05/15/2026
🙌💯🤘
I still remember how hard it was to find work after becoming disabled. Before, my CV got interviews easily, as there is always such a demand for marketing roles. The second I mentioned my Disability on there? Crickets.
So I removed it - and the interviews came flooding back. But then came the real test: when I asked about accessibility, or when (awkwardly) they phoned to ask why there was a gap in my employment. It was during one of those calls I was told, mid-interview, that “actually, the job’s been filled.”
It hit me then what so many of us face: the assumption that a disabled person isn’t the perfect candidate, that we’re a “hinderance” rather than an asset.
Thankfully, I turned to LinkedIn, and did what I do best (talk a lot online) and found a role I love — working at Sociability alongside a disabled CEO and a team that genuinely values diversity.
The irony? The company that dismissed me mid-interview went bust two years later. Maybe that’s just how the cookie crumbles when you don’t see the value in a diverse, inclusive workforce.
Why inclusive workplaces actually make business sense 📊
Inclusive companies that hire people with disabilities report 28% higher revenue and 30% higher profit margins, plus lower staff turnover (businessgrouphealth.org).
So if you don't want to do it for the right reasons, then simply look at the numbers. It literally makes good business sense to do so.
When workplaces choose inclusion, everyone benefits.
It’s time for more leaders, recruiters, and colleagues to stop seeing disability as a problem — and start seeing it as exciting opportunity to have fantastic problem solvers on board.
