Executive summary
This report presents the findings of a study we have conducted to explore and understand the lived experiences of disabled engineers and technologists in the workplace, identify barriers and enablers to inclusion and career progression, and highlight actions for change.
It follows on from a study we published in 2023 into the lived experiences of neurodivergent engineers and technologists.
Our research began with a review of information published since 2022 on the experience of disabled engineers and technologists at work.
These findings informed our approach to data collection, which included eight focus groups and four one-to one interviews with 32 participants in total, including 23 disabled engineers and technologists, five line anagers, and four HR professionals. Further details of the methodology behind the study are given in Appendix 1.
Key findings
Many employers within the sector struggle to build adequate systems and shape a culture that ensures disabled people have an inclusive workplace experience. As a result, disabled engineers (and their line managers) have to work really hard for inclusion.
Disabled engineers and technologists, their managers and HR rofessionals alike described the barriers to creating an accessible working environment for disabled people, ranging from a lack of awareness to the challenge of navigating unclear and complex systems.
It’s not all negative, they also identify several enablers, including supportive managers, workplace flexibility, peer networks and fast evolving technology, all which can make a real difference to the lived experience of disabled engineers and technologists at work.
The study also highlights the specific talents disabled engineers bring to the sector, including systems awareness, adaptability, inclusive design insight and the confidence to challenge and improve processes.
Employing disabled engineers is therefore not only a matter of equity, but a strategic opportunity to improve innovation and performance.
What is evident is that the main barrier to disability inclusion is not a lack of information, but instead a lack of clear accountability and consistent implementation.
Advancing inclusion for disabled engineers and technologists requires a big shift in approach, from accommodating individuals, to redesigning systems that have inclusion built in.
Relationships with line managers stood out as pivotal to workplace experiences. This was not because they’re expected to have all the answers, in fact, we found that the most important role of managers is to be willing to listen to disabled team members, and to work in collaboration to find what works.
Advancing inclusion for disabled engineers and technologists requires a big shift in approach, from accommodating individuals, to redesigning systems that have inclusion built in.
Relationships with line managers stood out as pivotal to workplace experiences. This was not because they’re expected to have all the answers, in fact, we found that the most important role of managers is to be willing to listen to disabled team members, and to work in collaboration to find what works.
The report concludes with several suggested actions for organisations, HR professionals, line managers, disabled engineers and technologists, and the IET itself, focusing on practical support and solutions.
Please note this report was based on a UK study, in different regions of the world there will be cultural variances but many of the implications can be applied globally.
The IET would welcome any comments you may have on the contents of this report, and your ideas for future publications. Please get in touch by emailing inclusion@theiet.org.