What is a Disability?

The word “disability” is used often in the world of HR and people management including, throughout this website. It’s a word used so commonly that few people stop and think about what it really means. Increasingly awareness is being raised that disability is multifaceted and can be viewed from various perspectives, including legal, social, and medical models. Each model offers unique insights and implications for how we perceive, accommodate, and support individuals with disabilities in the workplace.

Legal Definition of Disability

The legal definition of disability is based on the medical model of disability and focuses on the rights and protections afforded to individuals with disabilities under the law. The Equality Act 2010 defines disability as a physical or mental impairment that has a substantial and long-term adverse effect on a person’s ability to perform normal day-to-day activities. It requires employers to make reasonable adjustments to ensure that disabled employees are not at a disadvantage.

From a legal perspective, disability is primarily about ensuring that individuals with impairments are granted the same rights and opportunities as everyone else. This definition emphasises compliance and the need for adjustments to remove barriers that might hinder an individual’s performance and inclusion in the workplace. Not all individuals who fall within the definition of disability under the Equality Act 2010 will identify themselves as having a disability.

Social Model of Disability

The social model of disability shifts the focus from the individual’s impairment to the societal and environmental barriers that restrict their participation. This model argues that disability is not an inherent trait but a result of the interaction between individuals and their environment. Key points include:

• Barrier Removal: Disabilities arise due to physical, attitudinal, and systemic barriers in society. For instance, a person using a wheelchair is disabled not by their condition but by the lack of accessible infrastructure.
• Inclusion and Participation: The social model advocates for inclusive design and practices that enable all individuals to participate fully in society. This includes accessible buildings, flexible work arrangements, and inclusive communication practices.
• Empowerment: By focusing on removing societal barriers, this model empowers individuals with disabilities to achieve their full potential. It promotes the idea that disability is a societal issue, not an individual problem.

In the workplace, adopting the social model involves creating an environment that is accommodating and inclusive by design. This might include ensuring that job postings are accessible, providing assistive technologies, and fostering an inclusive culture that values diversity.

Medical Model of Disability

The medical model of disability views disability primarily as a health condition that needs to be treated or managed. It focuses on diagnosis, treatment, and rehabilitation. Key aspects include:

• Diagnosis and Treatment: Disability is seen as a problem residing in the individual, which requires medical intervention. This might involve therapies, medications, or surgeries aimed at curing or mitigating the impairment.
• Functional Limitations: The model emphasises the limitations imposed by the impairment on the individual’s ability to perform certain activities.
• Rehabilitation and Management: It also involves helping individuals manage their conditions to improve their quality of life and functional capacity.

While the medical model has its place in understanding the health aspects of disability, it can be limiting if used in isolation. In the workplace, this model might inform certain adjustments or supports, such as ergonomic adjustments or specialised healthcare plans. However, it’s crucial to balance this perspective with the social model to ensure a more holistic and empowering approach.

Integrating the Models in HR Practices

It is essential to integrate these models to create a comprehensive and inclusive approach to disability in the workplace. Here’s how:

1. Legal Compliance: Ensure that your organisation complies with the Equality Act 2010, providing reasonable adjustments and preventing discrimination. This applies from recruitment and throughout the full employee life cycle.
2. Inclusive Environment: Adopt the social model by designing an inclusive work environment that removes barriers to participation and values diversity. Consider how we can improve the performance of all employees by adopting the tools and resources that enables each individual to perform at their best.
3. Health and Well-being: Address the health and functional needs of employees with disabilities through appropriate medical support and adjustments.

By combining these models, organisations can not only meet their legal obligations but also create a supportive and empowering workplace for all employees. This holistic approach not only benefits individuals with disabilities but also enriches the organisation through diverse perspectives and talents.

A note on language in our website: Our articles are written for general advice, we always recommend taking specific advice and more importantly involving the individual when supporting someone with a disability at work. We understand that not everyone who would fall within the definition of disability would identify themselves as “disabled” and that some people prefer person first language (e.g. person with autism) whilst others prefer identify first language (e.g. dyslexic person), we have tried to use language in the way preferred within communities and in most cases this is person first.

Article last updated: 12 August 2024