Disability Visibility in the Workplace

The International Day of Persons with Disabilities is a United Nations sanctioned day, originally proclaimed in 1992. The day intends to promote a comprehensive understanding of disability issues and authorise support for the dignity, rights and well-being of individuals with disabilities.

In recent years, diversity has become a main priority for the legal sector and whilst progress is evidently being made to improve diversity in the industry, the representation of persons with disabilities is still something yet to be improved.

Not all disabilities are immediately obvious, which often correlates with many disabled individuals not being open about their disability in the workplace. In many instances, individuals fear that the disclosure of their disability may induce negative consequences. One instance in which discrimination can be particularly prevalent is during the recruitment stage, attributable to a lack of understanding and potential fear as to what an individual’s disability may entail.

A previous study by the Solicitors Regulation Authority, substantiated that 6% of lawyers had a disability in 2021, an evident increase from an average of 3% in 2015. This is undoubtedly a positive change in the legal sector; however, it is not reflective of the 16% of the UK workforce who declare a disability.

Currently, there a few initiatives in place, in the legal sector, that strive for better representation and support of persons with disabilities. The Disabled Solicitor Network promotes equal opportunities within the industry for individuals with disabilities. The Valuable 500 is a global business partnership of 500 companies working cohesively to end disability exclusion. These partnerships aim to help change and unlock the social and economic value of people living with disabilities across the world. Whilst this initiative is not limited to the legal sector, some firms who have already signed up, include: Freshfields, Eversheds Sutherland, Simmons & Simmons, Clifford Chance and Linklaters.

Nevertheless, the impending question remains, what must be done to increase disability representation in the legal sector?

It is integral that employers continue the conversation about reasonable adjustments throughout an individuals employment in a constructive manner. This enables people to feel supported and allows for environments to be adjusted accordingly, so individuals can continue to carry out their role effectively, without being limited by their disability. It could be suggested that firms establish an internal disability network to support disabled staff and assist in building a disability inclusive culture.

Before sharing any media about disability representation and disabled stories, firms should leverage ideas from disabled individuals to ensure that a meaningful message is conveyed. When sharing stories of an individual’s perseverance and success in overcoming arduous barriers to reach where they are now, it is important to acknowledge why they have faced those barriers. From this, potential changes to remove such barriers can be considered so that individuals with a disability do not have to endure these again in the future.

Currently, there is a noticeable lack of disabled senior leaders in the legal sector. Therefore, it is essential that those in senior positions utilise their standing to help others who feel underrepresented, or apprehensive to share their disability in case it affects how they are viewed and treated in the workplace. External role models can be used to share their experiences and inspire others, sometimes you need others to share their personal experiences to feel confident about sharing your own.

An admirable role model who has proudly shared her story as a disabled, ethnic professional from a lower-economic background. Reena Parmar is a Counsel at Freshfields and chair of the Law Society’s Disabled Solicitors Network, she developed arthritis and fibromyalgia, both non-visible disabilities, during her working career. These conditions are exceedingly fluctuating, and they can have a substantial impact on her working life, with some of the daily challenges for her being chronic pain and fatigue. Alongside this, Reena is a mother to neurodivergent children and a carer for a parent with limited mobility.

When beginning her career, she has noted that there were no role models that she identified with, something that can be discouraging for many individuals. She first shared her experiences with her disabilities at an internal firm event that was celebrating the International Day of Persons with Disabilities, something rather nerve-racking. However, she believes that sharing her story with those colleagues, and publicly, was the best decision she ever made.

Individuals like Reena serve as inspirational role models for those who have not yet disclosed their disability in the industry, or those who are wanting to enter the legal profession but are sceptical about its inclusivity and acceptance of their disability.

To summarise the above, there is still a long way to go regarding disability representation in the legal sector. Disability is not a minority issue, however historically it has not been given the same priority as other diversity characteristics. Therefore, it is time for firms to take charge and implement a disability inclusive culture where individuals feel confident to share their disability without fear of mistreatment and create a space in which individuals feel supported. To do this, firms must take a holistic approach in considering every aspect of the organisation, including the recruitment stage where individuals are commonly deprived of opportunities due to a lack of understanding. Education on this matter is crucial, so that the industry can effectively progress in representation of all diversity characteristics, and we hope to see some real changes for the better in the new year.