Jonathan Andrews

It’s always great to read about passionate and motivated disabled people who are making a difference in the field of disability (which can be in a variety of different ways). We often receive a number of very good applications, which can make it very difficult to decide category winners and who should make the list, but one thing the best applications will set out is the impact a person has made (a) in the last 12-18 months and (b) using clear and measurable metrics which demonstrate the impact and reach of their work – and making this clear in your application will help maximise the chances of success of recognition for your nominee.
We are also keen to receive nominations for people from a variety of identities and backgrounds (including gender, race/ethnicity, sexuality, social background, age, religion and also different kinds of disabilities and many others), so if you know of anyone who would fit this criteria (or you yourself do) who are involved in work to make the world better for disabled people (in any way), we would be very keen to hear from you.

Whilst it is very much a personal choice for individuals as to whether or not they disclose disability, there are definite benefits to openness, both in ensuring you can access the right support and in not having to hide part of your identity. I made the choice to be open from the beginning of my career and do not regret this at all.

As well as raising awareness of specific disabilities (and how important it is to recognise that all disabled people are individuals) and speaking about the importance of adjustments and removing barriers to access and progression within firms, my advocacy focuses strongly on the fact that, as well as being the right thing to do, inclusive employment makes good business sense and that if employers are not actively considering hiring disabled and neurodivergent people, they are missing out on untapped talent.
As mentioned in my bio, Emphasising the areas where my experiences have made me stronger have allowed me, and others, to aim high and demonstrate why disabled people, just like everyone else, should have a level playing-field and the chance to achieve on our own merit.
In the ten years since I first began advocating for disability inclusion in employment, I have seen a notable increase not just in the number of companies who have gained a greater understanding of the importance of this and who have launched or expanded their own disability inclusion programmes (and in many cases have actively hired and promoted many disabled and neurodivergent people), but also in the number of people within the legal and other professions who are open about being disabled/neurodivergent.

To continue to drive greater disability inclusion and visibility, with more disabled people being able to not just break into careers but to be supported to move up within them and ultimately to create a future in which no one feels they have to hide their disabilities in order to succeed and in which this openness and conversations about both support and the different talents neurodivergent people can bring is routine.

Reading a good book or watching Netflix (I particularly enjoy historical dramas) and long (preferably country) walks.

My family, my friends, and being able to help people who need assistance – whether through my disability advocacy work, helping residents in my councillor role, or assisting people in other ways.

There are too many things I would change if I could to list, but if I had to pick one, I think it would have to be the attitude from some quarters that hiring disabled people is either not possible or worthwhile, or (at best) ultimately a charitable endeavour and just a nice thing to do rather than a great opportunity to hire motivated, talented and loyal people and which makes smart business sense.

There are many barriers which still exist across society, although initiatives such as the Shaw Trust Power List are a great way of increasing awareness and acceptance and helping to remove those barriers based on societal attitudes and misconceptions. Physical and other structural barriers still exist (including where accessing employment, such as the use of psychometric testing by employers, which neurodivergent people can often score poorly in despite potentially being the best people for the job), but changing hearts and minds and increasing understanding of disability is a powerful way to help educate those with the power to remove these barriers (or to influence others to do the same).