Disability and ableism 101: Here is what you need to know

What is a disability?

According to the UN Convention on the Rights of Persons with Disabilities, a disability is an “evolving concept that results from the interaction between persons with impairments and attitudinal and environmental barriers that may hinder their full and effective participation in society on an equal basis with others.”

Let’s unpack this definition, which might seem quite complicated at first glance.

Disability is an evolving concept because the understanding of disability changes over time according to the way society understands it and the attitudes around it. Older definitions tended to focus more on the medical model of disability, which viewed people with disabilities as being inadequate and needing to be ‘fixed’.

Disability results from interaction because it’s created through how people with impairments relate to societies centered around people without impairments. This is also known as the social model of disability.

The phrase ‘persons with impairments’ refers to physical, mental, or sensory limitations that affect daily activities. For example, someone like me with a mobility impairment who needs to use a wheelchair might find it more difficult to do ordinary things such as commuting for work or cooking, depending on the barriers that I might face.

Environmental barriers can refer to physical obstacles in the environment, like inaccessible buildings or lack of transport options that make it difficult for people with disabilities to participate in society.?

Attitudinal barriers refer to the negative beliefs or stereotypes held by society that can prevent individuals with disabilities from fully participating. For example, thinking that someone with a disability cannot perform certain jobs is part of the deficit mindset through which disabilities are seen as “less than” and are constantly contrasted with able-bodiness as the norm.

The phrase ‘full and effective participation in society on an equal basis with others’ refers to the goal for people with disabilities to have the same rights and opportunities as everyone else, without facing discrimination or obstacles.

The key takeaway here??

It’s important to distinguish between the actual impairment and the perceived disability which creates barriers for people with an impairment to engage in society.?

This framework also allows for positive change, as we are moving away from the ‘challenge lies within the disabled individual’ discourse and towards the ‘challenge lies in the barriers that people with impairments face’ discourse.?

For example, as a person with a mobility impairment using a wheelchair, I don’t necessarily perceive myself as disabled but as disabled by the environment when access isn’t provided. I have experienced people making assumptions about what I can or cannot do. I have been talked to childishly based on an assumption about my intelligence, or I was left out of workshops or group exercises based on how others perceived my abilities.?

But remember, my experience does not reflect the broader experiences of people with a disability out there. It’s important to always ask and listen, rather than assume.

What is ableism and how do we spot it?

What about ableism? Ableism is a system of superiority and discrimination that provides or denies resources, agency, and dignity based on one’s abilities.

Under the current status quo, some kinds of ableism are socially unacceptable and some are socially acceptable. For example, violence, brutality, or hate crimes are strongly condemned by society and are not acceptable. However, microaggressions such as inspiration porn* and tokenism** are subtle manifestations of ableism that often go unchallenged.?

But what exactly are microaggressions? They are hidden or subtle messages that invalidate people with disabilities’ identity or experiential reality, stereotyping them, and communicating they are of inferior status or deserve inferior treatment. Microaggressions also suggest that people with disabilities do not belong with the majority group, through threats or intimidations.

The latest insights on disability inclusion at work

How do people with a disability experience the workplace? What progress has been made and what remains a challenge? A recent report from Deloitte on disability at work revealed some great insights.

88% of individuals disclosed their condition to someone at work - great! However, it’s important to note that disclosure does not equal acceptance. (Psychological) Safety is what is likely to lead to more diverse workspaces, making more room for accepting differences. Some employees still experience barriers to disclosing that they have difficulties performing tasks due to an impairment - 20% to be exact.

Disclosure rates may be quite high, but only 25% of respondents requested accommodations for their condition. 20% of those who did not request said they were concerned about being perceived negatively.?

74% of those who did request accommodations had at least one of them denied, with cost concerns and perceived unreasonableness of requests as the most common reasons for rejection.

Accessibility challenges prevented 60% of respondents from attending work events, while almost half find their homes more accessible than their workplace but some still feel pressured to work in-office mentioning career concerns or supervisor preferences.?

41% of surveyed individuals experienced microaggressions, bullying, or harassment in the past year. And only 52% of non-inclusive behaviors were formally reported!

Now, what to do to tackle microaggressions? Here are some recommendations

1. Two words: role models! Access to visible role models with disabilities made respondents more likely to believe their workplace had an inclusive culture, more likely to feel confident in achieving professional goals, AND more likely to report non-inclusive behaviors.
2. Related to this, inclusion as a board-level priority and improving workplace accessibility have been identified as the top enablers for meaningful progress.
3. Everyone can make unintentional mistakes. Take accountability and adjust in the future. But if you notice ableism in the workplace, call it out.
4. Recognize your privileges. At the same time, do not assume anything about the experiences of disabled individuals. Just ask and listen.

1. Establish stigma-free, transparent systems for requesting accommodations in case of impairments.
2. Foster an inclusive culture in which employees have access to all business processes and key events. Pair it with the ability to report incidents without concern.

Final remarks

Understanding disability means focusing less on individual impairments and more on the barriers created by society. Shifting from the medical model to the social model helps us see that disability isn’t about what someone can’t do, but about the obstacles we can remove to ensure everyone can participate equally, which is the basis of achieving equity.?

Ableism continues to affect people with disabilities in everyday life and at work. While progress has been made, more steps need to be taken, such as building more inclusive cultures with visible role models and improving accessibility and accommodations in case of impairments.

By listening, learning, and advocating for change, we can create a system where people of all abilities are respected, valued, and empowered.

About the author

Karim El Oteify is the founder and CEO of The Wheels of Impact, a boutique consulting agency focusing on inclusive employee engagement. By leveraging DEI, systemic change, and communications, they deliver inspiration sessions, workshops, and long-term strategy consulting for organizations that want to keep their diverse teams engaged.

Footnote

*Inspiration porn refers to the objectification of disabled people for the benefit of non-disabled people through sentimentality and/or pity. It’s an uplifting moral message primarily aimed at non-disabled viewers.?

**Tokenism is “the practice of including a member from a marginalized community just to portray an image of diversity within that group”.