Supporting Disabled Teams: Practical Insights for Inclusive Workplaces

4 Jun

Recently, I had the pleasure of hosting a live session on how we can better support disabled and neurodivergent teams at work. I was joined by the brilliant Saadiya Yusuf, a mindset coach from Mind Vibe, and together we spoke to HR professionals and line managers from various industries about how to turn good intentions into meaningful change.

Here’s a quick round-up of what we talked about, and what I hope more organisations will reflect on as they build inclusive workplaces.

It starts with mindset (not just policies)

Disabled people are under attack. Welfare reforms, demonisation from the media, and cuts to equity, diversity and inclusion are all having an impact on the lives of disabled people.

And, this inevitably filters through into how we’re feeling at work.

For employers, support is the most important thing.

During the lunch and learn, I shared, “When we talk about inclusion, we often jump straight to adjustments or policies. But before any of that, teams need a sense of safety — to know they can speak up, ask for what they need, and not feel judged.”

Managers were encouraged to model vulnerability themselves. Acknowledging your challenges or asking for feedback creates a culture where others feel empowered to do the same.

Saadiya added, “If you want people to disclose or be open about their needs, they have to trust you. And trust is built through consistency, empathy, and listening.”

Managers play a big role here. If you show up as open, curious and human, others are more likely to do the same.

Inclusion is ongoing, not one-and-done

There’s often this idea that once you’ve got a policy or delivered some training, the job’s done. But as I said during the session:

“We often hear people say, ‘We’ve done the training, we’ve got the policy,’ and then it stops there. But inclusion isn’t static. It’s about consistent effort and reflection.”

Inclusion isn’t a checkbox, it’s a culture. Things change. Teams grow. What works for one person won’t work for another. We’ve got to keep listening and adapting.

You don’t need someone’s diagnosis to offer support

One of the most powerful things Saadiya said during our chat was:

“We don’t need someone to prove they’re disabled to justify empathy or adjustments. If someone says they’re struggling — that’s enough.”

If someone tells you something isn’t working for them, believe them. That’s your moment to lean in and ask, “How can I help?”

Most adjustments are simple — and free

I think employers often overestimate the cost of adjustments. But the truth is: The vast majority of adjustments are either free or low-cost. We’re often talking about flexibility in working hours, clearer communication, or giving people more time to process things.

It's not about flashy tech or fancy furniture — it’s about small, thoughtful changes that let someone work in a way that suits them.

My own adjustments are:

Meeting agendas in advance
Clear actions after meetings and clear email communication
Commuting outside of peak hours
Working 10-6, rather than 9-5.

And when it comes to the things that have an associated cost:

A support worker
A Remarkable
Grammarly Pro

And for those, I’ve successfully funded them via Access to Work.

Universal design makes work better for everyone

Another big takeaway from Saadiya: “If we design our systems assuming everyone processes information the same way, we exclude so many brilliant people by default.”

Universal design isn’t just a buzzword — it’s a mindset. Think about your onboarding. Your meeting formats. Your internal comms. Could people engage in different ways? Would that help everyone, not just disabled team members? (Spoiler: yes.)

Ask, don’t assume

We wrapped up the session with a reminder that we’re not aiming for perfection — we’re aiming for progress.

“Inclusion isn’t about lowering standards. It’s about removing the barriers that stop people from meeting them.”

“Curiosity beats perfection. If you’re not sure how to support someone, ask them.”

And that really sums it up. You don’t need to know all the answers. You just need to care enough to ask the right questions, and then listen.

Want more events like this?

If this resonates with you, I’d love to keep in touch. We run events like this regularly at SIC, bringing together disabled professionals, inclusion experts and changemakers to share real advice that works.

…and join us for future events that help build workplaces where everyone can thrive.

Thanks again to Saadiya and everyone who joined us live. Let’s keep this conversation going.