Four in 10 (39%) workers have experienced bullying, harassment and discrimination at work due to their disability, according to survey findings published yesterday (3 June).
More than a quarter (25%) of the 1,000 UK employees who were polled said that the level of mistreatment they experienced made them want to leave their jobs, but they were unable to due to financial or other constraints, the Trades Union Congress (TUC), which commissioned the research, has highlighted.
More than four in 10 (42%) respondents reported that the treatment they had experienced impacted their mental health and made them feel stressed, anxious or depressed.
The research suggests that many workplaces in the UK do not have as inclusive a culture as they should, said Sandi Wassmer, CEO of the not-for-profit organisation Employer’s Network for Equality and Inclusion.
She told HR magazine: “Employers should be alarmed by these statistics. Employers need to ensure that disabled people – and everyone else, for that matter – have everything they need to succeed in the workplace. At its foundation, this requires an environment where people feel safe, valued and respected.
“In order to address the immediate problem, employers need to make sure that they have the right policies and procedures in place to handle any instances of discrimination. They must ensure that their staff feel safe to report them, and know that issues will be handled sensitively and taken seriously.”
Read more: One in three disabled workers want more time working from home
Workplace training should focus on appropriate behaviour and communication in the workplace, stressed Chris Jay, managing director of workplace training provider Bascule Disability Training.
Speaking to HR magazine, he said: “Many employees with disabilities report being subjected to intrusive questions, offensive jokes and inappropriate banter about their disabilities. To address this, staff should receive training on unconscious bias and microaggressions, helping them understand the boundaries they should not cross, and helping them recognise how their actions and words can harm others. By increasing awareness and knowledge, employees are better equipped to understand what disability is and what constitutes bullying.
“HR leaders should also regularly review and implement clear, comprehensive anti-bullying policies. These policies must explicitly define unacceptable behaviours and outline the consequences of violations, ensuring that all employees, regardless of seniority, fully understand them and are held accountable to them.
“Employees are more likely to stay at their jobs when they are supported by well-trained supervisors who check in regularly, show understanding, and assist with reasonable adjustments. Retention also improves when the organisation actively demonstrates its commitment to disability inclusion.”
The TUC’s survey also highlighted that 14% of disabled workers reported having been made to feel uncomfortable at work due to their disability. This included reference to stereotypes or assumptions about their disability. The same proportion reported offensive jokes or ‘banter‘ about disabled people being made at work.
Read more: Disabled employees still struggling to get adjustments
Almost a third (31%) of respondents reported that the mistreatment they experienced negatively affected theirperformance at work.
HR leaders have an obligation to ensure that disabled workers feel safe, added diversity and inclusion consultant Toby Mildon.
Mildon told HR magazine: “The recent TUC findings are deeply concerning and show the scale of the problem. Disability inclusion and accessibility must be baked into the organisation: its culture, systems and change initiatives; not treated as an afterthought.”
Mildon emphasised that line managers should be trained on how to tackle common myths, such as disabled people are more likely to be off sick or are less productive than others.
According to Mildon, HR leaders should also implement anonymous speak-up tools to allow employees to report mistreatment without fear of backlash.
TUC commissioned Opinium to survey 1,000 UK employees between January and February 2025.
