As Disability Pride Month draws to a close, it’s time to pause and reflect.
This month has been about celebrating and recognising the voices and experiences of people living with a disability. We've also been exploring what true inclusion and accessibility should look like in the workplace.
But the real impact lies in what happens next.
🔍 What is Disability Pride Month and why it still matters beyond July...
Disability Pride Month began in the US in 1990, following the passing of the Americans with Disabilities Act (ADA). Since then, it’s become a global movement that champions people living a disability’s rights, voices and experiences.
Here in the UK, it’s a growing call to action. A chance for organisations to:
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Celebrate disabled people’s creativity, resilience and achievements
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Break down barriers - physical, digital and systemic
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Learn about non-visible disabilities like neurodivergence, chronic illness and mental health conditions
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Embed inclusion into the everyday
🌻 What we’ve learned from the Hidden Disabilities Sunflower
As a proud Corporate Member of the Hidden Disabilities Sunflower, we’ve continued to learn how to better support people living with non-visible disabilities - both in the workplace and beyond.
The Sunflower lanyard helps people with non-visible disabilities discreetly indicate that they may need extra support, understanding or time - whether at work, in public spaces, or while travelling.
But the work goes far beyond a symbol. Through the powerful Sunflower Conversations podcast, we’ve listened to the lived experiences of disabled advocates. Their stories challenge outdated thinking and remind us why accessibility must be built-in, not bolted on.
🎉 The Disability Pride Flag: a symbol of Strength, Diversity and Solidarity
Created by Ann Magill, the Disability Pride Flag captures the spectrum of experiences within the Disabled community. Each stripe represents a different facet of disability:
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🔴 Red - Physical disabilities
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🟡 Gold - Neurodivergence
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⚪ White - Invisible and undiagnosed disabilities
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🔵 Blue - Mental health challenges
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🟢 Green - Sensory disabilities
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⚫ Charcoal background - The impact of ableism and those we’ve lost
🔎 What Companies Should Be Doing Now - Beyond Disability Pride Month
Disability inclusion isn’t a campaign. It’s a commitment to change - embedded in systems, culture and everyday decisions. As we move beyond July, here’s what every organisation should be doing:
1. Audit Your Workplace for Accessibility
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Review physical and digital spaces using a Disability Inclusion Audit
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Remove unnecessary hurdles to adjustments
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Make accessibility the default - not something people have to ask for
🧩 Need help? Find out more about our Diversity and Inclusion Audits.
2. Listen to Lived Experiences
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Create safe spaces for Disabled employees to speak up
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Invite advocates and community leaders to educate and advise
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Amplify stories through internal channels, blogs, or podcasts
3. Review Your Hiring and Onboarding Processes
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Are your job ads inclusive?
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Do you clearly communicate how adjustments can be requested?
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Is your interview process accessible to neurodivergent candidates?
4. Train Your People Leaders
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Inclusive leadership starts at the top
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Offer training on non-visible disabilities, inclusive language and accessible communication
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Normalise flexible working and access technology
5. Don’t Wait for Another Awareness Month
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Plan now for long-term goals
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Embed disability inclusion into your DE&I strategy
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Report on progress and keep learning
✅ Our Commitment at Outsource UK
We’re continuing our work long after Disability Pride Month ends:
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We champion inclusive recruitment and onboarding
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We make adjustments the norm, not the exception
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We proudly support the Hidden Disabilities Sunflower Scheme and promote awareness of visible and non-visible disabilities
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We offer training, resources and ongoing DE&I support to all staff and our clients
📣 What Will You Do After Disability Pride Month?
This month may be nearly over, but the work has only just begun.
Let’s make sure 2025 is the year that inclusion moved from a statement to a standard.
Follow Outsource UK on LinkedIn or get in touch with us for more resources and tools to help your workplace move forward.
