When Adeshola talks about her health, she jokes that she has "a list".
Living in London with her adult son, Adeshola has multiple long-term health conditions, including fibromyalgia, chronic fatigue syndrome, ADHD, autism, OCD and functional neurological disorder.
When talking about her conditions, she laughs and says,
“I just tell people, it’s like a shopping basket.”
But while managing her health can be challenging, Adeshola says the biggest barriers she has faced come from the workplace.
Working in a health and service improvement, Adeshola has spent years helping organisations improve services and support people more effectively. Alongside her day-to-day work, she has volunteered as a mentor, wellbeing champion and disability advocate.
Despite all of this, she says she still feels held back.
“I’m still stuck. I’m still not moving, career-wise.”
Adeshola has taken on leadership responsibilities, supported others and helped create positive change. Yet she still feels barriers linked to disability and discrimination have affected her opportunities.
A few years ago, Adeshola found herself in a workplace situation that was seriously affecting her wellbeing.
“My GP signed me off for a year. It wasn’t just related to my health, but also a result of bullying and harassment from a manager who made things even harder.”
Later, Adeshola secured a secondment which gave her some distance from the situation.
But when a request to extend the secondment was declined, she faced the prospect of returning to the environment she had worked so hard to leave behind.
“I didn’t want to be in a toxic work environment anymore. I needed a change.”
While trying to decide what to do next, Adeshola began searching for another role.
“I was trying to find a new job because I didn’t want to go back.”
Adeshola was looking for practical support with applications and job searching, while navigating the uncertainty of her employment situation. Whilst searching online, she discovered Scope’s Support To Work service for disabled jobseekers.
“I needed support with my CV and cover letter, and help accessing job opportunities. It was so good to have that support channel because sometimes it can get overwhelming.”
Adeshola received one-to-one support and guidance from a Scope adviser who also helped her to think about how to discuss disability and workplace adjustments with employers.
“Scope gave me advice on how to discuss disability with managers. For the first time, I disclosed my dyslexia when asked about adjustments in the interview for the role I later secured permanently.”
Although the situation continued to impact her health, Adeshola kept pursuing opportunities with Scope’s advice and support.
But there was some good news. After a long period of uncertainty, Adeshola was offered the role she had previously held on secondment on a permanent basis.
For her, it represented an opportunity to move forward, continue building her career and leave a toxic working environment.
Adeshola talks openly about how disability and race can overlap.
“As a Black woman with disability, I’m faced with much more discrimination as a result. When I’m looking for jobs, or even within the work environment, as well how I’m treated which, of course, significantly impacted my mental health.”
The impact has been emotional as well as professional.
“It’s so frustrating. It makes me feel undervalued and not appreciated.”
Yet she continues to speak out, support others and advocate for change.
Adeshola has continued taking on responsibility, mentoring colleagues and advocating for others.
She believes disability awareness is still lacking across many workplaces.
“I believe improvements could include training managers and colleagues about disability awareness and support, creating safe and confidential spaces for disabled staff to discuss concerns and request assistance, ensuring access to appropriate support and resources, and recognising how a toxic work environment can adversely affect disabled individuals. Empathetic and supportive managers are essential.
Flexible working arrangements should be practical and not merely formal policies, with regular reviews of reasonable adjustments and updates considering any changes to health conditions or support needs.”
For Adeshola, improving employment outcomes for disabled people is not just about helping people get into work. It's about making sure people can thrive once they are there.
“When making decisions about disabled people, employers should ask disabled people. A lot of changes are made without consulting disabled people who have that lived experience.”
If she could say one thing directly to employers, it would be:
“Please do not regard disability as a limitation to an individual’s potential. Listen to your disabled employees, understand their unique needs, and implement reasonable adjustments that enable them to succeed.
Inclusion is not about lowering standards but about removing unnecessary barriers so that all can contribute, develop, and succeed equally.
Be genuine in your efforts, move beyond performative actions and actively seek to understand and support staff with disabilities.”
Adeshola believes disabled people should be listened to, consulted and supported throughout their careers.
For her, employment barriers are not limited to recruitment. They can affect progression, inclusion, wellbeing and workplace culture.
“Disabled people live through it every single day of the year. Work without barriers would mean being able to perform my role without facing unnecessary obstacles due to my disability.
It would involve reasonable adjustments that support my focus, energy levels and accessibility requirements, flexible working options where suitable, and clear communication channels.
It should also be a workplace where I feel comfortable asking for support without fearing that my abilities are being questioned.
Most importantly, it would mean being recognised and valued for my skills, experience and contributions, not defined by my disability. True work without barriers involves removing obstacles, not lowering expectations.”
After years of overcoming barriers, Adeshola hopes other disabled people will know they are not alone.
And she hopes employers will recognise that inclusion is not about changing disabled people. It is about removing the barriers that prevent people from thriving.
We've written an open letter to the Government, calling on them to make disability pay gap reporting mandatory for all large employers. This would be an important first step in creating accountability, and driving change. Sign our petition and add your name to join the movement for work without barriers.
