Disability Equality, Access and Inclusion
Purple Reach is a disability consultancy dedicated to helping organisations build a deeper understanding of disability.
As a Disability Confident Leader, Orwell is proud to champion equality, diversity, and inclusion. Our commitment to the scheme reflects our focus on ensuring fair treatment and equal access to our services, information and employment. By holding this status, we also play a part in raising awareness and encouraging open conversations that help reduce stigma or hesitation around employing people with disabilities.
To strengthen our understanding, we recently welcomed Tom Fadden, CEO and Senior Disability Equality and Access Trainer at Purple Reach, to deliver an insightful session on disability equality, access and inclusion.
Recognising Diversity within the Disabled Community
Around 25% of the population in the UK have a disability, this equates to over 16.8 million people and it’s estimated that 70% of disabilities in the UK are non-visible, therefore it’s important to consider how our behaviours, environments and communication styles can either support or unintentionally exclude people.
Many disabilities are not immediately apparent, which makes communication and awareness even more important. Conditions such as neurodivergence, mental health conditions and fatigue-related illnesses may not be visible but can significantly affect how someone engages day to day. Offering flexible communication styles, checking in without making assumptions, providing quiet or low‑stimulus spaces, and being open to adjustments helps ensure that everyone feels understood and supported.
The Power of Communication
Effective communication plays an important role in creating an inclusive environment, and small changes can make a big difference.
When communicating with British Sign Language Users users, it’s important to remember that BSL is a distinct language with its own structure and culture, so tools such as pen and paper, closed captions on video content, slower speech, interpreter support, and encouraging inclusive learning can help improve accessibility.
For people with speech impairments, patience is key, avoid finishing sentences, check that you’ve understood correctly, allow time for assistive technology, and focus on what the person is saying.
Creating an inclusive environment also means recognising the barriers faced by wheelchair users and people with physical impairments. Clear, accessible routes, step‑free entrances, and thoughtfully arranged spaces make a significant difference to how easily someone can move around and participate. When communicating, position yourself at eye level where possible, avoid leaning on someone’s wheelchair or mobility aid, and check before offering physical assistance, what looks helpful may not be what the person needs. Providing accessible seating options, ensuring lifts and ramps are well maintained, and allowing extra time for movement all contribute to a more supportive experience.
Tom Fadden, CEO and Senior Disability Equality and Access Trainer at Purple Reach commented on how he found delivering the session to colleagues at Orwell: "The openness, curiosity and willingness to ask questions made for a really valuable session. As a disabled person with nearly two decades of experience in disability rights, access and inclusion, I'm passionate about making training practical and relevant to people's day-to-day roles, and the feedback from participants showed that's exactly what came through. I know Orwell is committed to continuing this journey, and I’m confident that both colleagues and customers will feel the impact.”
At Orwell, we actively work to reduce these barriers through our Equality, Diversity and Inclusion (EDI) strategy, ensuring that housing services are accessible, respectful, and supportive for everyone.
For more information about our commitment to equality, diversity, and inclusion, please visit: Equality, Diversity and Inclusion at Orwell | Orwell Housing
