Should an employer that does not have disabled employees concern itself with good practice in disability?

It would be extremely unusual for an organisation of any size not to employ some disabled people. For example, diabetes, heart disease, chronic arthritis and epilepsy are all conditions that are likely to be covered by the disability provisions of the Equality Act 2010, but are considered by some people as illnesses, rather than disabilities. Additionally, for a number of reasons, people often withhold information about their particular disability. Employers should provide an atmosphere and culture within which people with disabilities can share this information, allowing the employer to provide them with the support that they need. Building an inclusive and accessible working environment for all staff will also mean that the employer is better able to respond to disabled customers, which can be a competitive advantage.