The Ableism Iceberg: Why Disability Inclusion Matters

“Inclusion” without disability is still exclusion. (You don’t have to hate disabled people to be ableist) You just have to: - ignore disability in your policies & DEI strategy - treat ADA compliance as your only finish line - forget to budget for needed accommodations - hire for “culture fit” but avoid disabled talent Ableism doesn’t always sound like hate. In fact, ableism is usually just silence. Silence around underrepresentatuon Silence around reasonable accommodations Silence around stigma & bias toward disability That’s what this iceberg shows. Above the surface: good intentions. Below the surface: harmful inaction. As a person with a visible & invisible disability, I get frustrated for a few reasons but the main issue? Disability inclusion isn’t charity. There’s a clear business case for disability inclusion. Companies that lean into disability inclusion earn: 28% higher revenue 30% higher profit margins Still, 90% of companies claim to prioritize diversity but only 4% include disability in their DEI efforts. The human case is there. The business case is there. So what’s missing? Change. But what does real change look like? It’s not just a wheelchair icon or checking a box. It’s: - listening to disabled voices - auditing ableist hiring practices - measuring equity, not just optics - hiring/promoting disabled leaders - funding reasonable accommodations Ableism is the iceberg. Don’t let your culture sink with it. ♻️ Share so we can end ableism #DisabilityInclusion #EndAbleism #InclusiveLeadership #AccessibilityMatters #EquityInAction [image description: A graphic on a tan background that shows an iceberg in the middle. The title says the ableism iceberg and above the water is six statements: everyone is included, we don’t discriminate, disability imagery, ADA compliant, disability ERG, inclusion matters. Below the water it says what’s missing: no disabled bleeders, systemic in accessibility, ableist policies, ablest hiring process, invisible disability bias, neurodivergent erasure, no accommodations budget.]

I didn’t build EqualEase to look good. I built it to be good — to finally move disability inclusion beyond words, into action. Every day, disabled people are fighting barriers they shouldn’t have to face — at work, in society, in policy. And now there are fears that the Access to Work cap (£66,000) may be reduced, making things even harder. That’s why EqualEase exists. We’re here to simplify inclusion, cut through the noise, and prove that change doesn’t have to take 17 more years. And others see it too. Partners like @Leonard Cheshire and @Evenbreak — two of the UK’s most trusted inclusion organisations — have already said this is something they’ve never seen before, and that it’s shaping up to be a significant piece of work. Recognition is good. But recognition alone won’t change lives. We now need action — from leaders, employers, and government. So I’m asking: if you really care about inclusion, let’s stop talking and start fixing. 👉 @Keir Starmer 👉 @Kirsty McNeill (Labour candidate for Midlothian & disability inclusion advocate) 👉 @Tom Pursglove MP (Minister for Disabled People) 👉 @Department for Work and Pensions (DWP) 👉 @Disability Rights UK 👉 @Scope 👉 @RNIB (Royal National Institute of Blind People) 👉 @British Dyslexia Association This is bigger than a single organisation — it’s about proving that disability inclusion is not an afterthought, but the foundation of a fair and successful future. If you care about that future, share this message. Let’s make sure the right people see that the solution is here. #DisabilityInclusion #Accessibility #FutureOfWork #SocialImpact #EqualEase #InclusionRevolution AJ Nanayakkara (he/him) Jane Hatton. Lisa Smyth Robyn Collip, Assoc CIPD Accenture Apple Tesco Disability Rights UK Adam Hyland

This post is 100% accurate. As a practitioner in the field of Workforce Diversity, Equity & Belonging I have witnessed this over and over and OVER again sadly reflected consistently within the Human Resources Industry. Probably one of the worst demonstrations of this was when applying for a role in 2019 within the corporate business unit of a well known ILSC First Nations owned federal government authority the last dot point of the Position Description included the following: "All roles around Voyages Ayers Rock Resort are of a physical nature and require a reasonable level of fitness and physical ability to perform the role safely as outlined in Departmental procedures." Then followed by the generic reference to WHS & anti-discrimination legislation! There was absolutely no reason for this as the corporate unit was not inaccessible and there were no areas of the Workplace that could not be reasonably adjusted to suit these roles. Whilst I agree that the nature of Central Australia geographically is one that may be a challenge to some individuals with a lived experience of disability this statement in itself was immediately exclusionary of people with disability and offensive. #DEI #wordforcediversity #disability #ndis #humanresourcemanagement #humanresourceindustry #whs #antidiscrimination #intersectionality

