Who Fights for Us? The Forgotten Disabled Voices

As a Black, female wheelchair user in the UK, I live a life filled with constant obstacles—visible and invisible. In this so-called age of inclusion and progress, my everyday reality often feels stuck in the dark ages, as if society still views disability as a curse to be hidden away.

We talk endlessly about diversity and inclusion, about smashing glass ceilings for women and racial minorities. But where is the same energy for disability? Where is the urgency to address the systemic barriers that keep so many of us excluded from the workforce, public spaces, and even conversations about equality? We are the forgotten ones, marginalized within marginalized groups.

The Barriers We Face

Heavy Doors and Broken Promises
Let’s start with something as simple as a door. For wheelchair users, heavy, inaccessible doors are often the first indication that we are not welcome. And it doesn’t stop there. Workplaces claim to be “inclusive,” but once you get through the door—if you can—you find a host of other obstacles.

Managers have no clue about disability or how to support disabled employees. They bury us in unnecessary paperwork, often more about ticking boxes than taking meaningful action. Accessibility audits? Policies? They exist on paper but are rarely implemented on the ground.

Invitations Without Inclusion
Recently, I was invited to the House of Commons by a lawyer friend to discuss the policing of BME people in the UK. It should have been an incredible opportunity to share my perspective and be part of an important conversation. But the room booked for the meeting wasn’t wheelchair-accessible. Imagine that—a discussion on equality and inclusion in one of the most prominent institutions in the country, and I couldn’t even attend.

How can we expect progress when change isn’t modelled from the top? Accessibility must begin at the highest levels of government and filter down. Otherwise, all we have is a piece of legislation gathering dust.

The Invisible Bias
Even when you get the job, the barriers don’t disappear. As a Black disabled woman, I face multiple layers of discrimination. Employers may claim to value diversity, but the truth is they often see disability as a liability. The whispers, the side glances, the unspoken assumptions—they’re constant. And when managers don’t understand disability, it leaves us stuck in a system that fails to support or uplift us.

 

The Legislation That Isn’t Working

The Equality Act is supposed to protect us, but what good is legislation if it isn’t enforced? Employers get away with ignoring accessibility requirements because there are no real consequences. They talk about being inclusive, but without action, their words are hollow.

What Needs to Change

1. Government Leadership
Change must start from the top. Parliament and government institutions must lead by example by ensuring that every building, meeting room, and process is fully accessible. If the House of Commons can’t get it right, what hope is there for the rest of society?

2. Enforce the Equality Act
We need stronger enforcement of accessibility laws, with penalties for non-compliance. Employers must be held accountable for failing to create truly inclusive work environments.

3. Accessible Workplaces

·         Physical Accessibility: No more heavy doors, poorly designed lifts, or inaccessible meeting rooms. Accessibility should be a basic standard, not an afterthought.

·         Meaningful Policies: Policies are only as good as their implementation. Employers must move beyond paperwork and deliver real, measurable change.

4. Disability Training for Managers
Employers need to educate their leadership teams. Managers must understand disability—not as an inconvenience, but as an essential part of building a diverse, thriving workplace.

5. Representation in Decision-Making
Disabled voices must be included at every level of decision-making. It’s not enough to consult us; we need to be in the room, shaping policies and driving change.

6. Quotas for Disability
Race and gender quotas exist, but what about disability? If employers truly care about inclusion, they must set targets for hiring and promoting disabled employees, backed by meaningful support.

A Cry for Inclusion

This is my story, but it’s not just mine. It’s the story of countless disabled people who are excluded, dismissed, and forgotten. We are not asking for pity or special treatment. We are asking for equality, for accessibility, for the opportunity to contribute without having to fight every step of the way.

If no one fights for us, who will? Change must come from above, or we will remain trapped in a system that sees us as an afterthought. We are not invisible. We are here, and we deserve better.