Disability Rights at Work [Nov 7th Episode]

David Carlisle

Alright, welcome back to Beyond the Label, folks. I’m David Carlisle, and lucky for us, I’ve got Ruby Sturt and Eric Marquette here with me. We’re digging into disability rights at work today—tough topic, lots of ground to cover, but let’s try to keep it lighter than your average legal seminar, hey?

Ruby Sturt

I hope so, because if we start reading actual legal codes on air, I’ll probably trip over half the acronyms before my second coffee. But the laws themselves? Super important. Whether you’re in the US with the ADA, in the UK under the Equality Act, or here in Australia with the good old DDA—or Disability Discrimination Act—they’re all about one thing: making sure disabled people get a fair shot at work.

Eric Marquette

Exactly, and, you know, those core rights—reasonable accommodation, non-discrimination, accessible workplaces—show up in all of them, even if there are some local flavours. In the UK, for instance, ‘reasonable adjustment’ is the phrase of choice. I always think it sounds just a bit more polite, you know? But the point’s the same: employers have to change things when needed so disabled folks aren’t at a disadvantage.

David Carlisle

Reasonable accommodation… I still reckon that’s the bit people get stuck on. Like, what’s actually ‘reasonable’? Is it a ramp? A flexible schedule? A teleporter? Okay, maybe not the last one yet.

Ruby Sturt

I wish! But yeah, it’s case-by-case, isn’t it? It could mean software, changing duties, assistive tech—one of my mates got her hours adjusted so she could manage both work and medical appointments without burning out. But, Eric, you had a story about your cousin in London, right?

Eric Marquette

Yeah—so my cousin’s got a chronic pain condition, and after joining this media group, she asked for a desk chair with lumbar support and a bit of flexibility on remote work days. At first, HR brushed her off—said ‘everyone sits in the same chairs, sorry’. She knew her rights, though, and just calmly pointed to the Equality Act. Eventually, her manager got it sorted. She told me it felt a bit awkward, having to push, but it worked out. Sometimes just knowing what you’re entitled to—well, that’s half the fight.

David Carlisle

Yeah, sometimes it’s just about asking—and being persistent enough to get past the uncomfortable bits. I mean, these protections—they look different everywhere, but the core idea? Level the playing field. Alright, let’s get into what happens when those lines get crossed.

Eric Marquette

So, let’s talk enforcement. I think people imagine big court showdowns, but a lot of real-world wins happen quietly—mediation, HR meetings, stuff behind closed doors. But sometimes cases do go public. That Walmart case in the States was huge: Equal Employment Opportunity Commission took them to court over denying a disabled worker a simple accommodation. The employee won, got compensation, and it set a new standard. Stuff like that really ripples out, right?

Ruby Sturt

Yeah, and discrimination pops up in sneaky ways—recruitment, office layouts, who gets a shot at promotions. I’ll never forget a colleague from my old media gig—he used a wheelchair, and the so-called ‘accessible’ newsroom entrance turned out to be…well, let’s call it aspirational. He finally spoke up—nervously, too—about the need for a proper automatic door and a lower desk. And you know what? They fixed it. But not till he made noise. Watching him navigate every little barrier, it hammered home—these rules are only as good as your willingness to push for them.

David Carlisle

That’s bang on. But it’s not easy, is it? I mean, we talked about this self-advocacy thing, what, just last episode? Sometimes you’re worried you’ll get labeled as the ‘difficult one’ or miss out on future gigs. But the laws—if you use them right—they’re there to protect you from retaliation too. File a complaint, it can’t legally be held against you. Doesn’t mean the nerves vanish though.

Eric Marquette

And sometimes, just having someone else—like a colleague or a union rep—in your corner makes all the difference. Ruby, you and I were chatting before the show about building those advocacy networks. It’s that quiet confidence, knowing you’ve got backup, that can tip the scales.

Ruby Sturt

Absolutely. And for anyone listening who’s unsure—just document everything. That came up in our self-advocacy episode too. Paper trail, emails, what’s been promised. It’s not about being combative, it’s about protecting your own future.

David Carlisle

Alright, let’s say you’re an employer wanting to get it right. Where do you start? I like stuff that’s actually doable—like accessibility audits. Walk around with a checklist, sure, but also get real feedback from disabled workers. Sometimes you don’t see what’s missing till someone calls it out, trust me—my school still has that one step at the main door that trips up everyone, myself included.

