Assess to work

Access to Work can help you get, or stay in work if you have a physical or mental health condition or disability.

The support you get will depend on your needs. Through Access to Work, you can apply for:

• a grant to help pay for practical support with your work.
• advice about managing your mental health at work.
• money to pay for communication support at job interviews.

Equality Act 2010

Definition of disability under the Equality Act 2010

You’re disabled under the Equality Act 2010 if you have a physical or mental impairment that has a ‘substantial’ and ‘long-term’ negative effect on your ability to do normal daily activities.

The Disability Employment Charter

For far too long disabled people have not enjoyed the same employment opportunities as the wider working age population. The employment gap between disabled and non-disabled people has remained persistently large, at approaching 30%, and there is no evidence that significant change is in sight.

UK Disability History Month

The United Kingdom Disability History Month (UKDHM) has been celebrated since 2010, taking place from the 3rd week of November for four weeks.  

It was founded by Richard Rieser, former teacher and equality champion, after encouragement from those involved in LGBT History Month and advisors on race equality suggested a need for a month to focus on Disability History. Founding Supporting Organisations included the Trades Union Congress,  Disability coalitions and Scope.  It was also supported by a motion in Parliament on 10th November 2010 signed by 79 members of parliament, and can be viewed on the UK Parliament website ;

What is Neurodiversity?

What is ADHD

ADHD is a mental health condition that is defined through analysis of behaviour. People with ADHD show a persistent pattern of inattention and/or hyperactivity–impulsivity that interferes with day-to-day functioning and/or development. 

Autism

Autism is a developmental disability that affects how we experience the world around us. Autistic people are an important part of the world. Autism is a normal part of life, and it makes us who we are. 

Neurodivergence in the Workplace

We are pleased to share this resource from the Royal College of Speech and Language Therapists, exploring neurodivergence in the workplace.

This resource offers practical guidance and insight to help improve understanding of neurodivergent experiences at work. It highlights the importance of inclusive environments, reasonable adjustments, and strengths-based approaches that enable people to thrive.

Whether you are neurodivergent yourself or looking to develop more inclusive practice as a colleague or leader, this resource provides useful information to support reflection, learning, and meaningful change.

Occupational Therapy, Disability Activism, and Me

Written by Georgia Vine, a founding member of AbleOTUK, this book is a powerful exploration of disability, identity, and occupational therapy practice.

Drawing on her lived experience, Georgia charts her journey from navigating health and education services to becoming an occupational therapist and disability activist. The book challenges ableism within healthcare systems and asks critical questions about what truly inclusive practice looks like. 

Blending personal narrative with professional insight, it offers both reflection and practical learning, encouraging readers to think differently about how services can better support disabled people. 

This is an essential read for anyone committed to anti-ableist practice and creating meaningful change within occupational therapy and beyond.

You can purchase the book through reputable booksellers. If you are a member of the Royal College of Occupational Therapists, you may also be able to access a digital version via their online library.

Reasonable adjustments

Employers must make reasonable adjustments to make sure workers with disabilities, or those with physical or mental health conditions, are not substantially disadvantaged when doing their jobs.

This applies to all workers, including trainees, apprentices, contract workers and business partners.

This resource from UNISON provides practical guidance on understanding and implementing reasonable adjustments in the workplace.

It highlights workers’ rights under the Equality Act 2010 and outlines how employers should take steps to remove barriers that may disadvantage disabled people, including those who are neurodivergent or living with long-term health conditions. 

The guidance explores different types of adjustments, from changes to working environments and hours to providing equipment or adapting processes, and emphasises the importance of collaborative conversations between staff and employers. 

This is a valuable resource for both individuals seeking support and those working to create more inclusive, equitable workplaces.

Dyslexia

A learning difference which primarily affects reading, writing and information processing skills. Dyslexic people may have difficulty processing and remembering information they see and hear, which can affect learning and the acquisition of literacy skills. Dyslexia can also impact on other areas such as organisational skills.  Many dyslexic people show strengths in areas such as reasoning and in visual and creative fields.

SSHINE

The website SSHINE Students (Staff & Student Healthcare Initiative for Neurodiversity) is focused on supporting neurodivergent individuals within healthcare education and practice. Their Neurodiversity Module, developed with support from NHS England and the Florence Nightingale Foundation, is designed for both educators and learners across healthcare professions. It includes real-life experiences and practical techniques to better support neurodivergent learners and promote inclusive practices in healthcare environments

Be an ally

Ally: Someone who makes the commitment and effort to recognise their privilege, and acts in solidarity with oppressed groups in the struggle for justice. Allies understand that it is in their own interest to end all forms of oppression, even those from which they may benefit in concrete ways. An ally is someone who uses their privilege to support the rights of the marginalised.

Allyship: An informed, consistent, and empathetic practice to uphold a culture of inclusion.

Disability Pride Month and Flag

Disability Pride Month began in 1990, the year that the Americans With Disabilities (ADA) act was signed into law by President George H.W. Bush. That same year, the first-ever Disability Pride parade was held in Boston to celebrate the law’s passage.

The Disability Pride Flag was created by Ann Magill, a disabled woman, and each of its elements symbolises a different part of the disability community.

1. The Black Field: this field is to represent the disabled people who have lost their lives due not only to their illness, but also to negligence, suicide, and eugenics.
2. The Colours: each colour on this flag represents a different aspect of disability or impairment.

• Red: physical disabilities
• Yellow: cognitive and intellectual disabilities
• White: invisible and undiagnosed disabilities
• Blue: mental illness
• Green: sensory perception disabilities

Ann Magill redesigned the flag in July 2021 based on feedback from the disabled community that, when viewed online (especially while scrolling), the original lightning bolt design created a strobe effect, and posed a risk for people with epilepsy and migraine sufferers. Several people in the Disability community collaborated on Tumblr and came to a consensus on a new design that’s more accessible to everyone. Ann herself says “I believe it is better for communication and awareness that we focus on one version of the flag.” ²

The inclusive approach of the flag honours the meaning behind Disability Pride. Everyone is welcome to get involved, take part and celebrate pride in themselves and this fabulous, diverse and unique identity called Disability. We think the redesign is also a brilliant example of this amazing community in action, coming together to hack a solution that works for everyone.

Micro-aggressions

A microaggression is a statement or action, that shows subtle, intentional or unintentional discrimination, hostility or negative attitudes towards members of a marginalised group

Equality, equity diversity, inclusion and belonging