Why is Disability Always at the Back of the Queue? I’ll admit it When I first set up EdenChase over 10 years ago, My focus was on Gender Equity. Disability wasn’t even on my radar. It wasn’t until my own diagnosis That I began to truly understand the importance of Disability Inclusion. And over the last 6 years, it’s become my laser focus. Let’s be honest — if Disability hasn’t touched your life personally, Why should you care? It’s easy to think of it as: -Someone else’s problem -Not a business priority -Something you can think about next year But here’s the reality: 83% of Disabilities are acquired during a person’s lifetime. That means it’s not just someone else’s concern It’s something that’s increasingly impacting us all. With: -Longer life expectancies -Ageing populations -Global conflicts -Societal shifts The disability curve is steepening. And yet, Disability is still sidelined in the DEI conversation. You are proud of your Gender, LGBTQ+, Race or Age networks And that’s great! But if Disability and Neurodiversity aren’t part of your strategy, You’re still excluding 1 in 4 people in the UK. And just like the brilliant Chris Ruden says: "Partial inclusion is still exclusion." -Stop ignoring Disability. -Stop ignoring our collective potential. -Stop letting fear or perfection dictate your DEI strategy. Help, knowledge, and support are out there. You don’t need to be perfect. You do need to start. And if you’re ready to start Our next Disability Confident Cohort begins online Thursday 4th September, 1–2pm, running weekly until 16th October. It’s free, a safe industry learning space with peers And the perfect way to finish 2025 With your sights firmly set on making Disability Inclusion A genuine priority for 2026. If you want to push Disability Inclusion up the DEI agenda This is a great opportunity to begin In partnership with Project Nemo and Ecommpay. We'll see you there! Link to register in comments below! #DisabilityInclusion #InclusiveHiring #DisabilityConfidence Image ID: Neutral background with the text: You don't need to be perfect. You do need to start. Disability Confident Cohort, starts 4th Sept, Free Industry learning with peers. Logos of Edenchase, Project Nemo and Ecommpay.

Closing the disability inclusion gap with business leadership Did you know that over 1.3 billion people, which is 17% of the global population, live with some form of disability? This makes them the largest minority group worldwide. The Valuable 500, with 500 members, stands as the largest global network of chief executives dedicated to advancing disability inclusion. Their initiative aims to empower companies to become pioneers of change, unlocking the untapped business, social, and economic potential of those 1.3 billion individuals worldwide with disabilities. Noteworthy efforts by industry giants like Google, Microsoft, and CitiGroup have been observed through their annual diversity reports, offering a transparent view of the current landscape within their organizations. These strides signify a growing commitment to fostering inclusivity and diversity within the corporate world. For detailed insights on recommendations for 2025, access the full impact here: https://lnkd.in/eDG9mK-a #WorldEconomicForum #FutureOfWork2025

Driving Authentic Disability Representation I love this initiative! Let's celebrate and honour those doing disability inclusion well at Cannes! The Valuable 500 is leveraging the power of our advertising industry to celebrate campaigns that lead the way in authentic disability representation. The Valuable 500 introduced the ‘Nothing Without Us’ Awards at this year's Cannes Lions International Festival of Creativity. This award is designed to address the ongoing lack of disability representation on screen. But more importantly, it challenges creative leaders to stop relying on outdated tropes: stereotypes, inspiration porn, and tokenistic gestures are no longer a pass for disability inclusion. The article ‘Valuable 500 announces ‘Nothing Without Us’ Awards for authentic disability representation at Cannes Lions 2025’ from Weber Shandwick also reveals the launch of a new free digital platform to help the industry: the Authentic Representation Tool (ART). Coming soon, ART is designed to support global adoption of disability representation standards. It will help brands and agencies assess their current practices and implement real, actionable strategies to improve. Developed in collaboration with Kearney and disability experts from various disciplines, ART is a long-overdue industry game changer. The announcement of the ‘Nothing Without Us’ Awards and the ART platform marks a turning point, a moment of accountability. When 90% of the disability community (your potential customers) report that their experiences are not reflected in the media, it's time to stop talking about good intentions and start taking authentic action. Disability representation isn’t a box to tick, it’s a standard that begins at the start of every project. Congratulations and THANK YOU to everyone involved in making this happen! #AuthenticRepresentation #DisabilityInclusion #NothingWithoutUs #DisabilityRepresentation #Valuable500 #CannesLions2025 #RepresentationMatters #InclusiveMedia #VisibilityOfDisability #InclusionInMedia #ARTtool #PeopleWithDisability

