A roadmap to inclusive leadership: understanding disability (key no1)

Recently, I’ve put in many hours building a disability inclusion roadmap for organization leaders, with one major goal in mind; helping them embrace their disabled workforce more fully, making inclusivity a core part of their approach. If you’ve missed it, this work ultimately led to the publication of a handout titled “Unlock your 15 keys to a diverse and empowered workplace” last week, which you can download by following the link above.

In this new series starting today, I want to dive deeper into each one of these inclusive leadership keys, so you can successfully begin to unlock each one. In today’s post, the first one in this series, we’ll explore the number one key to becoming a more inclusive leader, “Understanding Disability”.

This key sets the stage for recognizing disability inclusion as a crucial aspect of a truly inclusive Diversity, Equity, and Inclusion (DEI) framework. For most people, this is where it all begins… because you can only help make things better if you understand what the challenge is!

More than wheelchairs and blind people

Imagine Sanjay, a rockstar of an employee in your organization, incredibly talented and filled with innovative and creative ideas. Sanjay is not your “typical” person, as he was born with Attention Deficit Hyperactivity Disorder (ADHD), a condition which, at times, affects his concentration and ability to focus.

If you’re like most people, what the word “disability” brings to mind are visible, physical limitations. Like someone using a wheelchair, or someone who’s blind or deaf. Yet, very few people realize that many disabilities impact a lot more people. These disabilities can be far more difficult to recognize, and incredibly far-reaching.

When it comes to Sanjay’s condition for example, “disability” definitely is not something that is visible to the naked eye. ADHD is a neurodiverse condition, meaning that Sanjay’s brain is wired differently than other people. This cognitive difference provides him with unique perspectives that would not necessarily occur to someone who identifies as neurotypical. ADHD is also not something that you might notice just by looking at Sanjay. It’s what we refer to as “an invisible disability”.

As you set on the path of the inclusive leader, you must understand that disability isn’t limited to wheelchairs and blind people. Or service animals. Or white canes. It encompasses a broad spectrum, weaving a very diverse tapestry of human experiences that include neurodiverse conditions like Sanjay’s ADHD and many more. We’ll explore some of these in more depth throughout our 15 keys over the course of the next few months…

Understanding disability also goes beyond the usual stereotypes and requires us to tap into the richness of human diversity. “Inclusive leadership” can’t just a buzzword either, if we’re to enable accommodating workplaces! Inclusive leadership is how you unlock the potential of every individual in your workplace. It’s all about shaping a positive, respectful space. A place where folks like Sanjay, and millions more, can be themselves, thrive, and tap into everything they’re capable of.

This foundational understanding of what disability means is the first step on our 15-key roadmap to inclusive leadership. By taking on stereotypes and uncovering the many facets of disability, leaders can build workplaces where everyone’s talents are seen and appreciated. Every step forward empowers us to connect more authentically and meaningfully. What we get as a result are workplaces where everyone, including Sanjay, has the opportunity to truly shine.

An integral aspect of human diversity

“ADHD isn’t something that defines me; it’s just a part of what makes me who I am”, Sanjay will often tell his colleagues. “It’s my unique way of processing the world”. Sanjay’s story is one among many. It illustrates just how much of a broad and diverse experience disability is.

Sanjay’s ADHD isn’t something that needs to be “fixed” either! Rather, it’s the barriers that are constantly dressed in his way that need addressing. Moving from the medical model that views disability as a problem to a social model focusing on societal barriers is vital. This change in mindset that’s essential for making real progress. Not just in the workplace, but in society as a whole.

Believe me, there’s a lot more to it than just understanding disabilities on a superficial level – it’s about wrapping our heads around what it might mean to have a disability and acknowledging how they can impact a person’s life. And then figuring out how to lessen some of those daily struggles through the right support and changes. At a granular level, it’s recognizing that Sanjay’s ADHD brings unique strengths, perspectives, and challenges… just like any other aspect of any individual’s personality.

Condemn stereotypes and acknowledge the diversity of disabilities to enable environments that celebrate each person’s unique attributes. And then, finally see disability for what it truly is… an integral aspect of human diversity.

Creating workplaces where everyone can thrive

Words can just as easily build bridges as they can create barriers. Therefore, a good place to start is to pay attention to the words we choose to describe or refer to disabilities. For Sanjay and many people like him, the language used around ADHD has been an indissociable component of his professional experience. When his colleagues use respectful terminology, Sanjay feel recognized, valued, and respected. When they don’t, what he feels is alienated, ignored and rejected.

