Pubs are woven into the fabric of our national life. They are where communities gather, friendships are formed, milestones are celebrated and difficult days are softened. They are social anchors, employers, small businesses and major operators alike. And they are places that belong to everyone and should be accessible for everyone.
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Accessibility is not a niche issue or an optional add on. It is central to the long-term health, relevance and sustainability of our sector.
And yet, all too often, too many face barriers when it comes to visiting our great institutions.
‘Simply decide not to come’
We know that 78% of disabled people are not confident about visiting new places when it comes to accessibility. With many disabilities invisible, people frequently feel they have to justify themselves or explain their needs. That is not the kind of welcome experience we as a sector pride ourselves on giving.
If a customer cannot find information about step free access or accessible toilets they may simply decide not to come. And when that happens, we lose more than a transaction. We lose trust and erode our reputation.
New guide
That is why the BBPA have worked with charities, pub companies, accessibility experts, and individuals with lived experience to develop our “An Open Welcome” guide.
This guide brings together practical, real-world advice for publicans and pub companies on how to remove barriers, how to communicate clearly, and how to build inclusive workplaces. It sets out the legal framework under the Equality Act 2010 and the duty to make reasonable adjustments.
These are not radical interventions. They are thoughtful improvements, often at low cost, which will build confidence amongst customers.
For those who are sceptical about much accessibility matters, let’s consider the business aspect.
More than one in five people in the UK live with a disability. Their combined spending power as well as that of their families, known as the Purple Pound, is worth approximately £446bn per year. In tourism alone, accessible travel is worth billions.
Now, let’s consider the workforce aspect. We know that disability inclusive companies outperform their peers and strengthens teams by broadening perspectives. Research shows stronger revenue, stronger profitability, and greater innovation.
Our guide shows real examples of how individuals with learning disabilities have thrived in pub environments with the right support. We look at how simple, reasonable adjustments such as flexible shifts, adapted equipment, clearer communication or alternative recruitment processes unlock talent that might otherwise be overlooked. This inclusive approach reduces friction, builds loyalty, reduces staff turnover and improves culture.
So not only is accessibility the right thing to prioritise, but it also makes good business sense. No one is demanding perfection in every pub but rather encouraging progress.
What is reasonable will differ from pub to pub. A historic building in a rural village faces different constraints from a city centre managed house. Yet every pub can take steps, review its communication train its staff and honestly ask itself – how can we make this better and easier?
Accessibility is not a one-off project, is an ongoing commitment and a way of thinking about customers and colleagues.
If we get this right, the rewards will be profound.
More people feeling welcome in our pubs, more diverse teams behind our bars, stronger businesses and happier communities.
Our industry has always been about welcome. This guide is another step in making that welcome intentional and accessible to all.
