Growing East Riding of Yorkshire Council's disabled staff network: Building an inclusive and supportive community

In addition to my role at East Riding of Yorkshire Council, I’ve had the privilege of being involved in the growth and development of our Disabled Staff Network (DSN). The DSN was established to improve peer support for disabled staff, promote inclusivity, and give disabled staff a platform to advocate for their needs within the organisation. It’s been incredible to see how this network has evolved over the years, growing its membership from just around ten people to over 100, including disabled staff, allies, carers, and colleagues whose roles connect with supporting disabled people.

One of the principles that guides the network is “nothing about us without us,” ensuring that lived experiences are at the heart of everything we do. Members actively shape workplace support, influence policy, and contribute to decisions that impact everyday working life. The network provides a safe, supportive, and understanding environment, offering peer support, co-designed resources and organisational guidance on issues such as reasonable adjustments, accessibility, and mental health.

Our achievements as a network have been wide-ranging. We’ve worked to improve physical accessibility, assistive technology, and internal communications. We’ve also co-produced a bespoke intranet page tailored to support disabled employees and collaborated with teams across the council to produce awareness campaigns and forums on equality, diversity, and inclusion.

One initiative that stands out for me personally is the ADHD workstream. Initially inspired by my own diagnosis and delivered alongside my colleague Tracy Petersen, it evolved and grew to combine the support and lived experience of many members. This project included peer support sessions, awareness-raising campaigns, and the creation of a neurodivergent sub-group. It has also informed a redesigned ADHD pathway with the Humber and North Yorkshire Health and Care Partnership, showing how the DSN’s work goes beyond the council to affect local services.

Being part of this network has been an incredibly rewarding experience. It’s a community where members support each other, foster a sense of belonging, and contribute to creating meaningful change. The DSN is now led by a broader group of members, not just me and Tracy, but the approach remains entirely member-led and grounded in the lived experiences of disabled colleagues. This ensures that the initiatives we pursue genuinely reflect the needs and priorities of those we represent.

I have loved combining my personal and professional experience to help more staff and learn from an amazing group of people. There’s a quote that I often think of: ‘Fitting in is about assessing a situation and becoming who you need to be to be accepted. Belonging, on the other hand, doesn’t require us to change who we are; it requires us to be who we are’. Through the DSN, members support other members to be who they are, feel a sense of belonging, and contribute to something special.

Feedback from our members highlights how collective efforts to raise awareness of visible and invisible disabilities has made a difference in our workplace — not just for those within the network, but across the organisation as a whole. This is testament to the power of lived experience, collaboration, and a shared organisational commitment to equity within the public sector. It’s a powerful example of how inclusive networks can drive real change, and I feel so proud to have been a part of this journey. I’m excited to see where the network goes next, with new leadership.