I had the privilege of attending the Our Life Stories exhibition hosted by Kate Terroni, CEO of United Response a few weeks ago at the Guildhall in York, an incredibly moving project supported by the National Heritage Lottery Fund. The exhibition showcased the lived experiences of disabled people through deeply personal stories, reflections and creative expression. It was one of those events that touches your heart and stays with you long after you leave the room.
As I listened to the stories being shared, I found myself reflecting not only on resilience and strength, but also on something less visible and far more uncomfortable. The everyday challenges disabled people continue to experience in society and in the workplace.
Not always deliberate, or with intentional cruelty or through discrimination in its obvious form. But the quieter kind, that excludes people through assumptions. The kind that overlooks talent because they “might not fit in.” The kind that sees disability before capability.
What struck me most throughout the exhibition was the determination shown by every participant and their families who support them. Many navigate systems, environments and attitudes that make everyday life harder than it needs to be, yet they continue to push forward with remarkable resilience and with the help of organisations such as United Response, whose values of inclusivity are embedded throughout everything they do.
It left me asking a question I’ve reflected on many times throughout my HR career. What more can I do to help build truly inclusive workplace cultures that improve representation and opportunities for people with physical and learning disabilities?
We often talk about diversity and inclusion as corporate priorities, but too often inclusion only exists in policy documents and awareness campaigns. Real inclusion is visible, it’s felt in custom and practice. And importantly, in the UK, it is also a legal responsibility.
Under the Equality Act 2010, employers have a duty not to discriminate against disabled people during recruitment, employment, promotion, training or dismissal. The law also requires employers to make “reasonable adjustments” to remove barriers disabled employees may face in the workplace.
Despite this legislation being in place for over a decade, many disabled people still encounter subtle exclusion at every stage of employment, starting with recruitment i.e inaccessible interview locations, rigid job descriptions or assumptions about capability. Sometimes it appears in workplace culture. Colleagues speaking to carers instead of the individual, excluding disabled employees from opportunities or treating adjustments as inconveniences rather than legal and ethical responsibilities. And sometimes the insensitivity is even more subtle…discomfort, avoidance, poorly informed language or assumptions that disabled people may not wish to participate or engage in workplace events with their colleagues.
A recent experience abroad highlighted this perfectly for me.
While staying at a hotel with my husband in Florence, Italy, I noticed a young employee with down syndrome welcoming guests and guiding them to reception. What stood out wasn’t that he was employed, it was how natural it all felt. He was supported, included and clearly valued as part of the team. Staff interacted with him with patience, warmth and respect. Guests responded positively which took the “fear of getting it wrong” away from engaging with him. The environment simply worked because inclusion had been normalised.
This got me thinking, why don’t we see more of this in the UK? How can McMillan and Associates HR make a difference in this space?
There are many economically inactive disabled people who are more than capable of contributing meaningfully to businesses when given the right support and opportunity. Yet many still face barriers before they even get through the door. That is where leadership matters. Inclusive employers understand that reasonable adjustments are not “special treatment”, they are often simple changes that allow talented people to thrive. Flexible working, adapted equipment, adjusted communication styles or additional support mechanisms are rarely difficult to implement, but they can completely transform someone’s experience at work. When businesses embrace diversity properly, everyone benefits.
Events like Our Life Stories matter because they challenge perception. They force us to slow down, listen and understand experiences outside our own. The conversations sparked during the exhibition were powerful reminders that representation matters, not just in media or campaigns, but in everyday life, including where we work.
If this blog has resonated with you and you’re ready to take meaningful action, get in touch. Our professional HR team can provide practical advice and guidance on breaking down barriers and creating a modern, inclusive workplace where everyone, regardless of ability, has the opportunity to succeed and thrive.
I am sharing some photos and the Channel 4 coverage captured during the exhibition with consent from United Response. Channel 4 coverage
With special thanks to Lewis, Liv, Jayne, Sue, Ali and James from United Response for inviting me along and for supporting my blog.