A roadmap to inclusive leadership: 15 keys to unlocking a diverse and empowered workplace – part 1
As a leader, your role extends well beyond the confines of managing operations and driving profits. What you are is the catalyst that can shape inclusive, empathetic, and productive environments for all members of your team. Though we often forget it, this also includes those in your workforce who have disabilities! By fostering disability inclusion, not only do you comply with laws, but you also get to tap into a wealth of untapped talent, perspectives, and opportunities for innovation.
In this two-part series, I’m taking you on a journey through 15 key areas to address when aiming to create a truly inclusive and empowering environment for individuals with disabilities. This roadmap will guide you from understanding disability and relevant legislation to tackling stigma, promoting self-advocacy, and embracing intersectionality. It will provide you with efficient tools and insights so that you can bring powerful changes to your organization and workplace. The ideas shared in this roadmap will also help you create a culture of respect and equality, which is a fundamental component in ensuring every member of your team can truly shine.
Welcome to your roadmap to inclusive leadership. Buckle up, and let’s begin.
Discovering the top part of our roadmap
To keep this post reasonably short (ah!), this week’s part will focus on covering the first eight items on our roadmap:
- 01. Understanding disability
- 02. Disability legislation
- 03. Workplace accessibility
- 04. Digital accessibility
- 05. Inclusive hiring practices
- 06. Disability etiquette
- 07. Reasonable accommodations
- 08. Disability representation
Let’s jump right in.
Understanding disability
What initially comes to mind when YOU think about disability? For most people, disability mainly relates to visible, noticeable physical limitations. For most of us, that will typically be someone using a wheelchair. Or maybe someone who’s blind or someone who’s deaf. But in reality, disability encompasses a far broader spectrum of human experiences! A spectrum that also ranges from cognitive and developmental disabilities to mental health conditions and other circumstances. As such, understanding that disability isn’t a monolithic experience is critical. The same goes for acquiring some knowledge about disability terminology. Both play a crucial role in fostering a deeper understanding of disabilities. Disability is a diverse experience, one that influences individuals in very unique ways! It’s about shifting our perspectives from a medical model, which sees disability as a problem to be fixed, to more of a social model that views societal barriers as the primary issue faced by those who have disabilities. Dispel common misconceptions and stereotypes you might have about disability, and you’ll begin to see disability for what it truly is: an integral aspect of human diversity.
Disability legislation
Navigating the landscape of disability legislation is more than ticking off compliance boxes. It’s about fostering a culture that truly upholds equal opportunities for everyone! Core legislations like the Americans with Disabilities Act (ADA), the Accessible Canada Act (ACA), and the European Accessibility Standard (EN 301 549) play integral roles in preventing discrimination, stigma, and prejudice against people who have disabilities. On a global scale, the United Nations Convention on the Rights of Persons with Disabilities (UNCRPD) also offers a framework for promoting equality and inclusion. When they acknowledge and apply these laws in their organizations, leaders go beyond mere compliance and truly work towards creating more inclusive workspaces that acknowledge and protect the essential human rights of those living with disabilities. This commitment enables the creation of inclusive environments where everyone has an equitable chance to excel.
Workplace accessibility
Accessibility in the workplace is about much more than installing ramps or elevators! Accessible or inclusive workplaces are also about creating environments where everyone gets to function effectively and independently. This typically involves changes like adjusting desk heights for wheelchair users, installing visual alarms for those who are hearing impaired or creating quiet zones for individuals dealing with sensory sensitivities (among many other accommodations). But as a leader, you can’t fix what you can’t measure! This is why conducting accessibility audits is a fantastic way for you to highlight barriers that can prevent individuals with disabilities on your team from performing their jobs effectively. When accessibility barriers are identified and eliminated, everyone is empowered to contribute their skills and talents to their fullest extent. These transformations also contribute to a truly inclusive and productive workspace.
Digital accessibility
As web technologies increasingly permeate our lives, the importance of digital accessibility parallels that of physical accommodations in the built environment. Digital accessibility involves crafting websites, applications, and digital documents so they are universally usable by people with disabilities. This practice requires thoughtful strategies like keyboard navigation for those unable to use a mouse, text equivalents for visual content, text transcripts for audio files, and ensuring colour isn’t the only way to relay critical information. It’s about enabling anyone to access information online, regardless of their devices or circumstances. On top of people who have disabilities, digital accessibility also benefits older adults or those with temporary impairments. Business leaders who champion digital accessibility enable all of their team members to engage with and contribute to the organization’s digital sphere. This creates an inclusive, empowering environment. It’s a resounding win for all.
