Disability inclusion

Defining ‘disability’

The Equality Act 2010 defines disability as a physical or mental condition which has a substantial and long-term adverse effect on the person’s ability to carry out normal, day to day activities. 

The definition includes people whose disabilities are not obvious or immediately visible and those who acquire a disability. Disabilities can be permanent or, in some cases, temporary. People may become disabled during their lives. The effects of some conditions can be ongoing, progressive, or fluctuate and vary throughout a person’s life.

Automatic Protections

People with certain health conditions are automatically protected under the Equality Act 2010 from the point of diagnosis, this includes those living with cancer, HIV and Multiple Sclerosis (MS), even if they are currently able to carry out normal day-to-day activities.

Non-Visible Impairments and Health Conditions

Not all impairments and conditions are visible. When referring to these conditions, some people prefer the term 'non-visible' to 'invisible', as ‘invisible’ can imply it doesn’t exist. Similarly, using the term 'hidden' may suggest the person is concealing their impairment, while 'less-visible' doesn’t apply to those whose impairments are entirely non-visible. It's essential to affirm that just because an impairment is not seen, it does not mean it is not real. Where non-visible conditions meet the definition set out in the Equality Act, they will be considered as disabilities. Examples could include:

  • Mental health conditions including, but not limited to, anxiety, depression, personality disorders, obsessive-compulsive disorder.
  • Neurodivergence such as ADHD, Autism, Dyslexia, Dyspraxia.
  • Visual impairment.
  • Hearing impairment.
  • Sensory and processing difficulties.
  • Cognitive impairment including dementia, traumatic brain injury or learning difficulty/disabilities.
  • Non-visible health conditions including diabetes, chronic pain or fatigue, respiratory conditions, incontinence.

Some people who have conditions that fit the definition of disability under the Equality Act may choose not to describe themselves as disabled. They may identify as neurodivergent, have mental health conditions or experience long term ill health. Disability is closely related to personal identity.  For some people going through assessment for their disability can take a long time. However, if someone has a disability as defined in the Equality Act, the University is legally required to ensure that adjustments are discussed with the individual and, where such adjustments are considered reasonable in the circumstances, put them in place. These are called Reasonable Adjustments.

Individuals who do not have a disability as defined in the Equality Act but feel they need support at work should be encouraged to speak to their line manager in the first instance. Employees who want to make a request for flexible working should do so under the University’s Flexible Working Procedure

Disability inclusion: why is it important?

Benefits of fully inclusive work environments 

As noted by GOV.UK, there has been a historic and significant gap between the proportion of disabled people employed compared with non-disabled people. With over 7.7 million people of working age in the UK who are disabled or have a health condition (GOV.UK, 2025), encouraging applications from disabled people is good for business. It can help: 

  • increase the number of high-quality applicants available 
  • create a workforce that reflects the diverse range of customers it serves and the community in which it is based 
  • bring additional skills to the business, such as the ability to use British Sign Language (BSL) 

(GOV.UK: adapted from 1.2 The benefits of employing disabled people) 

Being inclusive and responsive helps disabled people to thrive in employment and enables businesses to benefit from their diverse skills and talents.