Making Accessibility Personal

Whether you see us or not, disabled people are everywhere. It’s a simple fact, yet one that often seems overlooked in the design of our workplaces, our services, and our public spaces. As someone living with Limb Girdle Muscular Dystrophy (LGMD), a rare and progressive condition, this isn’t just an abstract concept – it’s a daily reality. The actions people take, or often don’t take, have significant power to include or exclude, and the impact can be profound.

This was a central undercurrent to the conversations we had at enei’s recent event, ‘Beyond Accessibility: Empowering Disabled and Neurodivergent Employees’. It was a privilege to host a room filled with HR professionals, senior leaders, managers, and allies, all committed to moving beyond tick-box exercises and towards genuine empowerment. But as we delved into discussions with our insightful panellists – Esi Hardy (Celebrating Disability), Mark Woodward (Neurobox), and Matthew Jones (Matchware) – and during our interactive sessions, it became clear that for many, the path forward still feels uncertain.

One of the most resonant themes was the incredible power of a simple, proactive question: “What do you need to thrive?” As my own condition changes over time, the support I need also evolves. I vividly remember being interviewed at enei and being asked about my needs. At that point, I didn’t need specific adjustments. However, the very act of being asked was significant. For those of us with non-visible disabilities – and it’s estimated that around 80% of disabled people in the UK live with conditions that aren’t immediately apparent – being proactively asked about our needs can instantly signal a safe, supportive environment. It alleviates the burden of disclosure, which, while a privilege in terms of controlling how one is perceived, also carries its own layer of anxiety. 

This principle directly challenges the “one-size-fits-all” approach. With a condition like LGMD, which is not only rare but also distinct from more commonly known forms of muscular dystrophy, it’s highly unlikely anyone could guess my needs without asking. This is why focusing on the individual, not just a diagnostic label, is paramount. 

A common fear that emerged is the perceived complexity and cost of reasonable adjustments. The reality, shared by many at the event and echoed in my own experience, is that effective support is often remarkably straightforward. 

For me, it can be as simple as not being expected to carry a heavy laptop into the office for a meeting where I won’t need it. It’s the understanding and flexibility around medical appointments, which can already be anxiety-inducing, without feeling the need to justify them. Or it might be support with transport, like an alternative to the Tube after a long day on my feet, which can be incredibly taxing. These aren’t monumental undertakings; they are acts of consideration that enable participation and well-being. The key is to open the conversation and listen. 

“But what if I say the wrong thing?” This is a common anxiety that can prevent well-meaning colleagues and managers from engaging at all. The advice that resonated strongly during our event was clear: accept that you might make mistakes. It’s your response to an error, your willingness to learn and adapt, that will have the biggest impact. 

Asking open questions like “What do you need?” or “How can I better support you?” is a great starting point. For those in leadership positions, being open and sharing your own challenges – whether related to disability or not – can set a powerful precedent, fostering a culture where vulnerability is met with understanding, not judgment. 

Hosting the event left me with a dual sense of reassurance and frustration. It was inspiring to see so many brilliant minds dedicated to finding solutions and sharing best practices. There’s a genuine desire to create more inclusive workplaces. 

Yet, the frustration remains that so many of the barriers disabled and neurodivergent people face are still largely unseen or unacknowledged by the wider world. I often use the example of regularly encountering out-of-service lifts across London or seeing cars illegally parked on dropped kerbs. These aren’t minor inconveniences; they are significant obstacles that can dictate whether someone can access a service, attend an appointment, or simply navigate their community. 

The journey ‘Beyond Accessibility’ is ongoing. It requires us to continually challenge our assumptions, to listen with intent, and to co-design solutions with the people they are intended to support. It’s about fostering autonomy and recognising that when we empower disabled and neurodivergent individuals, the benefits extend to the creativity, innovation, and overall success of our organisations.

Let’s not allow the fear of imperfection to stall progress. Let’s keep these conversations alive in our workplaces. What steps can you take today to better understand and support the diverse needs within your own teams?

This blog was written by Hugh O’Keeffe, Diversity and Inclusion Lead at enei, and posted on 19 May 2025.