The inclusion of individuals with physical impairments in the healthcare workforce is both an ethical necessity and a strategic advantage. Despite legal frameworks intended to promote equal opportunities in employment, people with disabilities remain underrepresented in highly qualified medical professions. This underrepresentation is as prevalent in radiology as in other specialties and is not adequately addressed hitherto. Structural barriers often begin in early education, where inconsistent regulations and limited support restrict access to inclusive schooling and higher education. These early disadvantages persist into professional life, where individuals with impairments face stigma, lack of accommodations, and insufficient recognition of their capabilities. The qualitative findings discussed in this chapter are informed by the experiences of healthcare professionals involved in the German Radiological Society’s Diversity Network. These accounts highlight recurring issues such as being reduced to the physical impairment, unfair assessments of performance, and the emotional burden of navigating a noninclusive work culture. Importantly, the chapter distinguishes between “impairment” as a functional or physiological deviation and “disability” as the result of environmental and social barriers. This distinction emphasizes that disability is often not a fixed condition, but one shaped by workplace structures and attitudes. The lived experiences of disabled healthcare workers show that with appropriate adjustments, they can perform at par with their peers and bring valuable perspectives to medical teams, particularly in patient-centered care. Recommendations for both individuals and institutions are offered, including legal considerations in recruitment processes, the importance of transparent communication, and proactive leadership strategies. Creating an inclusive work environment involves fostering openness, offering individualized support, and recognizing diversity as a strength rather than a threat. Ultimately, this chapter argues that true inclusion extends beyond diversity metrics and requires cultural transformation, sustained institutional commitment, and an environment in which all professionals—regardless of diversity dimensions—can contribute meaningfully. Inclusive practices not only promote equity but also enhance team cohesion, innovation, and the quality of patient care.