It’s estimated that 21% of the adult working population in the UK are disabled, myself included. A disability is defined as ‘any physical or mental impairment that has substantial or long-term negative effects on your ability to do normal daily activities’ under the Equality Act 2010, but what does that really mean for those of us striving to work in the environmental industry?

Disabilities come in all shapes and sizes, and they don’t discriminate.

I like to think that I am very fortunate in my experience as a disabled person. I was raised in a small town in Wiltshire with access to nature on my doorstep; my passion for wildlife came first, and my health, second. Yet as I started to take my career in conservation more seriously, I noticed gaps in the system and reduced inclusivity for those of us from marginalised backgrounds.

The Wildlife Trust alongside 60 other organisations have initiated the “legal right to nature” campaign, challenging the governments approach to improving our green spaces. This has also started the conversation on what “access” to nature means to different communities across the UK, giving a voice to those who are often left unheard.

Support our call for #NatureForEveryone

My journey as an ecologist started when I was seventeen. I knew early on that I would be unsuccessful in this field if I dismissed my disabilities and applied for fieldwork positions. I decided that I wanted to work behind the scenes, at a desk, analysing data. In my experience, fieldwork is highly competitive, and I have found much success in applying for research positions. This has just been my experience and it’s important to maintain an open mind along with realistic expectations when applying to work in the environmental sector.

At twenty-five, my career has only just begun. Many conservation students graduate at twenty-one and find suitable positions shortly after (although, not always). However, due to chronic illness, I had to take time away from my career to focus on my health. At the time, I felt defeated and suffered with imposter syndrome, but I found solace in the nature around me, reaffirming my desire to work in conservation.

The pandemic has also placed additional pressure on organisations to adapt to on-going change, providing new opportunities for individuals such as myself to work from home. Many employers now have a hybrid working system, which can provide comfortable working conditions for disabled people (click here to find out why).

Accessibility should be an open conversation with marginalised groups taking the lead. Mary Stevens from the Friends of the Earth found that disabled volunteers did not want their contribution to nature to be centred around their accessibility. It was important to them to have the same opportunities to participate as the other volunteers.

Disabled people are not here to educate us on inclusivity, it is our responsibility to provide a safe environment where everyone can thrive.

In my experience, the best way to improve inclusivity is through engagement. This often requires asking the difficult questions and actively listening to create long-term solutions. By providing this space for marginalised groups, we can maintain a productive society whilst enriching the natural world for everyone.