Championing change in disability inclusion

While disability considerations are often overlooked, disability is much more common in the workplace and in society than most of us realize. In fact, disability cuts across all lines – racial, gender, sexual orientation, nationality, religion, income, and even social class.

As of May 2023, in the United States, the Centers for Disease Control and Prevention (CDC) reported that over 27% of working-age adults self-identified as having at least one disability. North of the border, back in 2017, Statistics Canada reported somewhat similar numbers, with over 22% of the population also self-identifying as having at least one disability that affected them on a daily basis.

These astounding statistics push us to examine a subject that rarely gets the attention it deserves, yet influences a considerably larger segment of our community than we know: disability inclusion.

When people hear the word “disability”, what typically comes to mind are pictures of wheelchairs, white canes, and service dogs. All of which are related to a physical impairment. I prefer to view disability as a much broader umbrella term, one that encompasses a large range of varying conditions including, but not limited to, individuals with significant physical, cognitive, mental health, learning, hearing, visual, and communication challenges.

The societal challenge of misunderstanding and isolation

Acknowledging that disabilities exist on a broader spectrum paves the way to recognizing that disabilities cover more than what can be visually apparent or more convenient to notice! That way, disability then also applies to invisible conditions, like dyslexia and other learning disabilities, colour blindness, attention deficit disorders, severe anxiety, chronic diseases, as well as many, many other situations.

This broad understanding of disability emphasizes that approximately one out of every four or five of our colleagues, friends, or family members are likely living with some form of a disability. Again, this may take many of you by surprise, given that roughly 80% of the disabilities that people have are invisible to the naked eye!

While our society has made considerable strides in accommodating physical disabilities with ramps, Braille, and accessible parking, it’s crucial to remember that not all disabilities are visually evident. Invisible disabilities can be just as debilitating, if not more so, due to their lack of visibility and overall recognition.

Individuals living with invisible disabilities frequently face a unique set of challenges amplified by societal misconceptions and a lack of understanding. Take ADHD (Attention Deficit Hyperactivity Disorder), for instance. Certain folks with ADHD might struggle with maintaining focus, organization, and punctuality – factors critical in many professional and academic settings. Despite the real impacts on productivity and mental health, a lot of people with ADHD grapple with dismissive attitudes, hearing their struggles invalidated as mere lack of discipline or motivation.

Severe anxiety disorders present another facet of invisible disabilities. Individuals will experience debilitating fears, worries, or panic attacks that interfere with their everyday activities. Yet, in a society that often downplays mental health issues, their experiences might be trivialized as common nervousness or stress. They might be misunderstood as being overly dramatic or attention-seeking, which, in turn, can easily exacerbate feelings of isolation and distress.

Chronic diseases such as fibromyalgia, lupus, or multiple sclerosis, while not immediately visible, can cause constant pain, fatigue, and cognitive difficulties. These conditions can make seemingly simple tasks, like climbing a set of stairs or carrying groceries, an uphill battle. Nevertheless, due to the lack of visible signs, people with these conditions are often met with skepticism about the legitimacy of their struggles. They may hear comments like “but you don’t look sick or disabled”, or “sure, but everyone gets tired,” dismissing their experiences and creating additional emotional strain.

The hidden toll of invalidation and loneliness

The impacts of these conditions severely affects a person’s quality of life and often leads to feelings of invalidation, frustration, and loneliness. Despite the challenges, these conditions are usually overlooked as they don’t fit the traditional, more visually recognizable and socially-accepted understanding of disability. To prevent this, we must broaden our understanding of disabilities. There’s simply no way around it. It’s up to us to recognize the reality of invisible ones.

By ensuring that we validate, support, and accommodate individuals with these disabilities in every aspect of life, we can then bring about real change.

The very nature of invisible disabilities generally results in many individuals not being acknowledged or accommodated for their specific needs. That’s especially rampant in the workplace, which even further underscores the necessity to shed light on the immense importance of including disability in our Diversity, Equity, and Inclusion (DEI) initiatives.

On top of providing support or accommodations for those with visible disabilities, a truly inclusive DEI framework also needs to acknowledge and assist those whose disabilities are not as easily noticeable.

And while recognition is great, as leaders, we need to take things even further! When we continuously work to educate ourselves, our communities, and our coworkers about the full range of disabilities, we grow in empathy. We also become much better equipped to create support systems for all kinds of disabilities. Don’t you think it’s time we make our workplaces, schools, public areas, and online platforms truly welcoming and accessible to all? This includes people with disabilities, whether visible or not.

Recognizing and championing all conditions

Now, let’s bring it back to you. How surprised were you by the statistics introduced earlier? Were you even aware of how prevalent disabilities are, both visible and invisible? If they did, then it just proves my point. There’s a real necessity to bring these issues to the forefront of our workplace conversations. Such high numbers also make it that much harder to understand how only 4% of DEI initiatives in organizations actually consider disability a part of their protected characteristics.

As inclusive leaders and allies, it’s our responsibility to recognize the extensive range of conditions under the broad umbrella of disabilities. Beyond recognition, it’s our duty to champion the creation of inclusive spaces that honour and accommodate everyone, irrespective of their disabilities. To build an authentically inclusive society that acknowledges, understands, and empowers each individual, we must act decisively.

The best time to commit to weaving disability inclusivity into the fabric of our Diversity, Equity, and Inclusion (DEI) initiatives in the workplace is now. Today. It’s not enough to passively accept the prevalence of disabilities without doing anything about it. Let’s be proactive and intentional in our actions. Let’s ensure equal opportunities, fair treatment, and supportive environments for all!

Consider some of the measures your organization could take right now to minimize stigma and inequities in your workplace. Could you offer more comprehensive training to your staff about the diverse range of disabilities and disability etiquette? Could you improve accessibility to your facilities or online resources, so they’re easier to use for everyone? Or could you implement policies that would provide better support for employees living with both visible and invisible disabilities? Of course. All of the above, and even more!

Making change through will and aspiration

I constantly find myself repeating that disability inclusion is not merely about fulfilling a corporate responsibility. It’s about fostering a work culture that truly values and respects the unique abilities and experiences of each one of its members. We’ve all been told that Rome wasn’t built in a day. We know that bringing any meaningful change will take time, effort, and patience before we can truly see disability earning its rightful place within our DEI initiatives. Now’s the time to get started.

And we also know that nothing will happen until people like you and I choose to proactively do something about the fact that so many of our DEI programs completely ignore disability. Make it your responsibility to bring about change. If not you, then who, right?

Choose what it is that you feel you might be able to champion, and begin with that one goal as your starting point. Then pick another key. And another. And another. Until one day, you’re able to look back and see how much of a change you affected and how much of an impact you contributed to bring to your organization’s culture, through sheer will and aspiration for disability inclusion.

We got this.