New IET research highlights barriers and enablers to disability inclusion in engineering and technology
In March, we released a new report exploring the lived experiences of disabled engineers and technologists, and the organisational factors that are shaping – and often limiting – their full potential in our sector.
The IET Disability in Engineering and Technology Report builds on our previous neurodiversity research and focuses on physical disabilities and long-term conditions. Its findings present a clear call to action for employers and the engineering community.
Conducted in 2025, the research draws on in-depth conversations with disabled engineers and technologists and those who often arise work with them. Together, their perspectives revealed 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.
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, physical and time burden caused by inaccessible systems. Individuals also often won't be an active advocate unless personally affected by disability in some way.
Beyond these headline findings, the research 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.
Katy Deacon, a disabled engineer and member of the IET community, said:
“For many of us in the engineering community, our work is defined by solving complex problems to build a better world. But for too long, a significant portion of our own talent pool has been facing systemic barriers that prevent them from fully contributing to this mission.
As a disabled engineer myself, this research is deeply personal. I know firsthand the exhaustion of ‘self‑advocacy fatigue’—the constant energy required not just to do your job, but to navigate a workplace that wasn’t designed with you in mind. There is a specific kind of difficulty in progressing your career when the behaviours and biases of those around you suggest a doubt in your competence.
This report finally gives a collective voice to these experiences, proving that they are not isolated incidents but systemic issues our colleagues face every day.”
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.”
The report offers practical recommendations for employers, HR teams, line managers, disabled colleagues—all aimed at building accessible-by-default organisations and enabling disabled people to thrive.
Read the full IET Disability in Engineering and Technology Report.