Disability in the Workplace: Questions Managers are Afraid to Ask
For many managers, supporting disabled employees comes with a genuine desire to do the right thing – but also a fear of getting it wrong. Questions about disability can feel uncomfortable, and concerns about saying the wrong thing or causing offence often lead to conversations being avoided altogether.
Disability Pride Month is a great opportunity to address some of the questions managers are often too afraid to ask. By replacing uncertainty with understanding, organisations can build more inclusive workplaces where everyone has the opportunity to succeed.
Frequently Asked Questions
- Can I ask someone about their disability?
Yes – but with care and respect. If the conversation is focused on understanding whether someone needs support or workplace adjustments, most employees appreciate being asked sensitively rather than having assumptions made about them. The focus should always be on what support they need to do their job successfully, not on seeking unnecessary medical details.
- What if I get the wording wrong?
Many managers worry about saying the wrong thing, but avoiding the conversation altogether can create bigger barriers. Be respectful, listen carefully and don’t be afraid to ask someone how they would prefer to discuss their disability.
If you’re coming from a place of genuine care and intention to provide support, it’s much better than ignoring the subject.
- What are reasonable adjustments, and are they expensive?
Reasonable adjustments are changes that help remove workplace barriers for disabled employees, and many workplace adjustments cost very little, or nothing at all.
They might include flexible working hours, specialist equipment, adjustments to duties, information in accessible formats, or changes to the working environment.
Every individual is different, so adjustments should be based on the person’s needs rather than assumptions about their condition.
- What if other staff think it’s unfair?
Reasonable adjustments are not about giving someone an unfair advantage – they are about creating a level playing field. Just as some employees may need specialist equipment for health and safety, others may need different support to overcome barriers caused by a disability.
Often, the reasonable adjustments made for certain employees can actually benefit everyone.
Remember: Equality means giving everyone the same thing, Equity means giving everyone what they need.
You can find out more in our blog – Equality Vs Equity: What’s the Difference, and Why Does it Matter?
- What if someone doesn’t disclose?
Disclosure is always a personal choice. Some employees may fear stigma or worry that sharing information could affect their career. Employers cannot force disclosure, but they can create an environment where people feel safe discussing their needs.
Beware of making assumptions based on appearance as many disabilities are non-visible, such as autism, ADHD, dyslexia, diabetes, epilepsy, chronic pain, hearing loss and mental health conditions.
- We’ve never employed a Disabled person before – do we have to lower performance expectations?
Firstly, you probably have employed someone with a disability before – as we said above, not all disabilities are visible and many people choose not to disclose their disabilities.
Secondly, disability does not define someone’s ability to succeed at work.
Disabled people work successfully in every sector and profession. While some may need reasonable adjustments, these are designed to remove barriers – not lower expectations. Employers who focus on skills, experience and potential are more likely to attract and retain talented people.
Beware of unintentionally discriminating against disabled people by assuming they can’t perform as well as their non-disabled colleagues, or giving them lower performance targets in an attempt to “help” without discussing it with the person themselves.
Moving from awareness to action
Disability Pride Month is more than an awareness campaign. It is an opportunity for organisations to examine whether they are removing barriers or unintentionally creating them.
Ask yourself:
- Are your recruitment processes accessible?
- Do managers understand reasonable adjustments and how to handle them?
- Do employees feel safe disclosing a disability?
- Is accessibility considered when developing new policies, systems and workplaces?
If the answer to any of these questions is “not yet”, it’s not a failure – it’s an opportunity to improve.
Disability Pride Month reminds us that disability inclusion is not about “lowering standards” or offering special treatment. It is about recognising that barriers – not disabilities – are often what prevent people from reaching their full potential.
By having open conversations and taking practical action, organisations can create workplaces where everyone has the opportunity to contribute, succeed and belong.
Not sure where to start? IDEA can help.
At IDEA, we believe disability inclusion should be practical, achievable and embedded into everyday business – not treated as a one-off initiative. The IDEA Standard supports organisations with practical guidance, templates and an annual evidence-based assessment, giving businesses the confidence to create workplaces where disabled people can succeed and belong.