There’s more to understanding the power of disability language and terminology than just political correctness – it’s about empathy, respect, and connection! The words we use in the workplace to speak about disabilities reveal much about our acceptance of differences. They reflect our true attitudes towards diversity. Ask yourself; what are some of the words that are commonly used in YOUR workplace?

For example, referring to Sanjay as a person with ADHD instead of “an ADHD, or scattered person” might seem a small shift, but it’s a crucial one. It places the focus on Sanjay as an individual, not just his diagnosis, as Sanjay is al to more than just that part of him…

Striving for a people-first language approach is a great way for leaders to foster inclusive environments. It promotes organizational cultures where employees feel valued for who they are, instead of being judged for their disabilities.

This isn’t just theory. It’s a practical approach to creating a workplace where everyone can thrive. A place where someone like Sanjay can be himself. Without any label overshadowing his identity, or other people dragging him down.

Disability prevalence in the workplace

Disabilities are much more common than most realize. In the United States and Canada alone, between 1 in 4 and 1 in 5 working-age adults live with one form or another of disability. This means that in any typical workplace, anywhere between 20 and 25% of employees, a very significant number, are likely to experience a condition that introduces a challenge to performance and yet, still goes unnoticed or unrecognized.

Recognizing this important fact is absolutely essential for leaders! Understanding that disability is not an exception to the rule, but a prevalent part of human diversity is what ultimately leads to more informed and inclusive policies.

I’m sure you can see why this matters as much as it does! Ignoring the prevalence of disabilities and failing to recognize and accommodate your workforce who requires this level of attention will inevitably result in missing out on valuable talents and perspectives.

Let’s take Sanjay as an example. He has this very unique way of thinking that allows him to approach problems differently than most of his peers. Properly supported and channeled, his ADHD isn’t a hindrance. Better yet, this part of who he is contributes to his creativity and innovation. It’s what enables him (and his team) to come up with better and more original solutions.

Leaders who embrace disability diversity and inclusion not only comply with laws and regulations, but go far beyond that. They see the opportunity in diversity, not the obligation. They create spaces where everyone, including those with disabilities, can contribute to their fullest extent. Workplaces where Sanjay, and many others like him, are not just accommodated but celebrated for the value that they bring.

Leadership’s role in inclusion and empowerment

Think about the decision you make and the actions you take at work – all of which can affect your team, what they do, and how they do it. Also, take an honest look at your workspace dynamics. How inclusive and welcoming is your place of business to employees with disabilities? Words like “inclusive” and “welcoming” are more than just trendy buzzwords. These principles actually matter. They are critical in helping creativity, teamwork, and success flourish.

Fostering safe spaces and inclusive work environments might be one of our most essential responsibility as leaders. It starts with simple actions like accommodating diverse needs such as the ones Sanjay might express: flexible working hours, access to specific software, noise-canceling headphones, etc.

It means providing individuals with the right tools, removing barriers, and encouraging open dialogues. These adjustments are not about giving into Sanjay’s demands; they’re investments in unlocking Sanjay’s full potential. The same is true for every other team member who identifies as having one or more disabilities and requires some kind of accommodation.

Inclusive workplaces don’t just happen by accident. They’re built through understanding, empathy, and intentional actions. As leaders, we have the responsibility to champion this culture and guide our teams toward a more inclusive and successful future.

How are YOU fostering inclusion in your organization? What steps have you already taken, what steps can you take to ensure every individual has the opportunity to shine? These are the questions that define truly great leadership. Inclusive leadership.

A road filled with learning and growth

Understanding disability is a bedrock way of leading that recognizes the worth and possibility in all team members – it’s the first step on this enlightening roadmap to a more comprehensive inclusive leadership approach.

But that’s not all. There’s plenty more yet to uncover! Now that we’ve unlocked the first of our 15 keys, each additional key over the next few weeks will reveal a new dimension of understanding and practical action. I trust that these will help you transform your workplace for the better.

Sanjay’s story today gave you some insight into what can happen when we decide to proactively knock down walls and make everyone feel welcome. In future blog posts, we’ll discover more folks like him who benefit when leaders adopt a more inclusive leadership style. We’ll delve into these other keys, explore them in depth, and guide you in creating environments where every individual, regardless of abilities, can flourish.

So, here’s to an inspiring journey ahead! As a leader, are you eager to unleash your most inclusive self? If so, join me again next week, as we’ll continue down this path to create workplaces where everyone belongs.