SoMe Toolkit

80% of disabilities are invisible

Most 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: WHO / Purple Pound research

The disability employment gap is ~30 percentage points

People with disabilities are employed at roughly half the rate of people without disabilities. Closing this gap is both a social imperative and a massive untapped talent opportunity.

Source: ILO / OECD

Most reasonable adjustments cost nothing

Research consistently shows that the majority of workplace adjustments for disabled employees cost nothing at all — flexible hours, quiet workspaces, different communication formats, or minor changes to duties.

Source: Job Accommodation Network (JAN)

Neurodiverse employees often outperform in pattern recognition, detail, and creativity

Companies like SAP, Microsoft, and JPMorgan have found that neurodiverse employees — including those with autism and ADHD — bring exceptional strengths in areas like pattern recognition, deep focus, attention to detail, and creative problem-solving.

Source: Harvard Business Review

The 'Purple Pound' — UK disabled consumers spend £274bn annually

The disability market is enormous. UK disabled consumers and their households control £274bn in spending power annually. Inaccessible products and services shut out a massive, loyal customer base.

Source: Purple Pound / Research Institute for Disabled Consumers

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

Inclusive companies outperform their peers financially

Accenture research found that companies that lead on disability inclusion generate 1.6x more revenue, 2.6x more net income, and 2x more economic profit per employee than their industry peers.

Source: Accenture — Getting to Equal: The Disability Inclusion Advantage

MYTH: Hiring disabled people is expensive

FACT: Most adjustments cost nothing. A Job Accommodation Network study found 58% of adjustments cost absolutely nothing, and the rest average under €300. The productivity gains and retention savings far outweigh any costs.

Source: Job Accommodation Network

MYTH: You should avoid asking about disability in interviews

FACT: You should ask all candidates whether they need any adjustments for the interview or role — it's both best practice and legally appropriate. Avoiding the conversation doesn't protect anyone; it just means barriers go unaddressed.

Source: CIPD / ACAS guidance

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

FACT: 80% of 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: Scope UK / WHO

MYTH: Disabled employees take more sick leave

FACT: Research shows that with appropriate adjustments in place, disabled employees often have lower absenteeism than the general workforce. Appropriate support prevents the situations that cause sick leave.

Source: DWP Research / Accenture

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 (zero cost) 2. Written summaries after verbal briefings (zero cost) 3. Noise-cancelling headphones or a quiet workspace (~€50) 4. Adjustable desk height (~€100–€300) Most adjustments are free. Start there.

1.3 Billion

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

Source: World Health Organisation, 2023

€1.9 Trillion

The estimated annual global market opportunity from improving accessibility for people with disabilities and their networks.

Source: Return on Disability Group

Only 4%

Only 4% of companies systematically focus on disability in their diversity and inclusion programmes, despite disability being the world's largest minority group.

Source: Accenture — Getting to Equal

56% More Likely

Highly inclusive companies are 56% more likely to achieve better business outcomes including revenue growth, market share, and performance, according to Deloitte research.

Source: Deloitte Global Human Capital Trends

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.