Rosie Jones, a comedian based in the UK, has recently taken on a pivotal role as the founder of a newly established charity known as The Rosie Jones Foundation. Having entered the workforce in 2011, Jones recalls her experience as part of the new employee orientation tour at her first job. The tour guide would typically introduce her with the phrase, This is the kitchen, these are the loos, and this, THIS, is Rosie. She is disabled. And she works here. While it was meant to highlight the company's inclusive hiring practices, Jones couldn't help but feel that it was more of a superficial gesturea way for the company to pat themselves on the back for employing a person with a disability.

As she reflects on her experiences, Jones notes that the company conveniently overlooked the fact that they had to clear out the accessible toilet, which they had been using as a storeroom, just to accommodate her. Furthermore, she recalls how the lift to the third-floor office was non-functional half of the time during her employment, making her daily commute a challenge. Despite being one of over 100 employees, she was the only physically disabled person in the office.

At the age of 21, fresh out of university, Jones was grateful to secure employment, particularly given the statistics that indicate disabled individuals are nearly twice as likely to face unemployment compared to their non-disabled counterparts, according to a comprehensive report from The Health Foundation published in October 2024. During that time, she admits she lacked the confidence and assertiveness that she possesses today and was largely unaware of the term ableismthe discrimination against people with disabilities stemming from a belief that typical abilities are superior.

Even today, while discussions around sexism, racism, and homophobia are prevalent, the concept of ableism remains murky for many. Jones frequently encounters skepticism about whether ableism even exists, prompting her to question how society can move towards a more inclusive environment if awareness of ableism is so limited.

Looking back, she recognizes that her former workplace's use of the accessible toilet as a storeroom was not merely an oversight; it was a subtle yet impactful act of ableism, sending a clear message that disabled individuals were not truly welcome. At that time, however, Jones felt compelled to accept the situation. It was a survival mechanism in a world that often marginalized individuals like her.

Jones's journey is not an isolated experience. She shares a heart-wrenching story about receiving a phone invitation for a job interview, only to have the employer laugh at her slow, slurred speechan unfortunate symptom of her severe cerebral palsyand hang up, inadvertently closing the door on what could have been a valuable contribution to their team. Such experiences highlight the pervasive barriers that disabled individuals face in the job market.

The lack of representation for disabled individuals in the workplace often boils down to uncomfortable truths. Businesses can swiftly hire non-white or queer individuals if they choose to do so, but when it comes to hiring disabled employees, the hurdles appear to be significantly higher. Factors such as building accessibility and flexibility in work hours create complexities that many employers are not prepared to navigate.

While the initial investment in time, resources, and considerations for employing disabled individuals may seem daunting, Jones asserts that the payoffs are substantial. An inclusive work environment nurtures creativity and innovation, allowing everyone to thrive. This, in turn, benefits not just disabled employees but the organization as a whole.

Fast forward fourteen years from her initial office tour, Jones feels transformedolder, wiser, and much more vocal in advocating for disability rights. She now utilizes her platform to call out ableism, demand necessary adjustments, and support other diverse voices in the workplace.

In every television project she engages in, Jones ensures that access coordinators are present to address everyone's needs effectively. She has also initiated trainee schemes aimed at encouraging more individuals with disabilities to enter the field of television production. Jones firmly believes that a project should never have only one disabled person involved; the richness of diverse perspectives enhances the overall production.

While she continues to advocate diligently for disabled individuals, Jones emphasizes that access and support should not be limited to just her projects. She hopes her efforts will serve as a model for broader change and inspire companies to prioritize inclusivity. With an increasing number of companies, particularly in the U.S., scaling back their diversity and inclusion initiatives, it is more crucial than ever to elevate disabled voices.

Jones concludes her passionate plea by stating that disabled individuals are not merely a token presence during company tours; they deserve to be treated as equals who are fully capable of contributing to the workforce. Were here to stay, and by God, we are not going anywhere. So deal with it, she asserts, calling for a shift in perspective regarding the inclusion of disabled people.