A post a little bit different from what I usually share. July was Disability Pride Month, and many organisations highlighted stories of disabled employees and people living with chronic conditions. These stories are inspiring and important. Over time, I’ve seen how physical and cultural barriers in workplaces limit opportunity and inclusion. This reality has shaped how I view true inclusion. Is raising awareness necessary? Absolutely. But is it enough on its own? No — real change requires consistent action. Because actions speak louder than words. Disabled people shouldn’t be recognised only for overcoming challenges, showing resilience, or adapting. In a truly inclusive environment, disability is just seen as a natural difference, not an exception. Organisations shouldn’t rely on box-ticking exercise to appear progressive. Inclusion isn’t a PR strategy, it’s a cultural commitment that must be real, understood, and embedded at every level. Workplaces and environments should be free of barriers and biases. What disables people isn’t their impairment — it’s the barriers society puts in their way, because environments and workplaces were never designed with them in mind. In a truly inclusive world, no one would have to adapt or be resilient to get the support they need. To organisations: Commit to removing barriers. Provide necessary support. Be consistent. Don’t just share stories — start conversations, review policies, and question a process. Disabled people don’t need to change — society does. Change starts with honest reflection and consistent action. Let’s make inclusion the standard, not the exception.   How is your organisation taking action — not just recently, but consistently throughout the year? Scope Hidden Disabilities Sunflower 🌻 Disability Rights UK Evenbreak Disability Confident The Law Society disabled solicitors network #DisabilityPrideMonth #InclusionMatters #AccessibilityForAll #InclusiveWorkplace #DisabilityInclusion #BreakTheBarriers DisabilityAwareness #ChronicIllnessAwareness Here is the meaning of the Disability Pride Flag: The rainbow of colours represents the barriers the disabled community (people experiencing non-visible, sensory, physical, developmental and mental conditions...) face and have to navigate through: Red: Physical impairments and conditions Gold: Neurodiversity White: Non-visible and undiagnosed impairments and conditions Blue: Emotional and psychiatric conditions, including mental health, anxiety and depression Green: Hearing impaired, vision impaired, audio processing and all other sensory impairments and conditions Charcoal: The charcoal background is to represent people in the community who have experienced ableism, and to protest against this

Why is the “Purple Pound” purple? 💜 Recently, someone asked me why the Purple Pound is called “purple” and why so many disability inclusion campaigns use purple as their colour. I realised I didn’t actually know the full story in so I went looking. Here’s what I found: The Purple Pound refers to the spending power of disabled people and their households. The colour choice was intentional, campaigners wanted a bold, empowering, non-medical colour that hadn’t already been claimed by other movements. Purple is often associated with dignity, resilience, and creativity. It stands out, but without the “warning” connotations of red or the “medical” feel of hospital blues and greens. In the UK, the term was popularised around 2015 by a social enterprise called Purple, which set out to improve disability inclusion in business. They mirrored other “economic power” colours like the Pink Pound (LGBTQ+ spending) and Grey Pound (older consumers). In 2018, Purple Tuesday launched, a day focused on improving the customer experience for disabled people, and cemented the colour association even further. Internationally, purple has also been used in UN disability awareness campaigns, on awareness ribbons, and by advocacy groups for years. So now, “purple” is a widely recognised shorthand for disability inclusion, especially in business contexts. I’d love to hear from others in the accessibility/disability community: > Do you know of earlier uses of purple in disability rights? > Have you seen other colours used for this purpose in different countries? TIA!

