In many workplaces, diversity and inclusion have become regular talking points. Yet too often, “disability inclusion” is overlooked or treated as an afterthought. The truth is, employees with disabilities still face daily barriers—both physical and attitudinal—which not only affect their ability to work, but also their sense of belonging.
One powerful way to bridge this gap is to create Disability Advocate roles within workplaces.
These advocates don’t need to be external consultants who show up once a year for training. They can be peers, colleagues, or dedicated staff members who identify as having a disability themselves.
What is a Disability Advocate in the workplace?
A Disability Advocate is someone embedded in the organisation who:
- Provides peer support to colleagues navigating accessibility or inclusion challenges.
- Acts as a trusted voice for employees with disabilities in workplace decision-making.
- Brings lived experience to HR, leadership, and policy discussions.
- Helps educate managers and staff about inclusive practices.
This role can be formal—a dedicated full-time position—or informal, such as a peer-support advocate working alongside their existing role.
Why does it matter?
- Lived experience matters. Policies designed without the input of disabled people often miss the mark.
- Retention improves. When employees feel supported and seen, they are far more likely to stay and thrive.
- Culture shifts. Advocates help normalise conversations around disability, reducing stigma and fear.
- It’s good business. Accessibility isn’t charity—it’s smart workforce planning. Inclusive workplaces attract diverse talent and reflect the communities they serve.
We already have Union representation to protect workers’ rights. So why can’t we have Disability representation to protect inclusion, accessibility, and equity for employees with disabilities?
Getting started
If you’re an employer or leader, here are a few steps you can take:
- Listen to your people. Ask employees with disabilities what support would help them most.
- Create safe spaces. Encourage peer support networks, employee resource groups, or informal advocacy roles.
- Formalise the role. Where possible, dedicate resources for a Disability Advocate position—recognising the time and emotional labour it requires.
- Empower, don’t tokenise. Ensure advocates are given real influence, not just symbolic recognition.
The future of work is inclusive
By creating Disability Advocate roles, workplaces can move beyond compliance to genuine inclusion. It’s not just about ramps and accessible software—it’s about having people with lived experience in the room, helping shape decisions that affect them and others.
When disabled employees see representation, support, and advocacy in action, it sends a clear message: You belong here.
👉 Do you think every workplace should have a Disability Advocate role?
In many workplaces, diversity and inclusion have become regular talking points. Yet too often, “disability inclusion” is overlooked or treated as an afterthought. The truth is, employees with disabilities still face daily barriers—both physical and attitudinal—which not only affect their ability to work, but also their sense of belonging.
One powerful way to bridge this gap is to create Disability Advocate roles within workplaces.
These advocates don’t need to be external consultants who show up once a year for training. They can be peers, colleagues, or dedicated staff members who identify as having a disability themselves.
What is a Disability Advocate in the workplace?
A Disability Advocate is someone embedded in the organisation who:
- Provides peer support to colleagues navigating accessibility or inclusion challenges.
- Acts as a trusted voice for employees with disabilities in workplace decision-making.
- Brings lived experience to HR, leadership, and policy discussions.
- Helps educate managers and staff about inclusive practices.
This role can be formal—a dedicated full-time position—or informal, such as a peer-support advocate working alongside their existing role.
Why does it matter?
- Lived experience matters. Policies designed without the input of disabled people often miss the mark.
- Retention improves. When employees feel supported and seen, they are far more likely to stay and thrive.
- Culture shifts. Advocates help normalise conversations around disability, reducing stigma and fear.
- It’s good business. Accessibility isn’t charity—it’s smart workforce planning. Inclusive workplaces attract diverse talent and reflect the communities they serve.
Getting started
If you’re an employer or leader, here are a few steps you can take:
- Listen to your people. Ask employees with disabilities what support would help them most.
- Create safe spaces. Encourage peer support networks, employee resource groups, or informal advocacy roles.
- Formalise the role. Where possible, dedicate resources for a Disability Advocate position—recognising the time and emotional labour it requires.
- Empower, don’t tokenise. Ensure advocates are given real influence, not just symbolic recognition.
The future of work is inclusive
By creating Disability Advocate roles, workplaces can move beyond compliance to genuine inclusion. It’s not just about ramps and accessible software—it’s about having people with lived experience in the room, helping shape decisions that affect them and others.
When disabled employees see representation, support, and advocacy in action, it sends a clear message: You belong here.
👉 Do you think every workplace should have a Disability Advocate role?