Eric Marquette

Yeah, and recruitment policies matter too. We’ve seen great examples—like Microsoft’s Autism Hiring Program. They changed the way they do interviews: longer assessments, work trials, sensory-friendly spaces. It’s not just a token effort—it’s rethinking how you find the best fit. There are loads of resources out there, like government tip sheets. And for disabled workers? Start by knowing what you can ask for, and reach out, whether it’s through a disability employment service or even support groups online.

Ruby Sturt

Support groups are a big one, yeah. And hey, sharing stories helps too. There’s this Australian startup—bit under the radar, but they’ve won awards for having an all-abilities workplace. They built team projects around different skillsets—designing with, not for, disabled staff. They did regular check-ins, actually asked for feedback, and made adjustments on the fly. It’s those little changes that add up to a place where people stay, not just survive.

David Carlisle

You know, building on that—tech can help but only if you understand what people actually need. I mean, remember our ‘Tech Empowers’ episode? We saw how even simple software tweaks—screen reader plugins, captioning—can open up a role to talent you would’ve missed. It’s not always about a shiny app, it’s about how you use what’s there.

Eric Marquette

Yeah, the shiniest tech is worth nothing if no one knows how to use it or if it doesn’t fit the job. That’s why inclusive design is key—think about it up front, not as an afterthought. And honestly, staff training—just the basics of accessibility and etiquette—prevents a lot of awkward moments.

Ruby Sturt

So, how do you take all those good intentions and turn them into real policy? First up, put everything in writing—any diversity and inclusion policy needs to call out disability up front, not bury it on page fifteen of the manual. And it shouldn’t just exist, it needs to be reviewed and explained to everyone, top to bottom. Honestly, I get sweaty palms every time I say this, but policy matters way more than people realize.

David Carlisle

I totally get that, Ruby—and you’re right. Policy on its own is like a recipe with no cook. You need a team or committee driving it, making sure those promises actually happen. Who’s running the feedback survey? Who checks when adjustments fall through the cracks? If it’s everyone’s job, it’s no one’s job—you’ve got to give it muscle and accountability.

Eric Marquette

Data is your friend as well. Anonymous surveys, focus groups—those suggestion boxes that don’t just gather dust in a corner—you need to actually listen and then act on what employees say. A lot of the best tweaks I’ve seen—moving a meeting space, updating training materials—came from someone finally being asked, ‘What’s not working for you?’ and management actually doing something about it.

Ruby Sturt

Exactly! It’s the difference between someone feeling invisible and feeling valued. And don’t assume you’ve cracked it—keep the feedback loop open, adjust, and improve as the team changes.

David Carlisle

Alright, let’s bring it home: policies are nothing if the culture’s not there. What really sets workplaces apart is ongoing disability awareness training. Not a one-and-done seminar—real, meaningful chats about unconscious bias, communication, and what inclusion means day-to-day. That’s where the magic happens.

Ruby Sturt

Yeah, and building networks inside—like mentorships or buddy systems—connects people in ways policies can’t. When disabled employees have allies, both peer and senior, it takes some of the loneliness and guesswork out of daily life at work. Plus, you actually see new leaders emerge, which is gold for any organization.

Eric Marquette

And let’s not forget communication—update all those internal channels regularly, make sure newsletters, manuals, whatever you’ve got, are accessible to everyone. That means easy read, plain English, audio versions, even good old Braille or screen reader compatibility when needed. Technology only gets you so far if the culture doesn’t back it up.

David Carlisle

Well said. I reckon it’s those everyday gestures—offering info in the format people need, checking in rather than assuming, little things—that really build belonging. And hey, this isn’t a sprint. It’s a journey, right?

Ruby Sturt

Absolutely. We’re all learning as we go—even if my policy breakdowns sometimes sound like alphabet soup on air! If anything we covered today helps you nudge your workplace forward, that’s a win in my book.

Eric Marquette

Couldn’t agree more. Any step you take—big or small—makes work better for everyone, and a more inclusive world helps us all thrive.

David Carlisle

Alright, let’s wrap there. Thanks for joining us again on Beyond the Label—Ruby, Eric, brilliant as always. We’ll catch you next time to keep the conversation going. Take care all, and don’t forget, progress is always possible.

Ruby Sturt

Thanks David, thanks Eric! Bye everyone, keep speaking up.

Eric Marquette

Cheers both, and to our listeners—stay curious, stay kind. See you next episode.