Rose Merchant
20 May 2026
Read more about the 2nd Session
On 20 May 2026, Rail Unites for Inclusion hosted the second Industry Disability Working Group. The session brought colleagues together from across the rail industry to share what’s working, highlight what still isn’t, and agree what we should improve next. This group matters because accessibility and inclusion are not “nice to have”. They affect passengers, colleagues, and communities every day. The big theme that came through was consistency: good practice exists in pockets, but it is not yet standard everywhere. With Great British Railways (GBR) on the horizon, we have a real chance to build accessibility into the way the industry works, not bolt it on afterwards.
Disability Confident Level 3: practical steps and real lessons
We heard an overview of what it takes to reach Disability Confident Leader (Level 3), including the need for external validation, visible leadership activity, and ongoing reporting on disability, mental health, and wellbeing. We also learned from TfL’s recent journey to Level 3, including the value of a cross-organisation task and finish group (bringing together recruitment, adjustments, occupational health, procurement, customer teams, and disability networks). A key message: Level 3 is not about being “perfect” it’s about proving you are committed, evidence-led, and continuously improving.
and non-visible disabilities: moving beyond the wheelchair symbol
A major discussion focused on dynamic and non-visible disabilities conditions that can change day to day (or even hour to hour) and may not be obvious to others. The group talked about the emotional and practical cost of not feeling safe to disclose, the harm caused by disbelief (“you don’t look disabled”), and the importance of managers having confident, human conversations about adjustments. We also explored tools that can help people explain needs simply, such as “social battery” concepts and (informally) spoon theory. The message was clear: adjustments must be flexible. If a condition flares up on a Tuesday, support should not require a long re-approval process. Testimonial - Simon Hawthorn (Co-Chair) “One of the biggest cultural shifts we need is moving away from the idea that disability looks a certain way. Adjustments should be able to flex as someone’s condition changes and managers need to feel confident having those straightforward conversations. Most importantly, colleagues need to feel safe to have them.”
Social value and accessibility: showing the impact on people, not just projects
The group also connected accessibility work to social value. In simple terms: environmental work looks after the planet; social value looks after people. We heard how the Rail Social Value Tool can help measure the impact of actions we take including actions related to accessibility, employment, and wellbeing. Why does this matter? Because measuring impact helps us improve, make stronger business cases, and show the real value of accessible services and inclusive employment practices. Testimonial: Theresa Robberts (Co-Chair) “Social value helps us to celebrate what organisations are already doing, and it gives a monetised picture of the impact. For accessibility, that’s powerful — because we can measure the ripple effect, not just the activity. If you can measure something, you can celebrate it and improve it.”
Disabled Persons Railcard: eligibility expanding
We received an update on the Disabled Persons Railcard and the work to widen eligibility. Phase 1 launched in March 2026 and added eligibility routes including Blue Badge holders and those with Disabled Persons bus passes/Freedom Passes, among others. Early results show strong uptake and positive public interest. Phase 2 is planned for September 2026 and will go further, recognising that not everyone has a single “passporting” document. It will include broader evidence routes (such as health professional letters or functional assessments) and a new application form that can be supported by a health professional.
passports: common idea, inconsistent reality
We had an honest discussion about workplace adjustment passports (sometimes called disability passports). Many people have heard of them, but few organisations are using them consistently. The shared ambition is simple: once someone’s adjustments are agreed, they should move with them across roles and ideally across the industry without repeatedly having to “start again”.
we want next: standards, templates, accountability
In the Q&A, members called for: - More consistent processes and templates across operators (including onboarding and accessible meetings/training) - Better tracking of actions from this group, with named owners and clear timescales - A stronger industry approach to “holding ourselves to account”, so accessibility is real, not just words Resources shared included free sighted guiding training support (Guide Dogs), and a push for simple improvements like high-contrast name badges.
Next steps
We plan to run the group every three months. If you know someone who should be involved (accessibility leads, HR, training, customer experience, procurement, union colleagues, and lived-experience advocates), please invite them. The bigger the group, the bigger the impact. We’ll share dates for the next session soon and we’ll keep pushing for practical change that colleagues and passengers can actually feel