At Mott MacDonald, creating an inclusive, accessible workplace is more than just a goal, it is a fundamental part of our ethos. We know that when people feel supported and empowered to be themselves, they contribute more freely, collaborate more deeply, and spark the kind of innovation that benefits everyone. That’s why we are focused on breaking down barriers and building up equity, particularly for disabled and neurodivergent colleagues.

This blog will cover:

• How Mott MacDonald embeds accessibility and inclusion across every stage of the employee lifecycle
• The role of data and insight in driving meaningful change
• The impact of employee networks in creating a culture of belonging
• Practical examples of inclusive design and accessible environments
• How transparency and accountability build long-term trust

The role of data and insight

Understanding where we stand is key to progressing with purpose. That’s why we capture equality monitoring data at every stage of the employee lifecycle—from attraction and recruitment to promotion and retention. Our dashboards enable us to identify patterns, highlight areas of disproportionality, and shape evidence-based strategies to drive progress.

Although approximately 4% of our employees currently declare a disability, we know this number doesn’t tell the full story. That’s why we’re creating a culture of trust, encouraging open dialogue and helping more colleagues feel comfortable sharing their identity, particularly those with hidden disabilities or neurodivergent conditions.

A culture of accessibility and support

As a Disability Confident Leader, we’ve embedded inclusive practices across our recruitment and onboarding processes. This includes offering guaranteed interviews to disabled candidates who meet the essential criteria and ensuring our job advertisements clearly communicate our commitment to inclusion.

We have also partnered with organisations like Lexxic and the Business Disability Forum to provide specialist support and we have made tangible improvements to how candidates navigate our application process.

Flexibility is core to our workplace. We provide tailored support and reasonable adjustments, from assistive technologies to hybrid working, so that all employees can thrive in a way that works for them. We also focus on outcomes over presenteeism, embrace agile working, and centre wellbeing—including mental health—as a core component of a supportive workplace.

Accessibility employee network

Our Advancing Accessibility employee network plays a central role in shaping an inclusive workplace. Led by a dedicated committee with executive sponsorship, the network is empowered with time, budget, and resources to educate, mobilise, and advocate for real change.

Whether through peer support, policy input, or awareness campaigns, the network amplifies the voices of disabled and neurodivergent employees. We have delivered webinars on neurodiversity and hidden disabilities, introduced office sunflower lanyards as part of the Hidden Disabilities Sunflower Scheme, and created practical guidance for colleagues and managers

Inclusive design and accessible environments

Creating inclusive environments is also about the spaces we work in. That’s why we have audited our website and offices for accessibility and developed inclusive design guidance for refurbishments. We want every touchpoint, physical or digital, to reflect our inclusive ethos.

Embedding inclusion into everyday practice

Disability inclusion isn’t confined to a single department or policy—it’s embedded into our culture. All employees complete mandatory EDI and unconscious bias training. We run regular campaigns, share internal resources via our Compass platform, and integrate EDI moments into team meetings to spark meaningful conversations. We also offer reciprocal mentoring, pairing disabled colleagues with senior leaders for mutual learning. 

Transparency and accountability 

Inclusion is everyone’s responsibility, so we ensure that commitment spans from boardrooms to business units. Each unit develops local EDI plans aligned with regional goals, supported by data insights and championed by senior leaders.

Being transparent about progress and gaps is essential to building trust. That’s why we voluntarily publish our disability pay gap data, alongside our gender and ethnicity pay gap reports. We also publish wider disability workforce data. These reports reflect our belief that openness leads to action and provide us with the clarity we need to create fairer systems.

Supporting the UK Government’s consultation on mandatory disability pay gap reporting is part of our broader commitment to advancing inclusion not just internally, but across our sector. We believe initiatives like this are important levers to embed accountability and stimulate meaningful change.

Looking ahead

Our journey towards creating a fully inclusive workplace is ongoing. We are committed to continuous improvement and to listening to the voices of our employees. By doing so, we can ensure that Mott MacDonald remains a place where everyone feels valued and empowered to reach their full potential.

Learn more about careers at Mott MacDonald

You can learn more about building a career at Mott MacDonald and the opportunities available, by visit our profile and exploring our open roles.