🌍 Things Often Left Unsaid About Disability (But Must Be Said) One of the greatest silences in education and development is around disability. Too often, disability is treated as an afterthought, a charity case, or simply ignored. But inclusion is not optional it is a right, a necessity, and a source of innovation. If your conversations on equity, gender, or education don’t include disability, then they are incomplete. 1. Disability is not a tragedy it’s society’s barriers that create exclusion. Most posts frame disability as an individual “problem,” when the real issue is lack of accessibility, stigma, and systemic neglect. 2. Inclusion is not charity it’s a right. Many programs portray inclusion as “helping” people with disabilities rather than fulfilling human rights obligations under the UNCRPD. 3. Disability is part of diversity. Just like gender, race, or culture, disability is a natural aspect of human diversity. Yet it’s rarely included in mainstream diversity, equity, and inclusion (DEI) conversations. 4. Representation matters, but leadership matters more. It’s not enough to show children or adults with disabilities in campaigns. They must also lead programs, research, and decisions that affect them. 5. Disability is cross-cutting. You cannot talk about education, gender equality, climate change, or development without addressing disability. Yet it’s often left out of these agendas. 6. Accessibility is not optional it’s foundational. From events and classrooms to online platforms, accessibility is treated as “extra” instead of standard practice. 7. Language shapes reality. Words like “suffering from” or “special needs” reinforce pity. What’s really needed is respectful, empowering language: “disabled person” or “person with a disability” depending on context. #Inclusion #DisabilityRights #EducationForAll #SocialImpact #Accessibility Ubongo uBoraBora The LEGO Foundation Disability Rights Fund Gender, Work & Organization Zero Project

Disability and the Cost of Misinformation "Did you know salt water can cure your disability?" Someone once told me that with a straight face. They meant well, but what they did not know was how deeply harmful such myths can be. Another one I heard, "She just needs prayers, not opportunities." "If you give them jobs, they won’t cope." "Disability is a curse." These are not just words but they are forms of misinformation that carry real costs. They rob people with disabilities of dignity, limit opportunities, and reinforce exclusion. Misinformation around disability is everywhere from “miracle cures” to harmful stereotypes that suggest persons with disabilities cannot learn, work, or lead. These are not just innocent mistakes; they come with a cost. The United Nations Convention on the Rights of Persons with Disabilities (CRPD) reminds us that access to accurate information, equal opportunities, and freedom from discrimination (Articles 8, 9, and 27) are not favors rather they are rights. Misinformation does not just create stigma; it blocks progress toward the Sustainable Development Goals (SDGs). The cost is a child with a disability being denied education because someone believes she cannot keep up. SDG 4 (Quality Education): Myths keep children with disabilities out of school. SDG 8 (Decent Work & Economic Growth): False assumptions deny adults with disabilities jobs. The cost is a young man being dragged to prayer houses instead of being given a mobility aid. SDG 10 (Reduced Inequalities): Stereotypes widen the inclusion gap. The cost is policies shaped by pity instead of rights, keeping millions of us excluded. Every time misinformation spreads, a barrier is built. But every time truth is shared, a door opens. Disability is not a tragedy. The real tragedy is misinformation. When myths replace facts, when stories replace lived experiences, when voices are silenced by assumptions. Inclusion starts with truth. And the truth is: persons with disabilities are not broken. Society is broken when it chooses myths over dignity, pity over empowerment, and charity over justice. Breaking myths is not charity, it is justice. It is about ensuring that no one is left behind. Ask yourself today: What narrative am I reinforcing, exclusion or inclusion? United Nations #InclusionDiaries #StopTheMyths #DisabilityRights #NothingWithoutUs #InclusionMatters #DisabilityJustice #CRPD #SDGs #misinformation #inclusionmatters #follower #highlights Image Description: A digital flyer with a soft blue and white background. At the center, in bold dark text, is the quote: "Misinformation about disability is not just ignorance, it is a barrier to inclusion. Breaking these myths is breaking chains." Below the quote is a smaller line: Linked to SDG 4 (Quality Education), SDG 10 (Reduced Inequalities), and the UN CRPD Articles 8 (Awareness-raising) & 9 (Accessibility). At the bottom, the text reads: #InclusionDiaries