The word “disabled” can mean different things to different people, and not everyone who meets the legal definition of disability will necessarily describe themselves in that way.
This resource gives a simple introduction to what disability can mean within a UK workplace under the Equality Act 2010. It explains that the definition considers a physical or mental impairment, whether its effect is substantial, whether it is long-term, and how it affects normal day-to-day activities.
One point I think is particularly important is that someone does not necessarily have to identify themselves as disabled for the Equality Act definition potentially to apply. The focus is on the impact of the impairment.
In the workplace, this matters because protection can extend to recruitment and employment, and employers may have a duty to make reasonable adjustments in relevant circumstances.
But beyond definitions and legislation, I want people to remember the person.
Two people with exactly the same condition may experience completely different barriers. Rather than making assumptions based on a diagnosis or label, ask about the individual, what they are finding difficult, the work they are trying to do and the environment they are doing it in.
Understanding should always come before assumption.
Maggie
Space to Breathe Therapy
