Diversity, Inclusion and Employees with Disabilities

From the desk of Kia Lambright, Talent Acquisition Coordinator

It is important to remember that concepts known as Diversity and Inclusion should be noted as vital aspects of society. All around the world, people are not the same. Variety allows everyone to uphold different experiences in their lives, regardless of circumstances. Workplace equality then allows individuals to prosper in business. Yet, despite best efforts to succeed, there are many unfortunate occasions where employees with disabilities are not accounted for when discussions of diversity and inclusion occur.

Information from the Center for Disease Control states that 1 in 4 adults located in the United States have some type of disability. These disabilities can be measured as visible or invisible, otherwise seen as physical or mental handicaps. It is vital for organizational leadership to recognize this detail because everyone has the right to earn income in a fair and safe workplace. Also, according to a recent online article published by USA Today , “Just 19% of people with disabilities are employed, verses about 64% of others.” Based on the impact of this detail, these dismal percentages should and must change.

Preconceived notions on the capabilities of disabled individuals prove just how much society needs to shift perspectives on how employees with disabilities move through life. This can be seen in the workplace. Disability inclusion strongly influences the workplace. A company’s organizational growth can be impacted during both the hiring and interview process if people with disabilities are being overlooked. These challenges are also seen within the workplace causing gaps or inequality for disabled workers when the employer does not understand or commit to a fair and safe work environment. Several laws hold protections for people with disabilities, including the 1990 Americans with Disabilities Act to assist those in the workplace to feel included, but unfortunately discrimination and a lack of connection to their personal differences from employers may strongly impact whether employees with disabilities prosper through several benchmarks of their workplace experience.

Significant barriers may inhibit the application and interview process when employees with disabilities are involved. For example, according to information from the disability advocacy group DO-IT, recruiting interns and employees with disabilities can be challenging because even job applications may not be easy to find?on some websites. Details in the article argue that if the job application is not even immediately within reach, job seekers with disabilities will lose motivation to start their job search.?This is an example of how candidates do not feel welcome or engaged during the recruiting and interview process. This may lead candidates to not feel comfortable enough to disclose their disabilities and eventually negatively impact their ability to succeed in the organization if hired.

Despite organizational shortcomings that hinder candidates or employees with disabilities, there are still many ways to improve workforce strategies and bolster inclusion. In 2019, The Harvard Business Review suggests that one concept to improve company disability-inclusion strategies is to change unconscious biases when acknowledging job seekers with disabilities. The leadership team at Microsoft decided to shift the interview process for candidates with Autism by implementing skill-based exercises to determine success. Otherwise, employees with disabilities would view typical interview methods as tedious or unproductive. Small changes in standard practices make quite a difference when acknowledging those with disabilities in the workforce.

Job seekers and employees with disabilities deserved to be heard. Inclusion cannot take place without all stake holders staying involved. People with disabilities must be included if an organization wants to meet their best potential. Opportunities for those with disabilities can be given if everyone takes the chance on helping, understanding, and believing in others, regardless of who they are as people.?Employers must be mindful of people with disabilities in the recruitment, interview, on-boarding and training process. This shows respect and understanding that everyone is not the same but can still be a benefit to an organization. If that practice is kept in mind, companies will find they have a diverse and stronger candidate pool and workforce.

by Kia Lambright