Mobility issues can be obvious - like using a wheelchair - but they can also be less visible, such as joint pain, fatigue, or difficulty standing for long periods. Many people assume they don’t have a disability because they’ve adapted over time, but that doesn’t mean they don’t face barriers.

The social model of disability tells us that it’s not an individual’s mobility that is the problem, but rather the environment, processes, and policies that fail to accommodate them. Whether it’s inaccessible office spaces, inflexible working arrangements, or a lack of ergonomic seating, these barriers limit participation.

Throughout my career, I’ve met so many employees who didn’t see themselves as ‘disabled’ but struggled with work-related pain, fatigue, or accessibility challenges. Infact i was one of these people for a long time. It took me six years to start accepting the help I was offered. So I get it - it's a journey to take when you're ready.

One organisation I worked with had a culture where standing for long meetings was the norm. The CEO believed that employees would be more engaged and productive if they were standing. However several of their employees experienced severe discomfort but never asked for seating because they didn’t view themselves as ‘disabled enough’ to require adjustments. They struggled to stand for that long and missed alot of information because they were in pain, tired or uncomfortable. By simply recognising standing as a barrier and normalising the use of seating if you wanted to, participation increased across the board. Lots of people enjoyed standing so we kept the flexibility for everyone and it made all the difference.