New IET report highlights urgent need for greater disability inclusion in engineering and technology

Today, the Institution of Engineering and Technology has published a new report identifying the barriers facing disabled people in engineering and technology, calling for sector-wide action to build more accessible and equitable workplaces.

The IET Disability in Engineering and Technology Report draws on research conducted in 2025 with disabled engineers and technologists and those who support them at work. It reveals that workplace inclusion issues arise often not from a lack of information, but a lack of clear accountability and consistent implementation. The human rights of disabled people often fall below profits in terms of priorities for engineering and technology organisations.

Despite disabled people making up 24% of the UK working-age population, they only make up 14% of engineers and 6% of technologists. The employment rate for disabled people remains significantly lower (53% compared within 82% of non-disabled people), with the potential to contribute £17bn annually to the UK economy if the gap were closed.

Key findings include:

Manager variability is one of the strongest influencers of disabled people’s workplace experience. Support often depends on individual confidence and empathy rather than organisational practice.

Lack of accountability continues to stall progress. Many organisations have the information but fail to implement it. Individuals also often won't be an active advocate unless personally affected by disability in some way.

Human rights overlooked: Some participants reported disability inclusion being deprioritised because it is “not a number that can be quantified.”

Disabled engineers often face a “disability tax” - an additional emotional and time burden caused by inaccessible systems.

In addition, the report highlights wider systemic barriers, such as complex adjustment processes, ableist assumptions, inaccessible environments and recruitment practices not designed with disabled people in mind. However, it also identifies enablers that can significantly improve inclusion across the sector, including empathetic and proactive managers, psychologically safe cultures that support open disclosure, flexible working arrangements, accessible technology, and strong peer networks that provide community.

Dr Laura Norton, Head of Equity, Diversity and Inclusion at the IET, said:

“Disabled engineers and technologists bring vital skills to our workforce, yet too many still face avoidable barriers that limit their access, contribution and progression.

This research makes clear that small, human-centred changes – particularly in how organisations view and support disabled people – can have a huge transformational impact. Inclusion isn’t optional; it is fundamental to creating a thriving, innovative and equitable engineering sector. We hope this report equips organisations with the insight and actions they need to encourage meaningful change.”

Diane Lightfoot, CEO of Business Disability Forum, said:

“This report highlights the significant role that line managers can play in improving the workplace for disabled colleagues in the engineering sector. Employers who want to attract and retain skilled disabled people must provide managers with support and training, so they feel confident discussing disability and know the types of workplace adjustments available.

At the same time, workplace adjustments processes need to be robust, responsive, and easy-to-use. Too often, managers and disabled colleagues are left feeling frustrated by the very processes that should be there to help them.”

The IET is urging employers, HR teams and line managers across engineering and technology to review the findings and take definitive steps to removed barriers for disabled colleagues. 

The full report is available at: https://www.theiet.org/disability-in-engineering-and-technology-report

ENDS

Notes to Editors

About the IET

• We inspire, inform and influence the global engineering community to engineer a better world.
• We are a diverse home for engineering and technology intelligence throughout the world. This breadth and depth means we are uniquely placed to help the sector progress society.
• We want to build the profile of engineering and technology to change outdated perceptions and tackle the skills gap. This includes encouraging more women to become engineers and growing the number of engineering apprentices.
• Interview opportunities are available with our spokespeople from a range of engineering and technology disciplines including cyber-security, energy, engineering skills, innovation, manufacturing, technology, transport and diversity in engineering.
• For more information, visit www.theiet.org.
• Follow the IET on LinkedIn and Instagram via @TheIET / @InstitutionofEngineeringandTechnology.

Media enquiries to:

Megan Stearn
Senior Communications Executive
E: meganstearn@theiet.org