Manager keeps mentioning staff disabilities

[user6599000]

I work in a team of 20 and around half the staff are classed as disabled under the equality act.
My manager constantly mentions that these staff are disabled and how it can affect how they do their job.
For example if Jane has not finished a job she has been assigned and a staff member goes to speak to him about it, he will say that she hasn't finished it due to her disability, making non disabled staff think that disabled staff have it easier at work.
AIBU to think that he shouldn't be discussing disabilities like this?

If those disabilities are not something the person in question has freely disclosed to the team then he shouldn't be mentioning them.

He might feel like the team are expecting too much/not considering the employees disabilities when complaining and are raising issues unfairly

He might also be worried that complaints upheld will cause a legal issue so is more lax towards them to avoid conflict

Assuming disabled colleagues are "having it easier" is problematic and if that attitude is shown might explain why he feels he needs to keep reminding other staff of them

Once the staff are aware of any difficulties, then they should know why xyz is taking longer for Jane, Rory, whoever. The manager could be wondering why they keep raising these questions, and is reminding them.

It's difficult to say on the basis of your post. But generally speaking, it is good to be upfront about disabilities in the workplace. A lot of disabled people have personal evacuation plans and adjustment passports. Although not everyone in the team will need to know all the details of what is in place, there will often need to be some broader awareness of the situation.

I think it depends on the context. We had “James” who has Autism and needed additional support and understanding. People being told was helpful and James was a great employee, he just processed information differently. It was unhelpful to tell James to do X, Y and Z but to email him bullet points, for example.
We didn’t need to know that “Emma” had endometriosis and occasionally needed to work from home more often as her working arrangements didn’t affect anyone else.

It is absolutely up to the person if they are wanting that information shared or not. I had a team member who had legitimate reason to be taking a large number of toilet breaks and it was very difficult not being able to tell the team. I just kept telling them to speak to HR if they had an issue with my management

Need to understand; so is the manager making irrelevant unconnected excuses, so Bob who's disability is physical and has no impact on his ability to complete mental activities.. and Bob hasn't completed a report in time and the manager mistakenly excuses it's because Bob's disabled?... if this is the case, manager needs re educating, definitely out of order, offensive and bad for team morale.

Or is it the case that Bob is not completing a physical activity as quick as everyone else and manager quite rightly says, hold up, Bob's only got one leg, of course he doesn't run these bricks up the ladder as quick as Rob does? Give him some leeway.

All depends on the scenario?