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Introduction

This report presents the findings of a new study into the inclusion of disabled people in engineering and technology.

The study focused on the under-representation and lived experience of engineers and technologists with physical disabilities, long term conditions and sight and hearing impairments.1

The aims of this study were to:

  • Understand the lived experience of disabled engineers and technologists at work
  • Identify barriers and enablers to inclusion, participation, and career progression.
     

Why did we conduct this research?

  • There is a talent shortage in engineering and technology. Disabled people are currently under-represented in the sector
  • It provides unique insights into the lived experience of disabled engineers and technologists, which will help inform evidence-based action for the future
  • It considers the perspectives and insights of disabled people along with those of line managers and HR professionals. Through involving all three stakeholder groups, we reinforce that achieving inclusion for disabled people depends on a shared system of relationships and responsibilities
  • It highlights the structural, cultural and behavioural changes that need to take place to build more inclusive workplaces  for disabled employees.

Our findings show that many organisations know what needs to be done but struggle to embed disability inclusion into everyday practice.

The findings offer both evidence and inspiration for how the engineering and technology sector can address the barriers and make disability inclusion standard practice for the future.
 

The aims of this study were to:

  • Understand the lived experience of disabled engineers and technologists at work
  • Identify barriers and enablers to inclusion, participation, and career progression.

Why did we conduct this research?

  • There is a talent shortage in engineering and technology. Disabled people are currently under-represented in the sector, and
  • It provides unique insights into the lived experience of disabled engineers and technologists, which will help inform evidence-based action for the future
  • It considers the perspectives and insights of disabled people along with those of line managers and HR professionals. Through involving all three stakeholder groups, we reinforce that achieving inclusion for disabled people depends on a shared system of relationships and responsibilities.
  • It highlights the structural, cultural and behavioural changes that need to take place to build more inclusive workplaces  for disabled employees.

Our findings show that many organisations know what needs to be done but struggle to embed disability inclusion into everyday practice.

The findings offer both evidence and inspiration for how the engineering and technology sector can address the barriers and make disability inclusion standard practice for the future.

 

References

1 The Equality Act 2010 defines a disability as a ‘physical or mental impairment that has a ‘substantial’ and ‘long-term’ negative effect on your ability to do normal daily activities’ https://www.gov.uk/definition of-disability-under-equality-act-2010