Due to the variability in definitions, classifications, and types of disability, as well as various personal and social factors, some people with disabilities are willing to share their experiences, while others prefer to keep such information private and only disclose it when necessary, often for medical reasons. This hesitation to disclose information can be influenced by changes in societal pressures.
Historically, people with disabilities were marginalised, hidden away, or subject to ridicule. During the early 20th Century, people with disabilities were frequently placed in institutions or prisons, and women and girls with disabilities were sometimes even sterilised as a form of treatment.3 The introduction of the Invalid Pension in 1908 provided some early support and independence. Post-World War I and II, rehabilitation services expanded, reflecting a growing awareness of the rights of people with disabilities.
The 1970s saw a shift towards self-advocacy, with professionals who were living with a disability demanding equal treatment and rights. This activism gained momentum in the 1980s, particularly with a protest at the Rehabilitation International conference in 1980 in Winnipeg, Canada, and the subsequent establishment of the Disabled Peoples' International human rights organisation. The International Year of Disabled Persons in 1981 further highlighted disability issues with a call to action for equal treatment, opportunities, and rehabilitation.4
Despite progress, challenges persist, as recent reports indicate ongoing discrimination and exclusion. The disability rights movement has been instrumental in policy changes, including the National Disability Insurance Scheme.5 The outcomes of the ongoing Disability Royal Commission are expected to be a significant step forward in the struggle for equality and inclusion for Australians with disabilities.
Assume all people with the same type of disability have the same needs.
Ask the person what their needs are.
Stigmas are negative stereotypes of people or groups that have been normalised through society and create barriers to everyday life. “The term stigma has been used to refer to (a) marks, visible or invisible, indicating membership in a stigmatized group”.6 Stigma can take various forms, often resulting in prejudice and discrimination against individuals with certain traits or conditions. It can relate to a person’s self-perceived ideas or relate to a person’s family, friends or affiliations, or their public or social interactions.
Stigma profoundly impacts individuals with disabilities, leading to adverse health and psychological effects. In Australia, discrimination against people with disabilities was reported by 14 per cent of those aged 15 to 64 years, with younger individuals and those with severe or intellectual disabilities facing higher rates of discrimination. This can trigger increased stress and poorer self-rated health.
Socially and economically, stigma can lead to exclusion from employment and education, perpetuating poverty, and dependency. Internally, stigma can diminish self-esteem and negatively impact mental health.
The National Stigma and Discrimination Reduction Strategy aims to eliminate structural stigma and discrimination in various sectors, including health, education, employment, and social services. Supported by the Australian Government, this long term vision seeks to reduce self-stigma among people living with mental health issues, decrease public stigma towards those with lived experiences, and eliminate structural stigma and discrimination in key settings across Australia.
While mental health is not considered a form of disability, the stigma experienced by a person with a disability can lead to mental health challenges.
Stigma can be categorised into some common forms, including:
This involves negative stereotypes and prejudices that result in discrimination against people with certain traits or conditions.
This occurs when individuals internalise public stigma, leading to negative self-perception and self-discrimination. Self-stigma can include alienation or feeling disconnected from those around you.
This is the expectation or fear of public-stigma by the affected person. Unlike self-stigma, which is internalised, perceived stigma is about how a person feels society will view them.
This refers to negative attitudes or actions towards people who are related to or associated with the affected person.
This includes institutional policies or practices that limit the rights or opportunities of the affected person.
The media can shape public perceptions. Promoting accurate portrayals of mental health can help combat stigma.
Overcoming self-stigma involves recognising and challenging negative beliefs, and can be achieved through self-care practices and building a supportive network.
Perceived stigma can have a significant impact on an individual’s life, leading them to adopt harmful coping mechanisms such as social withdrawal.
Interactions between the public and individuals with lived experience can reduce prejudice and discrimination.
Structural stigma can be addressed with appropriate institutional policies, promoting workplace culture around understanding, equal opportunity and acceptance.
This occurs when a person is reluctant to disclose or seek help for their condition due to associated public and self-stigma. Disclosure is the process of revealing your own, sometimes stigmatised, trait or condition to others.
The anticipation of negative consequences that may be associated with a stigmatised label means some people will avoid disclosing their condition. For many, this decision occurs at the point of diagnosis of a health condition.
Disclosure can also create a feeling of increased stigma for a person who is not willing or able to disclose. Contrary to this, disclosure can enable some people to raise awareness and confirm their identity, helping to reduce stigma.
The choice to disclose living with a disability is a very personal one that must align with a person’s self-awareness and stage of life. The Disability Discrimination Act 1992 emphasises a person's right to not disclose their disability, the importance of privacy, and protection from discrimination. However, in the workplace, disclosure may sometimes be necessary due to the inherent requirements of a role.7
For example, a staff member with visual impairment that affects their ability to read printed materials and see students in a large lecture hall may need to disclose this if their role requires them to provide lectures.
Equally, an employer must also make efforts to provide reasonable adjustments to the workplace to allow a person living with a disability to perform their role8. For example, provision of screen readers, magnification software and appropriate lighting.
Allyship plays a role in supporting people living with disabilities in many ways. Some examples include:
Being an ally shows that you acknowledge and validate the experiences of people living with a disability. It helps to break the isolation some people living with disabilities may feel.
Allies can use their influence to amplify the voices of people living with a disability. By actively listening and advocating, they help bring attention to disability-related issues.
Allies work to promote accessibility and can help create inclusive environments. They can advocate for physical accommodations, digital accessibility, and social inclusion.
Allies can challenge harmful stereotypes and combat stigma associated with disability. They help shift societal perceptions toward a more positive and accurate understanding.
Being an ally involves continuous learning about different disability types, experiences, and needs. Allies educate themselves and others, fostering a more informed and empathetic society.
Being an ally in the workplace involves actively supporting and advocating for our colleagues, especially those from marginalised groups. Here are some practical ways to be an effective ally:
Listen more than you speak to better understand the experiences and challenges of your colleagues.
Learn about different groups and the barriers they face. This can help you become more aware of your own biases and how to address them.
When you witness bias or discrimination, speak up. Bystander training can help with strategies. This shows that you support an inclusive environment.
Be mindful of the language you use and ensure it respects everyone's identity. It is ok to make mistakes but acknowledging this is also important.
Offer to mentor colleagues from underrepresented groups. Share your knowledge and help them to navigate their career paths.
Advocate for your colleagues by sharing opportunities for growth and development.
Recognise important cultural and religious holidays, as well as personal milestones, including promotions and birthdays.
Make sure everyone has a chance to contribute in meetings and discussions. Support those who may not be as vocal without singling them out.
Get involved with workplace diversity networks and support their initiatives. Many exist both internal and external to UOW.
Be aware of, and advocate for policies that promote diversity, equity, and inclusion within your organisation.
3 History of Australia’s disability movement - People with Disability Australia (pwd.org.au)
4 The International Year of Disabled Persons 1981 | United Nations Enable
5 New reports chart the history of disability in Australia | Royal Commission into Violence, Abuse, Neglect
and Exploitation of People with Disability
6 Smith, R., Zhu, X., & Quesnell, M. (2016, June 09). Stigma and Health/Risk Communication. Oxford
Research Encyclopedia of Communication. Retrieved 18 Apr. 2024, from oxfordre.com/communication/
view/10.1093/acrefore/9780190228613.001.0001/acrefore-9780190228613-e-96.
7 11_-_includeability_-_guide_-_identifying_as_a_person_with_disability_in_the_workplace.pdf
8 8 Legal and policy framework | Australian Human Rights Commission