Disabled people in science must be recognised and given better support to help reverse the numbers of such people dropping out of science. That is the conclusion of a new report released today by the National Association of Disabled Staff Networks (NADSN). It also calls for funders to stop supporting institutions that have toxic research cultures and for a change in equality law to recognise the impact of discrimination on disabled people including neurodivergent people.
About 22% of working-age adults in the UK are disabled. Yet it is estimated that only 6.4% of people in science have a disability, falling to just 4% for senior academic positions. What’s more, barely 1% of research grant applications to UK Research and Innovation – the umbrella organisation for the UK’s main funding councils – are from researchers who disclose being disabled. Disabled researchers who do win grants receive less than half the amount compared to non-disabled researchers.
NADSN is an umbrella organisation for disabled staff networks, with a focus on higher education. It includes the STEMM Action Group, which was founded in 2020 and consists of nine people at universities across the UK who work in science and have lived experience of disability, chronic illness or neurodivergence. The group develops recommendations to funding bodies, learned societies and higher-education institutions to address barriers faced by those who are marginalised due to disability.
In 2021, the group published a “problem statement” that identified issues facing disabled people in science. They range from digital problems, such as the need for accessible fonts in reports and presentations, to physical concerns such as needing access ramps for people in wheelchairs or automatic doors to open heavy fire doors. Other issues include the need for adjustable desks in offices and wheelchair accessible labs.
“Many of these physical issues tend to be afterthoughts in the planning process,” says Francesca Doddato, a physicist from Lancaster University, who co-wrote the latest report. “But at that point they are much harder, and more costly, to implement.”
We need to have this big paradigm shift in terms of how we see disability inclusion
Francesca Doddato
Workplace attitudes and cultures can also be a big problem for disabled people in science, some 62% of whom report having been bullied and harassed compared to 43% of all scientists. “Unfortunately, in research and academia there is generally a toxic culture in which you are expected to be hyper productive, move all over the world, and have a focus on quantity over quality in terms of research output,” says Doddato. “This, coupled with society-wide attitudes towards disabilities, means that many disabled people struggle to get promoted and drop out of science.”
The action group spent the past four years compiling their latest report – Towards a fully inclusive environment for disabled people in STEMM – to present solutions to these issues. They hope it will raise awareness of the inequity and discrimination experienced by disabled people in science and to highlight the benefits of having an inclusive environment.
The report identifies three main areas that will have to be reformed to make science fully inclusive for disabled scientists: enabling inclusive cultures and practices; enhancing accessible physical and digital environments; and accessible and proactive funding.
In the short term, it calls on people to recognise the challenges and barriers facing disabled researchers and to improve work-based training for managers. “One of the best things is just being willing to listen and ask what can I do to help?” notes Doddato. “Being an ally is vitally important.”
Doddato says that sharing meeting agendas and documents ahead of time, ensuring that documents are presented in accessible formats, or acknowledging that tasks such as getting around campus can take longer are some aspects that can be useful.“All of these little things can really go a long way in shifting those attitudes and being an ally, and those things they don’t need policies that people need to be willing to listen and be willing to change.”
Medium- and long-term goals in the report involve holding organisations responsible for their working practice polices and to stop promoting and funding toxic research cultures. “We hope that report encourages funding bodies to put pressure on institutions if they are demonstrating toxicity and being discriminatory,” adds Doddato. The report also calls for a change to equality law to recognise the impact of intersectional discrimination, although it admits that this will be a “large undertaking” and will be the subject of a further NADSN report.
Doddato adds that disabled people’s voices need to be hear “loud and clear” as part of any changes. “What we are trying to address with the report is to push universities, research institutions and societies to stop only talking about doing something and actually implement change,” says Doddato. “We need to have a big paradigm shift in terms of how we see disability inclusion. It’s time for change.”
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