July marks Disability Pride Month – a time to celebrate disabled people’s contributions, rights, and identities. But in too many workplaces, disability inclusion still starts in the wrong place: with the assumption that individuals need to be ‘fixed’ to fit into existing systems.
At Mahogany, we believe inclusion isn’t about changing people. It’s about changing the system.
A McKinsey study found that companies leading in disability inclusion are twice as likely to outperform peers on total shareholder returns. Inclusion isn’t charity – it’s smart strategy. And yet, most organisations are still retrofitting broken systems rather than redesigning them from the ground up.
The problem isn’t the person
When someone struggles to access a meeting, complete onboarding, or meet expectations, organisations often focus on accommodations for that one individual. But this reactive mindset masks the bigger issue: systems designed without disabled people in mind.
Take recruitment. Research by Scope shows that disabled people are twice as likely to be unemployed as non-disabled people. Not because of talent gaps – but because of inaccessible application processes, biased interviews, and unclear role expectations.
When we stop treating barriers as personal issues and start seeing them as structural design flaws, we unlock true equity.
A systems-first approach
Here’s how organisations can flip the script:
- Build in access from the start
If your platforms, meetings, and policies assume full mobility, hearing, or sight – you’re designing for exclusion. Audit every touchpoint using inclusive design principles. Involve disabled colleagues in that review.
- Normalise adjustment conversations
Only 10% of employees with disabilities disclose them at work (ONS). Why? Because the system isn’t safe. Leaders must role-model openness, and create clear, stigma-free processes for adjustments that aren’t bureaucratic or performative.
- Prioritise universal design
The best adjustments help everyone. Captioning meetings supports people with hearing loss – and also neurodivergent people, multitaskers, and non-native English speakers. Flexibility isn’t a favour; it’s future-proofing.
- Set systems-level inclusive culture metrics
Instead of focusing solely on individual representation, track systemic inclusion. Are your processes accessible? Are line managers trained to spot exclusion? What adjustments are most commonly requested – and why weren’t they already in place?
This Disability Pride Month…
Don’t just celebrate people. Interrogate the system.
Don’t just offer adjustments. Reimagine access.
Don’t just talk inclusion. Design for it
