The communications industry has long prided itself on being at the forefront of social change and helping organisations tell compelling stories about diversity and inclusion, but when it comes to disability inclusivity within our own ranks, there’s an opportunity to do better.
Approximately 16% of the global population identifies as having a disability. And yet, a survey by PRCA shows only about 2% of communications practitioners do. These figures speak for themselves – there’s a notable gap in representation within the industry.
As communications professionals, we all want to create an inclusive, accessible workplace that caters to individuals with disabilities, whether physical, neurodivergent, sensory, or psychological. But barriers to inclusivity are often systematic and deep-rooted. Organisations need to understand the practical ways in which they can foster inclusivity.
We recently spoke with Anna Maria Clarke, Chief Operating Officer at Hawthorn Advisors, Michael House, Chief Operating Officer at Aspectus, and Naomi Matioli, Head of Operations at Purpose Union about the subject.
Part of the challenge when it comes to driving accessibility for disabled comms professionals is that we don’t know the full scope of the problem. Michael explains:
“It’s quite easy to find statistics on gender diversity or ethnicity diversity within PR at the moment, but the data on disability doesn’t exist as freely.”
What we do know, however, is that there’s a stark disparity in representation. And this disparity can’t easily be attributed to just one issue, it’s a systemic, circular problem. Without visible representation, potential candidates may not see the industry as a viable option, leading to fewer applications. Then, the cycle repeats itself.
Moreover, the industry’s traditional focus on “cultural fits” rather than “cultural adds” can inadvertently exclude talented individuals who need to work differently. Anna Maria challenges this mindset:
“We need to ask; are we open to a broad range of backgrounds? Are we hiring just in our own image and likeness, or are we hiring with a view to secure cultural adds?”
Creating a more accessible industry isn’t just about doing the right thing, either. It’s also about tapping into a vast pool of untapped talent and perspective. With an estimated 16 million people with disabilities in the UK alone, our industry is potentially missing out on valuable skills, unique viewpoints, and problem-solving approaches that could drive innovation and creativity.
Research consistently shows diverse teams perform better, think more creatively, and better represent the audiences they serve. For an industry built on understanding and reaching diverse audiences, this representation gap isn’t just an ethical issue – it’s a strategic limitation.
The path to accessibility begins with more inclusive recruitment. Naomi offers an illustrative example of how organisations can be more accommodating during the hiring process:
“On all of our job adverts, we state that if anyone would like to arrange support measures or reasonable accommodations for applying or attending an interview, they can email me to discuss these measures.”
This proactive approach is crucial in encouraging more people who identify as disabled to consider a comms career. It’s about actively taking the steps to reassure candidates that they are welcome, and that they’ll be supported, even if that support requires additional investment or accommodation.
Successfully attracting diverse talent is only the beginning when it comes to disability inclusivity. Creating an environment where everyone can thrive requires thoughtful policies and ongoing support. Anna Maria explains:
“We have a neurodiversity policy that’s set out clearly. You can look at it and see exactly what tools we’ll provide to people who may need them. For example, we can provide access to Grammarly or other tools to support people with certain types of neurodivergence.”
This type of bespoke accommodation is crucial. When considering neurodivergence, it’s important to acknowledge that not everyone will require the same kind of support. Michael highlights how his team provides tailored training to suit the needs of individuals:
“If a member of our team has, say, an autism spectrum disorder or dyspraxia we make sure their managers and their sector heads are put through bespoke training to make sure they’re working in a way that best supports that employee. Similarly, we’ve arranged bespoke sessions with occupational therapists for those with neurodivergence.”
We also operate a very transparent “let us know” onboarding process where after contracts have been signed new joiners are invited to fill in a voluntary questionnaire flagging any neurodivergences or disabilities. This helps us identify, understand, and help them as best as we can.
Creating a more accessible communications industry doesn’t have to be about dramatic overhauls or instant transformation. It’s about taking consistent steps towards improvement. For organisations looking to take practical steps towards inclusive processes, consider the following:
“Creating an environment in which those people feel that they are safe, secure, psychologically safe, have got a proper pathway, have got role models and so on is really the challenge,” says Anna Maria.
The communications industry has an opportunity to lead by example in creating truly accessible workplaces. While the journey may present challenges, the potential benefits – for our people, our work, and our industry – are immense.
By sharing best practices and learning from each other, we can create a more inclusive future for all.
Whether your organisation is just beginning this journey or looking to enhance existing practices, the key is to start somewhere. After all, the most important step is the first one.
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