Inclusive hiring practices
Hiring inclusively is about more than just ensuring compliance with anti-discrimination laws; it’s about actively seeking and valuing diverse talents. Inclusive hiring starts with thoughtful job advertisements. As a leader, ensure that these ads are accessible and don’t inadvertently discourage candidates with disabilities from applying! During the interview process, be ready to provide reasonable accommodations, such as sign language interpreters or extended time for assessments if anyone requires it. Moreover, during onboarding, provide all necessary tools and adaptations for new hires to get settled into their roles quickly and comfortably to best support them. Implementing inclusive hiring practices signals to all potential candidates that your organization values talent and potential above all else, setting the stage for a diverse and inclusive workforce.
Disability etiquette
Interacting respectfully with individuals who have disabilities goes beyond political correctness. Primarily, it’s about promoting dignity and respect for everyone. It means understanding how and when to help out (hint, only when asked), speaking directly to the person (rather than to their companion or interpreter), and defaulting to using person-first language unless the person mentions being more comfortable with identity-first language (such as “a person with a disability” rather than “a disabled person”). Respecting personal space and not touching a person’s assistive devices, or petting their service dog without explicit permission are other examples of proper etiquette when it comes to disability. Leaders who promote good disability etiquette create respectful, considerate, and empathetic cultures that value everyone’s contributions.
Reasonable accommodations
Reasonable accommodations are adjustments or modifications provided to employees with disabilities so they can perform their job functions effectively. They include considerations like adapted physical workspaces, flexible work schedules, offering specific tools or technologies, and providing additional support or training as needed. Inclusive leaders understand that accessibility laws like the Americans with Disabilities Act (ADA) and the Accessible Canada Act (ACA) make it mandatory for them to reasonably accommodate their workforce. But for inclusive leaders, reasonable accommodations mean more than simply meeting some legal mandates; it’s about demonstrating the organization’s commitment to inclusivity and ensuring that every employee is offered the opportunity to truly succeed in their respective roles. It speaks to their readiness to invest in facilitating each employee’s ability to flourish. At the end of the day, leaders who understand and advocate for reasonable accommodations help create cultures of mutual respect and equality that drive more productivity.
Disability representation
Representation is a fundamental aspect of disability inclusion. Including individuals with disabilities in decision-making processes and leadership roles is absolutely key to creating policies and strategies that are truly inclusive. Without proper representation, the unique perspectives and insights that individuals with disabilities risk being overlooked, leading to unintentional exclusion. Promoting disability representation also challenges stereotypes and shows that individuals with disabilities can and do, hold leadership roles! As leaders, encouraging and enabling this representation not only results in more inclusive policies but it also creates role models for others in the organization, inspiring a culture of diversity and possibility. After all, it’s easier for people with disabilities to imagine themselves accessing positions of influence and authority in the organization if they see that others could pave the way before them.
Unlocking the first eight keys to inclusive leadership
We’ve journeyed through the first eight keys to unlock true disability inclusion, from understanding disability legislation to promoting digital accessibility. Each key we’ve explored so far presents unique opportunities for leaders to create inclusive and empowering environments where their workforce can more successfully thrive. Keep in mind that this is just the beginning!
Stay tuned for part two of our roadmap next week, where we’ll delve into the remaining seven keys, further demystifying the path to inclusive leadership. Until then, I want to challenge you to start implementing some of these practices in your organizations today. Show your commitment to fostering a workplace culture that values everyone’s unique abilities.
So, are you ready to take the first step towards leadership that truly champions inclusion? Join me again for part two next week as we continue this vital journey toward better disability inclusion in the workplace.
Catch up on this two-part series!
- A roadmap to inclusive leadership: 15 keys to unlocking a diverse and empowered workplace, part 1
- A roadmap to inclusive leadership: 15 keys to unlocking a diverse and empowered workplace, part 2
- Unlock your 15 keys to a diverse and empowered workplace
About Denis Boudreau
Founder and Chief Inclusion Officer at InklusivComm, Denis has taken his inclusive communication expertise to hundreds of organizations around the world. Through workshops, counsel, and training, Denis has, to this day, empowered tens of thousands of busy professionals with powerful tools to bridge the gaps that can potentially exclude up to 40% of their audience members, based on disabilities, ageing, and other technical challenges.