Addressing the ‘disability divide’ is both a moral and a business imperative

According to past research from the UN, there are more than 40 million people with disabilities living in the EU. Those who are working age within this group are two, to three, times more likely to be unemployed when compared to those without a disability.

What’s really alarming for me is that workers with disabilities have been hit so much harder by the impact of the pandemic, widening the disadvantages they face in participating in the economy.

There are lots of compelling statistics and research around why accessibility is so important. But numbers never tell the human stories behind them. For me, it’s more personal.

I think a lot about two of my former team members who had disabilities. One colleague with dyslexia and one colleague who had lost most of her hearing. These were two of the best professionals I’ve ever had the privilege of working with. Full stop. Time and time again, they came through to help us meet our numbers.

So, I’ve seen first-hand the power of championing a culture of inclusion, and ensuring people are empowered with the right tools.

If people are unintentionally excluded from opportunities in the workforce, it means massive amounts of human potential is missed. This is a moral issue that affects us all. It’s also an issue that has a negative impact on businesses and economies. The World Bank calls this the ‘disability divide.’ So, as we look to bounce back from the pandemic, addressing the problem and ‘building back’ a better, more inclusive workplace is both the right thing to do and a business imperative.

What can businesses do?

If you’re looking for inspiration, look no farther than Italian energy and manufacturing firm Enel. The work they are doing around promoting accessibility and diversity is exemplary.

First, they published a comprehensive Diversity and Inclusion Policy that spells out the company’s philosophy around diversity and inclusion. The policy details specific actions that map to fostering D&I as it pertains to factors such as gender, age, nationality and disability.

Second, they turned policy into real action, creating a global task force to actively implement change. For employees with disabilities, these changes were far-reaching. Redesigning office space to improve accessibility. Reengineering training and development programs to ensure they are as accessible as possible. Empowering people with technology such as voice recognition and speech synthesis tools designed to make communication easier for people who are deaf. These are just a few examples.

And to support an inclusive culture, Enel’s task force group have implemented D&I Days each year to recognize the value diverse talent brings to the organization. The importance of these kinds of visibility drivers cannot be understated. Many people with disabilities do not feel comfortable self-identifying, or asking for support, or accommodations.

It’s so important to note here that many disabilities are non-apparent. People with dyslexia for example may have developed countless ways to adapt to varying situations so that they wouldn’t have to ‘put their hand up’ to ask for special accommodations, whether in school or in a professional setting.

For additional inspiration you can read what Microsoft is doing to expand accessibility here. 

Why is accessibility a business imperative?

Disability exclusion costs OECD countries between 3% and 7% of their GDP. A key variable here is that businesses that aren’t prioritizing diversity and inclusion are not as competitive, according to research from Accenture.  

Why is this?

One factor comes down to the power of diversity. When you have different points of view, and different experiences feeding into the decision-making process, you’re going to get more creativity. You’re going to get ideas for products and services that better map to the diversity of your customer base. People who live with disabilities are also proven problem solvers – they are no strangers to troubleshooting in the wider world to make it work for them. This is a skill set I certainly always look for in new team members.

Finally, there is also a big employment engagement upside too. The same Accenture study shows that three out of four millennial workers chose employers who align to their own personal values. What’s one of the most important values to these folks? Diversity and inclusion.

This is a societal issue

Addressing this problem requires a long-term commitment and a multi-faceted approach at a societal level. It starts with education and empowering the next generation of talent.

Obviously, the education system has been jolted by Covid-19. But, again, those young people with disabilities have been hit especially hard. Right now, more than one-third of kids with special needs are not accessing education. Ensuring school systems are able to empower teachers and students with flexible technology is one part of the solution.

Another component – which is just as important – is ensuring educators have the skills to ensure curriculums are as accessible as possible, whether they are being taught in a classroom, remotely, or in a hybrid way. The Microsoft Innovative Educator is one great resource for teachers looking for training and community-led discussions around using technology to make learning a more inclusive experience.

As tackling the issue of accessibility and inclusion in the workplace is so closely linked to bolstering accessibility within communities, it’s a challenge we – the private and public sector – must face together. The bottom line is that this is an opportunity none of us can afford to miss.