Chapter 1: The Growing Challenges for Disabled People

The obstacles confronting disabled individuals in the UK are escalating. A sense of dismay can often set in when witnessing organizations that one respects inadvertently exclude those with disabilities. Living with a disability is fraught with difficulties. In the UK, a drastically insufficient level of social care is resulting in countless lives lost, and we also account for 60% of COVID-19 fatalities. Additionally, approximately 10% of suicides in England are associated with chronic illness, presenting a grim reality. With the government providing scant support—often leading many to feel as if they are being neglected—individuals with disabilities frequently find themselves trapped, unable to work and support themselves. Although viable solutions exist to address these dilemmas, they remain overlooked in favor of preserving the status quo.

A few months ago, a well-known YouTube channel advertised a job opening—a rare opportunity to join what seemed to be an excellent team. I won't specify the channel, as the actual work environment might be more accommodating than their apparent stance on accessibility. Without the full context, it wouldn't be fair to single out this particular brand.

The job was full-time and based in-house. As has been the case with other job postings, the channel explicitly ruled out any remote work possibilities, despite the team operating remotely due to the pandemic at that time. I raised this issue on Twitter, suggesting that this position “seems ideal for remote options.” The reply I received from a team member was simply, “I hear you.” That was the extent of the engagement.

Some followers quickly dismissed the accessibility concerns, and one even mentioned a government initiative aimed at enhancing office accessibility, completely missing the main issue: the job itself was not accessible. Just yesterday, the channel announced they had filled the position, further highlighting how many opportunities are closed off to disabled individuals. Despite years of advocating for remote and hybrid work arrangements, such options remain scarce. Yet, when non-disabled individuals needed to work from home, the government implemented those measures nationally within a month.

The first video, titled "If you're feeling depressed, anxious, sad, or angry WATCH THIS!!!" offers insight into the emotional struggles many disabled individuals face and provides essential coping strategies.

Chapter 2: The Impact of Remote Work

The pandemic has demonstrated that remote work is not only feasible but often advantageous. Benefits include reduced employee turnover, enhanced productivity, and lower emissions. In fact, 50% of workers express a desire to avoid returning to jobs that do not offer at least some remote opportunities. For those who wish to resume working in an office, there’s nothing preventing them from doing so. As with many accessibility considerations, remote work can be made available to employees as an option rather than a requirement.

However, as many begin to act as though the pandemic has concluded, these remote work arrangements are being rolled back, pushing employees back into the office. For someone like me, it’s difficult not to feel like a modern-day Quasimodo, watching lives that feel unattainable. When a position at a desirable company arises, I should feel a sense of excitement. Instead, I feel hesitant to apply when it’s evident that the hiring process excludes many qualified applicants. I don’t need to stroll along the Seine; I would be content with simply having a safe and accommodating work environment.

This perspective is not a hasty conclusion but rather the result of years of experience. Early in my journey with disability, while grappling with the severity of my condition, I applied for numerous positions. A clear pattern quickly emerged: when I disclosed my disability on my CV, interviews were rarely granted—often, I didn’t receive any response. I began experimenting with my applications. At times, I mentioned my disability on my CV, other times I waited until interviews, and sometimes, I omitted it entirely.

Regardless of when I revealed my disability, my applications often ended there. I secured just one interview when I included it in my CV. When I disclosed it during the interview, I was met with silence afterward. I was overlooked for roles for which I was an excellent fit when I was upfront about my condition, and offered positions for which I was ill-suited when I didn’t mention it. Not every outcome was directly tied to my disability, but statistics show at least 1 in 5 employers are less inclined to hire a disabled candidate.

Thus, when I observe an organization I admire actively excluding individuals like me, it’s hard not to feel disheartened. It appears that disabled individuals are expected to suppress their ambitions and accept the meager opportunities offered to them without complaint. Despite the internet being accessible for nearly three decades, there remains a reluctance to leverage it to enhance our lives.

The second video, "6 Steps to STOP Feeling Depressed In The Morning: Miracle Morning," outlines actionable strategies to combat morning depression, which can resonate deeply with many facing similar challenges.

Chapter 3: The Role of Companies in Accessibility

The detrimental actions of the government towards disabled individuals are compounded by companies that refuse to consider disabled applicants for their teams. In doing so, they not only miss out on valuable perspectives but also reinforce the notion that disabled individuals are disposable and unwelcome—if we are acknowledged at all.

Ironically, most accessibility measures do not solely benefit disabled employees. Remote work advantages able-bodied individuals as well, allowing them to avoid lengthy commutes, prioritize their well-being, and—crucially during a pandemic—feel more comfortable taking time off when unwell.

Should the channel post another job opening, I will likely apply, but with a heavy heart and probably without disclosing my disability. I know from experience that mentioning it will likely lead to my application being disregarded. In 2021, this is not a reality anyone should have to face.

Geoffrey Bunting is a writer and book designer. His work has appeared in various publications, including History Today, Modus, Super Jump Magazine, UX Collective, The Historian, Bridge Eight, History Magazine, and more. You can find more about him at geoffreybunting.co.uk.