Inclusive Adjustments: Supporting All Protected Characteristics in the Workplace

While disability represents one of nine protected characteristics under the Equality Act 2010, workplace adjustments are rarely considered beyond this single context. This narrow focus overlooks the complex reality of human identity and the diverse barriers employees face across multiple characteristics.

Individual experiences are multifaceted—we are never defined by a single characteristic. The barriers faced by a disabled woman often differ significantly from those encountered by a deaf man, reflecting the intersection of multiple identities and the unique challenges they create.

By expanding the conversation around workplace adjustments to encompass all nine protected characteristics, organisations can create more comprehensive support systems that help every employee feel valued and included.

The Equality Act 2010 prohibits discrimination based on nine protected characteristics:

- Age - Protection against age-based discrimination - Gender reassignment - Support for transgender individuals - Marriage and civil partnership - Recognition of relationship status - Pregnancy and maternity - Protection during pregnancy and parental leave - Disability - Including physical, mental health, and neurodivergent conditions - Race - Encompassing color, nationality, ethnic, and national origin - Religion or belief - Respect for diverse faith and philosophical perspectives - Sex - Gender-based equality protections - Sexual orientation - Support for LGBTQ+ individuals

These protections apply across multiple contexts: employment, education, consumer services, public services, property transactions, and private associations.

While the UK's Equality Act represents pioneering legislation for inclusion, it contains inherent limitations. The framework of nine distinct characteristics can inadvertently compartmentalize experiences that, in reality, intersect and overlap significantly.

This lack of intersectional recognition makes it challenging to address discrimination that occurs at the intersection of multiple identities. For instance, a Black woman experiencing workplace microaggressions—being characterized as "loud" or "angry"—faces discrimination that exceeds the sum of racial and gender-based prejudice alone.

Creating Universal Comfort with Adjustment Conversations

Successful adjustment processes require organisational cultures where everyone feels comfortable discussing and requesting support. When adjustment conversations are normalized for all employees, they eliminate "us versus them" dynamics and reduce discomfort around positive action initiatives.

This universal approach transforms adjustments from special accommodations into standard support mechanisms that help everyone perform their best work.

Addressing Disclosure Barriers

Not everyone who would benefit from disability-related adjustments feels able to disclose their condition to employers. Others may not identify with disability labels despite experiencing barriers. Significant obstacles to diagnosis and disclosure exist, particularly for marginalized communities.

By limiting adjustments to those comfortable with disability disclosure, organisations may inadvertently exclude their most vulnerable employees from accessing crucial support.

Consistent Barrier-Focused Language

Using consistent language around barriers reduces the othering that disabled people often experience while creating more inclusive frameworks. Whether discussing religious accommodation needs, pregnancy-related modifications, or accessibility requirements, framing all challenges as barriers normalizes adjustment conversations across all identities.

This linguistic consistency helps employees feel more comfortable discussing their needs, regardless of which protected characteristics apply to their situation.

Anticipatory Inclusion Practices

Assume diversity exists within your organisation and proactively remove barriers before anyone needs to request help. Examples include:

- Providing menstrual products in all restrooms - Including pronouns in email signatures organisation-wide - Sharing interview questions in advance with all candidates - Offering flexible meeting formats and timing options - Ensuring physical spaces accommodate various mobility needs

These seemingly small practices significantly reduce barriers for those who benefit while demonstrating organisational commitment to adaptation and inclusion.

Modeling Adjustment Behaviors

Leaders should openly discuss the adjustments they use and how they work most effectively. Most people benefit from adjustments without recognizing them as such—preferred fonts, spelling and grammar checkers, advance meeting agendas, and specific lighting preferences are all forms of workplace adjustments.

When leaders model openness about their preferences and needs, they create psychological safety for team members to express their own requirements.

Assessment and Implementation

Organisations should conduct comprehensive reviews of their adjustment processes, examining how current systems serve—or fail to serve—employees across all protected characteristics. This includes:

- Reviewing policies through an intersectional lens - Identifying anticipatory adjustments that benefit multiple groups - Creating clear, accessible processes for requesting support - Training managers to recognize and respond to diverse needs

Measuring Success

Effective intersectional adjustment programs require metrics that go beyond simple accommodation counts. Organisations should track:

- Employee satisfaction across different identity groups - Utilization of various adjustment types - Barriers to accessing support - Outcomes and effectiveness of implemented adjustments

Everyone's needs are unique, and everyone benefits from more inclusive workplace practices. By rethinking adjustment approaches to include all nine protected characteristics, organisations create environments where every employee can thrive.

This comprehensive approach to workplace adjustments represents more than legal compliance—it demonstrates genuine commitment to creating spaces where all individuals can contribute their best work while feeling valued and supported.

Ready to transform your adjustment processes? Progressive organisations are moving beyond minimum legal requirements to create truly inclusive environments that anticipate and address the diverse needs of their entire workforce.