Breaking Barriers: How HR Leaders Can Champion Inclusion For Employees With Disabilities by Scott Markham

I started work on this article a number of weeks ago after I attended an insightful session on the topic with a couple co-workers. A representative from Opportunities for Ohioans with Disabilities was a contributor, and offered some of their resources, which I found to be quite helpful, and I'd like to share those with you as well. Opportunities for Ohioans with Disabilities | Ohio.gov Inclusive Employer Toolkit | Opportunities for Ohioans with Disabilities

As an HR professional, I have learned that one of the most profound ways to create an inclusive workplace is by fostering an environment where empathy drives decisions, interactions, and policies. For individuals with disabilities—whether visible or invisible—empathy is often the missing ingredient that transforms compliance into genuine inclusion. It is not enough to simply accommodate employees with disabilities; we must understand their experiences, respect their dignity, and embrace the diversity they bring to our teams.

Disabilities are as varied as the individuals who experience them, and no two journeys are the same. Whether someone is navigating a chronic illness, mental health condition, mobility challenges, or sensory impairments, their needs, strengths, and contributions are deeply personal. By grounding our HR practices in empathy, we can create workplaces where employees with disabilities feel valued, supported, and empowered to thrive.

Understanding Empathy’s Role in Inclusion

Empathy is not about pity or condescension; it’s about connection and action. It requires us to listen, ask questions, and seek to understand an individual’s perspective without making assumptions or judgments. When we approach employees with disabilities through an empathetic lens, we focus not only on what they need to succeed but also on how their unique experiences enrich the workplace.

For example, I once worked with an employee who had a hearing impairment. Instead of assuming what support they might need, we engaged in a collaborative conversation. Together, we identified solutions such as providing real-time transcription during meetings and ensuring that video calls included closed captioning. These accommodations didn’t just help this employee feel included; they improved communication practices for the entire team, benefiting everyone.

This is the power of empathy—it not only addresses individual challenges but fosters a culture of inclusion. When empathy informs our actions, we move beyond transactional compliance with laws like the Americans with Disabilities Act (ADA) and create workplaces where employees with disabilities feel they belong.

Integrating Empathy with Diversity, Equity, and Inclusion

Supporting employees with disabilities is not a separate initiative—it is a fundamental part of any Diversity, Equity, and Inclusion (DE&I) strategy. Empathy strengthens DE&I efforts by reminding us that inclusion is about meeting people where they are and ensuring everyone has the opportunity to contribute their best.

Equity is a particularly important concept when it comes to disabilities. While equality offers the same resources to everyone, equity recognizes that people may need different types of support to achieve the same opportunities. For example, an employee with mobility challenges may need remote work options or physical modifications to their workspace. Equity ensures that these accommodations are provided not as favors but as essential tools for success.

Inclusion, driven by empathy, goes beyond policies. It is about creating a workplace culture where employees with disabilities feel welcomed, respected, and valued—not just as individuals with challenges but as contributors with unique perspectives. Research shows that diverse teams, including those with employees with disabilities, are more innovative, adaptable, and productive. When we embrace the full spectrum of diversity, we elevate not only individual employees but the organization as a whole.

The Right Ways to Support Employees with Disabilities

Empathy should guide every aspect of how HR addresses disabilities in the workplace, from initial conversations to long-term support. A common misstep is making assumptions about what employees with disabilities need without consulting them. For instance, offering a flexible schedule might seem universally helpful, but for an employee with ADHD, a structured routine might actually be more beneficial. The key is to ask, not assume. Open, respectful dialogue empowers employees to share their needs and helps HR develop personalized solutions.

Another critical aspect of empathy is recognizing the diversity within disabilities. Two employees with the same condition may require entirely different accommodations. For instance, an employee with dyslexia may benefit from text-to-speech software, while another may find visual aids more helpful. By treating each case as unique, HR demonstrates a commitment to truly understanding and addressing individual challenges.

Confidentiality is another area where empathy plays a vital role. Disclosing a disability is deeply personal, and employees must feel confident that their privacy will be respected. Sharing details about someone’s condition or accommodations without their consent undermines trust and can create feelings of vulnerability or exclusion. Instead, HR should frame accommodations as a standard part of supporting a diverse workforce, normalizing the process for everyone.

Building Empathy into Workplace Culture

Creating a culture of empathy and inclusion requires intentional effort. It starts with leadership. When executives model empathy—listening to employees, prioritizing their well-being, and openly supporting inclusion—they set the tone for the entire organization. Employees take their cues from leadership, and when leaders demonstrate that inclusion is a core value, it resonates throughout the workplace.

Training is another essential component. Disability awareness workshops, inclusive communication training, and unconscious bias programs can help employees and managers develop the skills needed to interact respectfully and effectively. For example, understanding the importance of person-first language—such as saying “an employee with a disability” instead of “a disabled employee”—shows respect for individuals and underscores that their identity is not defined by their condition.

Policies also play a crucial role, but they must be more than words on paper. Robust accommodation policies, mental health benefits, and accessibility initiatives need to be implemented with care and consistency. For instance, ensuring that digital platforms and tools are accessible to employees with visual or hearing impairments is not just a legal requirement but a reflection of an inclusive culture.

Empathy in Action: A Personal Reflection

One of the most rewarding moments in my career occurred when an employee, initially hesitant to disclose their disability, felt safe enough to open up. They shared that they had an anxiety disorder, which sometimes made workplace interactions and communication challenging—a struggle I personally understand. Their fear of requesting accommodations stemmed from a concern that it might be perceived as a weakness.

Through ongoing, open conversations and visible shifts in our workplace culture, they gained the confidence to share their challenges. Drawing from my own experiences, I was able to empathize and provide informed guidance. When leaders feel comfortable sharing their own stories, it can be incredibly impactful in fostering trust and inclusivity.

Together, we created accommodations tailored to their needs, including a quiet space for managing heightened anxiety and a plan for short breaks to take walks and reduce stress. This collaboration not only empowered the employee but also reinforced the importance of understanding and supporting mental health in the workplace.

The result was transformative. Not only did their performance improve, but they became a vocal advocate for inclusion within the company, encouraging others to seek the support they needed. It was a powerful reminder that empathy is not just about listening—it’s about acting in a way that builds trust and empowers people.

A Call to Action for HR Leaders

Supporting employees with disabilities is both a moral obligation and a strategic advantage. Inclusive workplaces are more innovative, resilient, and reflective of the communities they serve. But achieving true inclusion requires more than policies or compliance. It requires empathy at every level.

As HR professionals, we have the opportunity to lead this change. By prioritizing empathy, embedding it into our DE&I strategies, and championing inclusive practices, we can create workplaces where employees with disabilities are not just accommodated but celebrated. When we lead with empathy, we don’t just fulfill our responsibilities as HR professionals—we transform our organizations into places where everyone can thrive. And that is the foundation of any truly inclusive workplace.

U.S. Equal Employment Commission: The ADA