SoMe Toolkit

Many disabilities are invisible

Many disabilities — including chronic pain, mental health conditions, autism, ADHD, and hearing loss — are not visible to others. Inclusion means designing for everyone, not just those you can see.

Source: Hidden Disabilities Sunflower

The EU disability employment gap is 24 percentage points

In 2024, the employment rate of people with disabilities in the EU (aged 20–64) was 24 percentage points lower than that of people without disabilities. Closing this gap is both a social imperative and a massive untapped talent opportunity.

Source: Eurostat, 2025

Most workplace adjustments cost nothing

In the Job Accommodation Network's 2019–2024 employer survey, 61% of employers said the accommodation they made cost nothing — for example a changed work schedule or a policy change. Flexible hours, quiet workspaces and different communication formats are typical no-cost adjustments.

Source: Job Accommodation Network (JAN), 2025

Neurodivergent talent brings distinctive strengths

Microsoft, SAP and JPMorgan Chase run neurodiversity hiring programmes and co-founded an employer roundtable to share what works. Microsoft built its programme on the belief that neurodivergent people strengthen a workforce with innovative thinking and creative solutions.

Source: Microsoft; JPMorgan Chase

The 'Purple Pound' — UK disabled households are worth £446bn a year

The disability market is enormous. Households with at least one disabled person in the UK had an estimated £446bn in annual income in 2023/24 — the 'Purple Pound'. Inaccessible products and services shut out a large, loyal customer base.

Source: University of Bristol PFRC & Money Advice Trust, 2025

1 in 6 people globally has a significant disability

Over 1.3 billion people — 16% of the world's population — experience significant disability. Disability is part of the human experience. It affects families, teams, and communities everywhere.

Source: World Health Organisation

Disability-inclusion leaders outperform financially

Accenture research (2023) found that companies that led on key disability inclusion criteria saw 1.6x more revenue, 2.6x more net income and 2x more economic profit than other companies in the Disability Equality Index.

Source: Accenture — The Disability Inclusion Imperative (2023)

MYTH: Hiring disabled people is expensive

FACT: Most adjustments cost nothing. In the Job Accommodation Network's 2019–2024 employer survey, 61% of accommodations cost nothing, and those with a one-time cost had a median of $300. Employers reported that the benefits far outweighed the costs.

Source: Job Accommodation Network (JAN), 2025

MYTH: You can't ask candidates about adjustments

FACT: In the UK, Acas guidance says you must not ask applicants about their health or disability unless an exception applies — and finding out whether someone needs reasonable adjustments to the recruitment process is one of those exceptions. Ask every candidate whether they need adjustments for the interview. Avoiding the conversation just means barriers go unaddressed.

Source: Acas (UK)

MYTH: If someone looks fine, they don't have a disability

FACT: Many disabilities are non-visible. Chronic fatigue, chronic pain, mental health conditions, autism, ADHD, hearing loss, and many more conditions are invisible to the eye but very real in their impact.

Source: Hidden Disabilities Sunflower

5 things to check before your next job posting

1. Does it include an explicit invitation to request adjustments? 2. Is it free of unnecessary requirements (e.g. 'must drive' when they don't need to)? 3. Is it written in plain language? 4. Is it available in accessible formats? 5. Does the application process itself accommodate assistive technology?

3 questions every manager should ask a new team member

1. 'Is there anything about how we communicate or work together that would help you do your best work?' 2. 'Are there any adjustments to your workspace, schedule, or workload that would help?' 3. 'What does support look like for you when things get tough?' Ask everyone — not just people who have disclosed a disability.

How to make your next meeting more accessible

✓ Send agenda and materials in advance ✓ Use captions (auto or live) ✓ Allow hybrid/dial-in for those who need it ✓ Avoid sensory overload — keep slides simple ✓ Offer a written summary afterward ✓ Don't require camera-on

Language matters: words to use (and avoid) in disability inclusion

Use: 'disabled person', 'person with a disability', 'has dyslexia', 'uses a wheelchair' Avoid: 'suffers from', 'afflicted by', 'wheelchair-bound', 'special needs' When in doubt — follow the preference of the individual. And ask.

4 low-cost adjustments that make a big difference

1. Flexible start/end times (no cost) 2. Written summaries after verbal briefings (no cost) 3. Noise-cancelling headphones or a quiet workspace (low one-off cost) 4. Adjustable desk height (low one-off cost) In the Job Accommodation Network's employer survey, 61% of accommodations cost nothing. Start there.

Source: Job Accommodation Network (JAN), 2025

1.3 Billion

People worldwide who experience significant disability — 16% of the global population.

Source: World Health Organisation, 2023

$2.6 Trillion

The annual disposable income of people with disabilities aged 25–64 in Canada, the EU, the UK and the US alone.

Source: Return on Disability Group — Global Economics of Disability Report 2024

Poll: Does your workplace have a reasonable adjustments policy?

Option A: Yes, and employees know about it Option B: Yes, but it's not well communicated Option C: We handle it informally Option D: No policy exists Share this poll to benchmark where your network stands on reasonable adjustments.

Poll: How comfortable are you disclosing a disability at work?

Option A: Very comfortable — I trust my employer Option B: Somewhat comfortable — depends on the manager Option C: Not comfortable — worried about being treated differently Option D: I prefer not to say Use this poll to open the conversation about psychological safety in your network.

Poll: What's the biggest barrier to disability inclusion in your organisation?

Option A: Lack of leadership commitment Option B: No budget or perceived cost Option C: Lack of knowledge and training Option D: Culture and attitudes A great conversation-starter for D&I professionals and people leaders.

Poll: Has neurodiversity awareness improved in your workplace in the last 3 years?

Option A: Yes, significantly — real progress Option B: Slightly — mostly at awareness level Option C: No change Option D: Actually got worse / more tokenistic A useful pulse check for the neurodiversity community and HR professionals.