We all face barriers in our lives. Fear. Self-doubt. Toxicity. Negativity. Discrimination. And while these are sometimes normal, too often, barriers can limit potential and lead to unfulfilled lives.
A common myth surrounding people with disability is that it is their disability that is the disabling factor. However, this is not the case.
Modern and person-centred models of thinking and support have highlighted how the societal barriers are the disabling factor for people with disability—not the disability itself.
Despite more calls for inclusion and accessibility, the barriers for people with disability remain prevalent. Let’s explore what these are.
Research shows there are five common barriers people with disability face.
Attitudinal barriers are probably the most common barrier people with disability face.
Negative perspectives, such as myths, misconceptions, stereotypes, and stigma, significantly impact the lives of people with disability—preventing inclusion and, in some cases, leading to discrimination.
People’s thoughts, opinions, and ideas about disability affect people with disability. And it all comes down to unconscious bias, an inclination or prejudice for or against a person or group. We may not necessarily be aware of or control unconscious bias because it is so often normalised in society.
Unconscious biases usually present themselves when we make snap judgements about other people. For example, say you were interviewing for a job as a museum tour guide. It’s between you and a person who uses a wheelchair. You might assume you’d be the one to get the job because the role requires a lot of movement. However, that doesn’t mean the wheelchair user can’t fulfil the job requirements—they may just need some minor adjustments.
These barriers refer to the physical layout and design of an environment.
Physical barriers can be any objects or structures that limit people with disability from moving around or accessing areas freely. Think of narrow footpaths, lack of ramps/elevators, or difficult-to-open doors.
A good example of this would be accessible toilets. Imagine you work in an office building with 20 floors; your desk is on the 15th. Each floor has bathrooms, but the only accessible toilets are located in the lobby downstairs. That means each time you needed to use the toilet, you would have to take the lift down to the lobby. Sounds frustrating, right?
We communicate in some way every day. We speak to each other. We write/text to each other. We listen to each other.
Communication is vital for all of us in understanding each other. But what happens if not everyone’s communication methods/needs are met? That creates a barrier.
Lack of audio descriptions or closed captions, illegible or inaccessible documents, unavailability of AUSLAN interpreters, or other accommodations can mean people with disability are sometimes unable to communicate effectively.
People with disability, like everyone else, need to communicate for work, education, and socialising. This means they need—and also have the right—to communicate in the way that works best for them.
Policies, laws, and governance can sometimes be designed in ways that unknowingly discriminate against people with disability. Such discrimination can even extend to institutions and organisations.
For example, the design of workplace policies and procedures may unconsciously create or heighten barriers for people with disability. E.g. denying reasonable adjustments at work for individuals with disability, which can make it difficult for them to perform their jobs.
Modern advancements have helped improve the lives of people with disability, such as web accessibility tools, modified/adaptable equipment, and online education.
However, not all technologies comply with accessibility requirements. Some websites, for example, may not have screen reader compatibility or even appropriate colour contrast for suitable visibility.
What this means, then, is that people with disability do not have access to the same opportunities as non-disabled people—which can lead to alienation.
So, how do non-disabled people work with people with disability to minimise the impact of these barriers?
A good first step is undertaking disability awareness training.
It is training that aims to:
Such training is not limited to specific individuals or groups: it can be completed by anyone who is open and curious to learn more about disability.
How can you access it? etrainu offers our Let’s Talk Disability training, developed in partnership with people with lived experiences of people with disability. You can explore our full range of disability awareness courses here.
Some other ways you can help limit such barriers include:
Negative attitudes, poor physical design, ineffective communication, systemic issues, and technological difficulties are common barriers for people with disability.
While these barriers are very much pervasive today, there is still a lot of work to be done. It’s up to everyone to work together and break these barriers down.
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