Disability History Month: A VR Practitioner’s Perspective on Inclusion, Justice, and Change

Disability History Month invites vocational rehabilitation professionals to reflect on the legacy of disability discrimination, deepen inclusive practice, and advocate for systemic change—because understanding the past is key to shaping a more equitable future.

Disability History Month: A VR Practitioner’s Perspective on Inclusion, Justice, and Change

Each November, UK Disability History Month (UKDHM)offers a powerful opportunity to spotlight the history, struggles, and achievements of disabled people. Coordinated by UKDHM and supported by organisations like Inclusive Employers and Difference North East, the campaign challenges discrimination and promotes disability justice across workplaces, communities, and public life.

For vocational rehabilitation (VR) professionals, this month is more than a commemoration—it’s a call to action. It invites practitioners to examine how historical attitudes and policies continue to shape the present, and to ensure that rehabilitation is not only functional, but inclusive, empowering, and rights-based.

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Understanding the Legacy of Exclusion

Disability History Month marks key milestones in the fight for equality, including the 30th anniversary of the Disability Discrimination Act (DDA)—a landmark piece of legislation born from decades of activism. Yet, as Difference North East reminds us, many of the same barriers persist: inaccessible housing, limited transport options, and workplace discrimination.

VR professionals must recognise that these barriers are not just physical—they’re systemic. Historical narratives have often framed disabled people as passive recipients of care, rather than active agents of change. Rehabilitation must challenge this by centring autonomy, dignity, and lived experience.

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Inclusive Practice Starts with Awareness

UKDHM provides a wealth of resources, including themed events, educational materials, and historical timelines. These tools help VR practitioners:

• Understand the social model of disability, which locates barriers in society—not the individual
• Reflect on unconscious bias and how it may affect assessments or goal-setting
• Promote inclusive language and representation in rehabilitation materials

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Workplaces can also engage with Inclusive Employers to host webinars, share lived experiences, and review internal policies. These activities help build a culture of empathy and accountability—essential for sustainable return-to-work planning.

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Rehabilitation as Advocacy

Supporting disabled clients means more than coordinating phased returns or ergonomic adjustments. It means advocating for their rights, challenging discriminatory practices, and ensuring that rehabilitation plans reflect the full scope of their identity and aspirations.

This might include:

• Navigating reasonable adjustments under the Equality Act 2010
• Supporting clients in disclosing disability safely and confidently
• Collaborating with employers to create psychologically safe environments

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As Includability notes, UKDHM is a chance to “examine our approaches to disabled people.” For VR professionals, that means asking: Are we empowering clients to thrive—or simply helping them survive?

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Looking Forward

Disability History Month is not just about the past. It’s about recognising how history lives on in policy, perception, and practice—and committing to do better. VR professionals are uniquely positioned to bridge the gap between rehabilitation and justice, helping clients reclaim their place in the workforce and society with confidence.

By engaging with UKDHM, practitioners can deepen their understanding, refine their approach, and contribute to a future where disability inclusion is not an afterthought—but a foundation.

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🏢 Disability History Month Employer Checklist

Building an inclusive workplace through awareness, action, and advocacy

UK Disability History Month (1–30 November) is a time to reflect on the history, struggles, and achievements of disabled people—and to ensure your workplace is part of the solution, not the problem.

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Use this checklist to guide meaningful action.

✅ Raise Awareness

• [ ] Share the history of disability rights and justice
      Use resources from UKDHM and Historic England to educate staff.
• [ ] Celebrate disabled voices and lived experience
      Share blogs, podcasts, or creative work by disabled people. Try UEL’s resource list.
• [ ] Host a team discussion or webinar
      Use Inclusive Employers for event ideas and facilitation support.

✅ Review Workplace Practices

• [ ] Audit your recruitment and onboarding processes
      Are they accessible, inclusive, and welcoming to disabled applicants?
• [ ] Check your reasonable adjustments policy
      Ensure it’s clear, proactive, and aligned with the Equality Act 2010.
• [ ] Assess physical and digital accessibility
      From ramps to screen readers—barriers come in many forms.

✅ Support Disabled Staff

• [ ] Create a psychologically safe space for disclosure
      Encourage open conversations without pressure or judgement.
• [ ] Offer flexible working arrangements
      Remote options, adjusted hours, and phased returns can make a big difference.
• [ ] Provide access to peer support or mentoring
      Consider internal networks or external partnerships.

✅ Commit to Long-Term Change

• [ ] Include disability in your EDI strategy
      Make it visible, measurable, and accountable.
• [ ] Engage with disabled-led organisations
      Partner with groups like Disability Rights UK or Scope for training and insight.
• [ ] Use UKDHM as a springboard—not a one-off
      Plan year-round actions that build on this month’s momentum.

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💬 Final Thought

Disability History Month isn’t just about the past—it’s about how history lives on in policy, perception, and practice. Employers have the power to challenge exclusion and foster equity. Start here.

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