- 22% of the UK population has a disability, or 14.6m people
- There has been a 40% increase in working-aged disabled individuals since 2010/11
- Co-founder of Cool Crutches & Sticks shares her story of how she found it challenging to work in traditional jobs following a life-changing accident
June 2023: This Disability Awareness Day (16th July), Cool Crutches & Walking Sticks reveals that out of the 14.6m people in the UK who are registered as disabled, (or 22% of the UK population), nearly half (46%) of them aren’t in employment compared to roughly 20% of the non-disabled population according to statistics from the ONS.
Cool Crutches & Sticks analysed government data to discover that there has been a 40% increase in working-aged disabled individuals since 2010/11. The company also shares that 58% of disabled people in the UK are under the State Pension age. This suggests that much more support is needed to increase the employment opportunities of those living with a disability.
Launched in 2006, Cool Crutches & Walking Sticks was inspired by Co-founder Amelia Peckham’s own experiences of using regular crutches following a spinal cord injury from a quad bike accident which left her with a life-altering long-term disability at the age of 19. The company aims to empower users to move and walk more comfortably and it boasts a wide range of stylish designs and innovative features to support this. Following her diagnosis, Amelia Peckham has become passionate about encouraging greater inclusivity in the workplace.
Her story sheds light on the challenges faced by individuals with disabilities and highlights the importance of understanding, flexibility, and support for disabled employees. Amelia's initial career aspirations were in the advertising industry, where she gained work experience during her teenage years. However, she soon realised that the industry prioritised physical appearance and charm, making it difficult for her to fit in. "The advertising industry wanted people who looked great, could charm clients and how would I do that whilst juggling a stick," Amelia recalls. One CEO even advised her against applying, to avoid the inevitable rejections solely based on her disability.
Following her accident, Amelia had to shift her focus to other industries where her physical ability was not so much of a negative focus. Amelia was advised using a stick wouldn’t fit in with the ideal candidates who ‘looked great, could charm clients and weren’t trying to juggle a stick in the process’. One CEO even advised her against applying, to avoid the inevitable rejections based solely on her disability.
Eventually, Amelia found a role she loved in a small PR agency in London that was understanding and supportive of her disability. However, throughout her career, she consistently felt the pressure to perform at the same rate as her able-bodied colleagues, regardless of the additional physical and mental strain it imposed on her. Overcompensating to meet these expectations had a serious impact on her well-being, forcing her to leave the role and seek a position in a start-up with a more manageable physical working environment.
In 2015, Amelia's health further deteriorated, necessitating more frequent hospital appointments. She needed flexibility from her employer to accommodate these appointments, but the prevailing work culture at the time did not encourage remote work or flexibility. Amelia hesitated to raise the issue with her boss, fearing a negative response. "Working from home was not only uncommon but deemed a negative."
The lack of proactive campaigns and support for disability in the workplace posed a significant challenge for Amelia. "Disability simply wasn't talked about when I first started work," she reflects. The attitude towards disability was either that she was an inconvenience, or they were heroes for taking her on. “One of my bosses very proudly used to introduce me as their token disabled employee! The worst part? I didn’t care, because I had a job, that was all I cared about!
Amelia acknowledges that understanding her own needs was a challenging process, let alone expecting employers to comprehend them. "It was hard for me to know what I needed to flourish, so how employers were meant to, I had no idea," she admits. Her approach was to minimise fuss and focus on excelling in her work. However, she eventually realised that a few small adjustments and flexible arrangements would have made a tremendous difference in her productivity and overall well-being.
Amelia's experience shows the importance of proactive initiatives to support disability inclusion in the workplace. Basic measures, such as ensuring physical access to every office, would have allowed her to focus on her work rather than struggle with the physical demands of commuting. "Making tiny adjustments to support inclusivity can and will have an enormous impact," Amelia emphasises.
Amelia Peckham, CEO and Co-Founder of Cool Crutches & Walking Sticks commented: “It’s important that employers understand the difference between diversity and inclusion. Ensuring inclusivity means that you are genuinely supporting diversity in the workplace to create a more positive environment for all your members of staff. Workplaces should also be mindful of physical accessibility and make sure that the basic needs are met for disabled employees so they can easily move around the office. I’m a big believer too in the power of inclusivity training as this helps to improve levels of understanding amongst all employees and it empowers those of us with disabilities by allowing us to feel welcome, recognised and like we have a voice.”
Amelia shares her top tips for encouraging the employment of disabled people:
- Listen and involve disabled people in the conversation: All policies, recruitment or otherwise should consult and be driven by the people they aim to include. If you are working towards becoming a more inclusive employer with a particular focus on disabled people, speak and listen to those with disabilities to ascertain the positives, areas where improvements could be made and changes implemented and then ensure this is communicated through recruitment.
- Promote flexible working: The vast majority of businesses now have some element of flexibility in their working hours, many disabled people actively seek roles with hybrid, remote and flexible work models to give them the space to thrive.
- Don’t be afraid to use the words ‘disabled’ and ‘disability’: Remember these aren’t negative words, they should be used confidently. If you hope to be a more inclusive employer, specify how and don’t be afraid to share this during recruitment.
Notes to Editors:
High-resolution images can be found here
Sources:
- House of Commons Library - UK disability statistics: Prevalence and life experiences
- ONS - Outcomes for disabled people in the UK: 2021
- DWP - Family Resources Survey United Kingdom, 2010/11 June 2012
- DWP - Family Resources Survey: financial year 2020 to 2021
About Cool Crutches and Walking Sticks
Founded in 2006, Cool Crutches and Walking Sticks aims to empower those who need support to walk. With fun and stylish designs plus innovative design features to provide the most comfortable and safe experience for users, Cool Crutches and Walking Sticks’ products prevent painful injuries and frustrating limitations that often come with regular walking supports. The company was inspired by the founder’s experiences of using regular crutches following a spinal cord injury from a quad bike accident leaving her with a life-altering long-term disability at the age of 19. Further information can be found here.
