News / disability
Disability at work: Bristol’s response
In a recent full council meeting, Bristol City Council unanimously voted to make the city “the most accessible city in the country”.
The motion was tabled by Labour councillor Kelvin Blake who is himself a wheelchair user following an accident which left him unable to walk.
This applies to conditions at work as well. With the challenges faced by individuals with disabilities in the workplace, the city is slowly but surely making strides towards a more inclusive business landscape.
Bristol24/7 had the opportunity to speak to few individuals who are at the forefront of this quiet but potent revolution: a founder of a social enterprise championing disability at work; an engineer who is a wheelchair user and a regional governing body of employees.
Kelvin Blake, Labour councillor for Hillfields, tabled a motion to make Bristol “the most accessible city in the country”- photo: Labour Party
Inclusive Change At Work C.I.C. works with employers by providing necessary training tools to understand disability better while nurturing young people with disabilities to be “job ready” with workshops and podcasts.
Lucy Smith, the founder and director of Inclusive Change, explained the need for their work: “As of 2023, there are approximately 5.1 million disabled people in employment in the UK, which represents a significant increase from 2.9 million in 2013.
“This growth reflects a 77.2 per cent increase in the number of disabled people in the workforce over the past decade. The disability employment rate also increased to 53.6 per cent in the second quarter of 2023, up from 43.6 per cent in 2013. This demonstrates that more disabled people are entering and staying in the workforce, highlighting progress in workplace inclusion and accessibility in the UK.”
Lucy pointed out that there has been greater awareness of disabilities and what constitutes a disability.
“What’s truly changed is that more people feel empowered to challenge the status quo and advocate for their needs,” said Lucy Smith, founder and director at Inclusive Change At Work – photo: Lucy Smith
She said: “In recent years, there has been a significant shift towards greater recognition and inclusion of disability in the workplace. One key driver is that more people are identifying as neurodivergent, and an ageing population means that more individuals are continuing to work later in life, often with conditions that may require support.
“The Equality Act 2010 provides vital legal protections, and we’re also seeing an expanding understanding of what constitutes a disability—conditions like menopause are increasingly being recognised as needing workplace support.”
Another factor which Lucy singled out was the greater awareness of rights and responsibilities from employees and employers.
She explained: “Businesses are also waking up to the fact that diversity isn’t just a buzzword—it’s good for business.
“By fostering an inclusive culture, companies are better positioned to represent their customers and communities, which ultimately enhances productivity, innovation, and profitability. Diversity and inclusion are now seen as strategic priorities that drive success, rather than just compliance measures.”
When we asked how companies can move from cynical and performative PR stunts to making a real change in the workplace for employees with disabilities Smith said there should be a “committed and thoughtful approach” from within.
She said: “One of the first things a business can do is engage with their teams directly—surveying staff to understand their perceptions of inclusion and diversity within the organisation. This insight forms the basis for meaningful change. Here are three quick tips: Listen & act on feedback, promote education & awareness and individual support and adjustments.”
Lucy also spoke on the role of local organisations and charities. She said: “Organisations should start by surveying their workforce, to understand existing barriers and identify areas for improvement. Disability audits can help assess accessibility within the workplace environment, including physical, digital, and attitudinal barriers.
“Charities often have expertise in specific disabilities, and they can offer tailored training and resources to organisations. In our region Inclusive Change can provide training on a range of topics related to disability and accessibility and I would also recommend WECIL (The West of England Centre for Inclusive Living) as an organisation with a great deal of experience in this topic.”
Meg Ginsberg, an engineer who is also a wheelchair user, is passionate about promoting diversity and inclusivity in the STEM sector – photo: Meg Ginsberg
One such individual who is breaking barriers and redefining disability at work is Meg Ginsberg. Meg who is a wheel chair user began her engineering journey as an apprentice project manager at
South West Water.
Her dedication in the role won her Apprentice of the Year awards at Institution of Civil Engineering (ICE) South West Civil Engineering Awards. Meg who is passionate about promoting diversity and inclusivity in the STEM sector spoke to Bristol24/7.
She said: “As a wheelchair user in the water industry, I’ve faced unique challenges, particularly in construction environments, where accessibility can be limited.
“However, working as an assistant project manager on the Infrastructure Team at South West Water, I’ve learned how to navigate these obstacles and continue doing the job I love.”
“Construction sites often present difficulties for people with disabilities, from uneven terrain to limited access to facilities,” said Meg.
“To make these workplaces more inclusive, we need accessible pathways, ramps, and adaptable equipment that can accommodate various mobility needs. Inclusive training for all team members on accessibility is also crucial to foster a supportive environment.”
Also speaking to Bristol24/7 was Miranda Housden, regional director, ICE South West.
She said: “The ICE works with its members and organisations to make civil engineering a diverse and inclusive profession. The infrastructure sector needs and welcomes inspiration and diversity of ideas to create better places to live.
“As part of our ongoing efforts to improve inclusion and accessibility, the ICE South West regional committee is setting up a new network to raise awareness of neurodiversity in civil engineering and support neurodiverse engineers.
“This really is a profession that not only welcomes people of all abilities and backgrounds, but values diversity as essential for the future of the industry,” said Miranda Housden, regional director, ICE South West
“We’re also fully behind the work of Meg Ginsberg, ICE South West Future Leader, in challenging preconceptions about what disabled people can do in infrastructure. Initiatives such as Meg’s Construct Ability project are helping to change the narrative.
“This really is a profession that not only welcomes people of all abilities and backgrounds, but values diversity as essential for the future of the industry.”
However, challenges remain. Despite the progress made, individuals with disabilities continue to face discrimination and barriers to employment. Stereotypes and misconceptions persist, and many businesses still lack the necessary infrastructure and support to accommodate employees with disabilities effectively.
As Bristol continues to evolve, it is essential to prioritise disability inclusion and ensure that everyone has equal opportunities to contribute to the city’s economic growth and prosperity.
Main photo: Lucy Smith
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