for disabled people is twice the rate for those without disability. And this isn’t because disabled people aren’t skilled or aren’t good workers: this is purely due to a lack of commitment to accessibility and inclusion. Of course, not every disabled person can or wants to work: but we are still human beings with dreams, aspirations—and bills. And it becomes even more challenging in the workplace when you add layers of intersectionality.

While required by law, many employers and organisations won’t even make small adjustments so that disabled people can participate, whether this is physical accessibility, other forms of accessibility, or ways that employment and opportunities can be more flexible. Flexible hours are an incredibly basic way that opportunities can be more accessible, with 53% of disabled employees requesting this—and yet, like work from home, it’s commonly rejected.

This has huge consequences on our capacity to build our careers, lead our communities—and afford to live. Around 45% of us are living near or below the poverty line. Even when we do make it into leadership spaces, we often experience ableism and discrimination, with one in five young people aged 15 – 34 having experienced workplace discrimination—and LGBTQIA+ young people are three times more likely than their heterosexual counterparts to experience it. It’s not good enough—and it’s time we make some important changes to help disabled people thrive.

My journey to disabled leadership

I’ll be honest: leadership was never something I’d really considered for myself, especially as a disabled, neurodivergent, chronically ill and queer young person. It wasn’t until I did leadership programs that I began to see myself as a leader—and realise that we’re all leaders in our own ways. But sometimes, getting the opportunity to enter leadership spaces—or even just the workforce—can be so hard when you’re disabled or chronically ill.

I became an entrepreneur out of necessity—because traditional workplaces are not accessible, and there was an unwillingness to allow me adjustments and flexibility to work better: even the simple request of working from home. For some reason, access needs are often seen as an inconvenience. But the thing is: everybody has access needs. Some are just catered for, while others are seen as “special”. Even when that might just be the simple act of being able to get in the door, or having accessibility options for people who are Deaf and blind. And when it comes to invisible disabilities, it’s even harder: particularly for considering people with chronic fatigue and sensory disabilities.

I’ve always been disabled due to being autistic and living with complex mental illness. But when I started developing chronic pain, chronic illness, and a host of other symptoms in my mid-20s that caused me to leave my job, I didn’t think there was any way I could be successful. How could I be, if my entire life was agonising pain, and I barely had enough energy to get out of bed and feed myself? This is an issue many of us face—and it’s also the reason why a lot of disabled people are self-employed. It wasn’t always easy, but I built my writing, speaking and lived experience business around my access needs. Being true to my needs has meant that I’ve actually been able to thrive: and in my business, my disabilities are an asset. I wish more organisations saw us like that—and valued our inclusion, even if we can’t fit into non-disabled boxes. We shouldn’t have to start our own businesses to get opportunities: accessible opportunities should already exist.

So, how can we support disability inclusion in leadership?

Well, firstly, we have to talk about disability—and learn about it. We need people to understand disability, accessibility, ableism, stigma, and why our inclusion (and lived experience) is so important.

You can also:

  • Support diverse disabled leaders. Follow us online, share our work, and spread our messages. And make sure to follow disabled leaders who are also LGBTQIA+, neurodivergent, and from culturally and racially marginalised backgrounds: it’s not good enough if only the most privileged in the community get opportunities.
  • Create opportunities for disabled people. Think of ways in your own lives that you can create opportunities for disabled people. Hire us. Invite us to speak. Create jobs and opportunities for us. Platform our voices. Oh, and please do not ask us to work for free. We have bills, too!
  • Advocate for accessibility. We can’t have opportunities if we can’t enter the room. And accessibility can mean different things to different people, so it’s always best to ask. Sometimes, it can just be the simple act of being flexible and understanding disabled people can’t control what our bodies are experiencing—sometimes, we need more time, and more rest. But that doesn’t make us any less. And remember: not all disabilities are visible, but that doesn’t make our access needs any less valid.
  • Simplify things. It’s exhausting being disabled, and we’re constantly fighting against inaccessible, often discriminatory systems, that weren’t built for us. So, if you provide services to disabled people, make sure you make it as simple and easy as possible, and provide options that meet people’s individual needs. Just look at Plan Partners,
    and how they have so many different ways for participants to make informed choices and minimise the administrative burden!

All these things can make a difference and are an important part of ensuring we live in a world that doesn’t just talk about celebrating disability, but one that actually includes us and creates opportunities for us. Including leadership opportunities. That’s the kind of world I’m wishing for, this International Day of People with Disability.

Zoe Simmons is an award-winning disabled journalist, copywriter, speaker, author and advocate. She writes to make the world a better place. You can find out more about Zoe on her website, or follow her on Facebook, Instagram, Twitter, LinkedIn or Tik Tok.