Lessons from Ableism: Teachable Moments for Inclusive Workplaces.

Introduction

Welcome to the latest edition of 'Making Inclusion Work'. Taking part in a series of ESG webinars recently with GovernWith , I was reminded of the power of personal journeys. Therefore, I'm sharing some of my encounters with ableism as an employee in this edition. Some of these examples may sound familiar, highlighting how commonly they are experienced. These experiences have taught me invaluable lessons about inclusion, which heavily influence my work today. Join me as I reflect on these moments and offer strategies for organisations to ensure a more inclusive environment for everyone.

Example 1

I noticed very few leaders with disabilities in the workplace. This lack of representation, along with the lack of accessible opportunities to upskill, made me feel that career advancement was limited for people with disabilities.

Teachable Moment

Representation in leadership roles is essential for demonstrating that all employees have equal opportunities for advancement.

Strategy for Employers

• Promote diversity in leadership development programs.
• Ensure hiring and promotion practices are inclusive and unbiased.

Example 2

Many of my colleagues were unaware of how to interact appropriately with someone who has a disability, leading to uncomfortable and sometimes offensive situations, such as being asked loudly, "So, what's it like being a cripple?"

Teachable Moment

Ongoing disability awareness training (or other learning mechanisms) is crucial to foster understanding and respect in the workplace.

Strategy for Employers

• Implement regular disability awareness and sensitivity training and look at alternative strategies to facilitate dialogue for learning.
• Encourage open discussions and learning sessions on diversity and inclusion.
• Implement policies such as an anti-ableism policy to show your commitment to inclusion. This will create a culture where people feel comfortable calling out ableism when they see it.

Example 3

Company policies did not consider the needs of employees with disabilities, such as extra leave for medical appointments, leading to disciplinary actions for absences.

Teachable Moment

Workplace policies should be inclusive and consider the specific needs of employees with disabilities.

Strategy for Employers

• Review and revise policies to ensure they are inclusive and fair.
• Implement flexible policies that accommodate various needs.

• Health Policies: Develop clear policies that support health, including flexible work arrangements.
• Supportive Culture: Create a culture where employees feel safe discussing their health needs without fear of stigma or judgment.

Example 4

My performance was often unfairly evaluated because my immediate manager didn't take into consideration the additional time and effort required for me to complete certain tasks due to my disability, which often led to burnout.

Teachable Moment

Performance evaluations should be fair and consider the specific challenges faced by employees with disabilities.

Strategy for Employers

• Train managers on fair evaluation practices and the importance of considering accommodations.
• Implement a review process to ensure evaluations are unbiased and inclusive.

Conclusion

While there are numerous other examples I could provide, my encounters with ableism have highlighted the importance of considering accessibility and inclusivity in the workplace. By addressing these issues proactively, employers can create a supportive and equitable environment for all employees. I encourage leaders to reflect on these examples and implement the suggested strategies to ensure that ableism doesn't have a place in your organisation.

Stay tuned for next month's edition, where we will continue to explore ways to promote inclusive workplaces and communities.

What I've Been Reading (Listening To)

I've committed to reading one book monthly 0this year to further my knowledge and be a better ally. This past month, I've been listening to

• Better Allies: Everyday Actions to Create Inclusive, Engaging Workplaces (2nd Edition) by Karen Catlin

How to Work with Meith Me

• I’m available for Disability Inclusion Policy and Action Plan Development/Reviews, Advisory Committee Reviews, Stakeholder Engagement Audits, and Disability Inclusion Consulting & Advising.
• You can book an intro chat to discuss your organisation's specific needs.
• Book an intro chat with Ainslee .