How to Squash Ableism in Your Workplace

Ableism happens every day, whether it is intentional or unintentional. Out of all the other forms of discrimination, ableism is seemingly put to the side more often than not, and it is time to put that to an end and make workplaces safe and comfortable for everyone. So, whether you are looking for ways to stop ableism in your workplace or if you are a leader looking for solutions, here are five first steps to take.??

1. Start at the Hiring Process

Everything starts with the hiring process. If your workplace is hiring, make sure you are reaching out to everyone who could be amazing for the role, not just the people you might assume would be. This can mean referencing disabilities within the application processes and showing your commitment to supporting those individuals. Promote how you go above and beyond the ADA requirements for your workers. And if you don’t already, it is time to start! Show your applicants that you have open arms to anyone who wants to join your team.?

2. Provide Education to Every Level of Employee

Ableism stops when education is provided. Education is truly the first step to the betterment of everyone. So, disability training should be provided to managers, executives, salespeople, interns, and everyone working for the company, regardless of their title or status. Once people are aware of the issues surrounding them, they can better work to improve themselves and the workplace around them. Training is also a perfect opportunity to open the space to questions and give everyone a chance to learn what they might’ve been nervous to ask (if appropriate, of course).?

I absolutely love being able to come into workplaces to spread awareness and education and provide a safe environment for people to ask questions, learn, and grow. In my position, I am able to talk about ableism and disabilities in a way that helps everyone feel at ease. It is a chance for me to help others in my community while showing workplaces what they could be doing better.?

3. Prioritize Inclusivity?

Simply understanding the need for inclusivity and accessibility is not enough; you must also enforce it into everyday actions. Whether you are changing your phrasing from “stand up” to “stand up if you are able” or checking to see if your website is accessible to those with disabilities, you should be practicing inclusivity in every aspect of your position. As we make disability more common in our everyday lives, we are able to stop ableism and create an environment where everyone feels safe and accepted.?

4. Rethink Productivity?

One significant fact of ableism is one-way thinking. It is easy to assume that working and productivity look like one thing and one thing only, but especially as we move into 2024, the mindset of work has changed dramatically. This change has also helped so many with disabilities find positions as hybrid and remote work has become normal. Essentially, a workplace environment should prioritize productivity while also focusing on the unique needs of each employee. Assessing what employees might need to work at their best can lead to increased morale, quality of work, and, of course, productivity. Not everyone works the same way, and it is time to acknowledge that.?

5. Monitor and Adapt?

Tackling ableism is not a one-and-done situation. You must constantly keep up with your employees and their needs while ensuring awareness is brought to those in the office. Monitor the changes you have implemented to see if they are helping and if you need to adjust anything, and make sure to keep an open mind for any adaptations down the road. The world moves quickly, and to ensure you are not stuck in the past and allowing ableism, you have to keep monitoring and adapting. This also means asking your teams what they think and listening to their critiques, input, and opinions, especially those with disabilities.?

Don’t allow ableism in your workplace any longer. If you have questions or would like me to speak at your event or business, send me a message or contact me through my website, Haley Moss!