Yasmin Sheikh was a successful lawyer before she acquired a disability due to an incomplete spinal cord injury. Now, she is a disability consultant and the founder of a specialist training consultancy, Diverse Matters, training organisations and people to approach diversity and disability with confidence and strength.
Here, she sheds light on her personal experiences, diversity inclusion and stereotypes.
How did you manage the significant changes that you had to face and work towards maintaining your independence and autonomy?
Reflecting on the past 16 years, during my time in the hospital, a goal-planning system was implemented where I met with various professionals every two weeks to set achievable goals for my rehabilitation. One of my initial goals for myself, although mundane to others, was to go to the cinema to watch "Sex and the City." However, even this seemingly simple task posed significant challenges when navigating the world in a wheelchair. Every stage, from getting dressed to booking accessible transportation and ensuring the cinema had suitable facilities, required careful consideration and planning. This experience taught me that the world is not always designed with accessibility in mind, and navigating it can be a daunting task. I learned to break down larger goals into manageable stages, starting with small achievements and gradually progressing to more significant milestones, each stage building upon the last.
What was the transition from personal injury lawyer to disability consultant like?
Initially, transitioning from a secure legal career, which I had invested six years into, was daunting. I was in a very secure position, these people knew me and my story, and that felt very comforting. Despite the stability and familiarity, there was a sense of paternalism and I reached a point where I felt increasingly uncomfortable because I sensed an opportunity to make a meaningful difference elsewhere. Introspecting about my purpose and the impact I wanted to make, I realised that I yearned for more than just a safe career - I wanted to effect positive change. As I delved deeper into this realisation, I discovered a gap in conversations around diversity and inclusion, particularly concerning disability. Drawing on my lived experience and legal background, I began speaking at events and conducting workshops, gradually recognising the untapped potential in this space. This journey led me to establish my own consultancy, where I could leverage my expertise to advocate for disability inclusion and enact tangible change.
Do you ever feel like people make your entire life about your disability?
When you have a very visible disability, people interacting with you are often uncomfortable and the primary conversation is related to the chair. It’s not about ignoring the fact that I'm in a wheelchair. Sometimes it's highly relevant, especially in terms of accessibility and inclusivity. However, often people will engage with you in a very insensitive way. The first question is always, “What happened to you?” when it’s not even relevant to the conversation. It's not my responsibility to tell to someone I don't know and it’s exhausting having to manage these situations. Some people will say silly things like, “Have you got a licence for that?” or “Don't drink and drive.” While they think that they are being original with these lines, we've heard them a million times. What people need to do is just say “Hello” and let the conversation flow because there is a massive part of my life beyond me using a wheelchair.
What are some common misconceptions or challenges you've encountered regarding disability inclusion?
Firstly, people think of the term disability in a very narrow way, but it's beyond sticks and wheelchairs. One in four of us will live with a disability at some point in our lives, it is a part of the human experience and this limited understanding of what disability actually means needs to be updated. Many associate disability solely with visible conditions, such as wheelchair use, but the reality is that over 90% of disabilities are non-visible, including chronic fatigue, epilepsy, bipolar disorder, and mental health conditions. These individuals may not identify as disabled, yet they MAY BE protected under the UK Equality Act and entitled to workplace accommodations. Secondly, there's a misconception that disability equates to inability. In truth, many disabled individuals possess valuable skills and exhibit resilience, innovation, and problem-solving abilities, given that the world is not ideally designed for them. With reasonable adjustments for disability, you are simply levelling the playing field and providing opportunities for all.
What are some of the key initiatives that organisations can implement to better support individuals with disabilities?
In terms of disability inclusion, organisations should prioritise normalising conversations around access needs and adjustments. One effective approach, based on research, is to pose the question to everyone during recruitment, interviews, appraisals, team meetings, and events: "What access needs and adjustments do you require to attend this event or perform your job?" This approach ensures that the conversation isn't solely focused on disabled individuals, eliminating any stigma or special status. It includes considerations for caregivers and those with flexible work arrangements, thereby normalising the discussion of access and adjustments for all. By proactively addressing these needs, organisations can embed inclusivity into their operations and alleviate the burden on disabled individuals to constantly inquire about accessibility.
Do you believe women with disabilities face more challenges than men?
The pressure individuals face due to societal expectations varies depending on the cultural context. In certain societies, men are perceived as the breadwinners, and if their disability hinders their ability to work, they may face significant challenges and pressure. Similarly, I can personally relate to societal pressures. In some communities, women's worth is tied to their appearance, marital prospects, and caregiving abilities. Having a disability, especially one that affects mobility or traditional gender roles, can lead to internalised feelings of inadequacy or not fitting societal norms. Society’s perception of a disability can sometimes affect the way you see yourself and you might feel that other people may not find you attractive. It's really hard when you encounter negative messages constantly and it becomes very hard to think of counter messages that enable you to think of yourself positively.
What advice would you give to individuals who may be facing similar challenges or unexpected life changes?
Going through the bereavement process after a life-altering event is a natural and healthy part of coping. It's essential to acknowledge and allow oneself to grieve for the loss of the old way of life and the things that may no longer be possible. This grieving process can include feelings of denial, disbelief, and anger, which should be acknowledged and expressed rather than suppressed. Permitting oneself to grieve and seeking support from others who understand can be immensely beneficial. Finding a supportive community of individuals who share similar experiences, such as other wheelchair users, can provide valuable understanding and perspective. Additionally, it's important to ask oneself difficult questions and explore new perspectives, instead of fixating on the negatives. Questions such as, “What insights do I have because of my experiences?”, will lead to better answers.
