Missing From Workplace Culture: Disability Pride

When asked what types of things I teach neurodivergent young adults (those with autism, ADHD, dyslexia, or a number of other neurological conditions) my answer is always the same.

"I focus on helping students understand who they are as a neurodivergent person, accepting that reality, and learning how to operate in a world not designed for them. In short, it's helping them learn to take pride in their disability." Everything else that I teach my students - whether it is the patterns of workplace dynamics, effective presentation skills, or understanding the #FutureOfWork - flows from there.

Disability pride is the concept that individuals should take pride in their whole self, including one's disability. It accepts that disability is normal, having been with humanity throughout our entire existence. It understands that almost every person will experience temporary or permanent disability at some point in life. It recognizes that it is imperative that we do whatever we can to reduce the barriers placed by society which prevents the disabled person from integrating fully into daily life.

A Needed Component of Workplace Culture

Just as disability is an inherent part of the human condition, disability is an inherent part of the workplace. The World Health Organization estimates that there are no fewer than one billion disabled people around the world. At such numbers, it is a near guarantee that disabled people work alongside you. If that seems unlikely to you, remember that many disabilities (such as epilepsy, autism, dyslexia, etc.) are what we call 'invisible disabilities' and aren't so apparently seen.

Understanding the concept of disability pride is crucial for any workplace. Too often, companies view disability in the workplace from a compliance or legal perspective. In this frame, disability is pinned to how well a company adheres to the law. I've found this to be incredibly damaging to the disabled employee and to the organization as a whole. Instead, we should look at disability from a cultural perspective.

In recent years, companies have begun to talk of having employees "bring their whole selves to work." At the heart of this discussion is the notion that employees - and the company as a whole - are much better off when they are provided the psychological safety of being who they are. In short, we are better off when employees are free to be the authentic versions of themselves that they are.

Here in Silicon Valley, where I am based, that isn't often the case. Efforts like Code2040, Kapor Center, Women in Technology, and various other groups provide workers and entrepreneurs with platforms of community and support to compensate for this reality. This type of community and support is crucial for both employee and company success.

Viewing Disability as Culture, Rather than Compliance

KD Harris is the Co-Founder of Let'sTalkLD and a Doctoral student at Cal Poly Pomona where she researches issues impacting the post-secondary transition of neurodivergent young adults. Harris notes that the research reveals that "one of the most important predictors of post-secondary success for disabled individuals is higher caregiver expectations and levels of support”. She further states that "familial support is part of the social and cultural capital that can support the wholeness of who you are and increase one’s chances of success in life."

Cultural capital, those things which provide social mobility in a stratified society, is something that all employees rely on. However, in our society it is not evenly distributed. If it were, our workplaces would be much more equitable. Instead, attitudes, preconceptions, misunderstandings, and concrete social and economic barriers, interfere with an employee's success.

Fostering cultural capital in the workplace is one reason why employee resource groups are formed. They allow employees with shared experiences to come together and provide each other with community, shared understanding, and support. When companies encourage such cultural capital, the entire organization benefits.

The need for shared community and support is held by disabled employees, and is no different than any other group with a shared experience in the workplace. Just as employees who are parents, or people of color, or LGBTQ+ individuals thrive when they are provided the cultural capital of community and support, so do disabled employees.

Companies would do well to recognize that an employee's disability is not just something to be complied with or accommodated for. Rather, it is an inherent part of who they are. As with any other group, an organization should welcome their employee's lived experience, understand it from a cultural perspective, and provide the psychological safety necessary to allow the disabled employee to bring their "whole self" to work.

Disability pride is that notion, and why disabled people mark July as Disability Pride Month. Disability pride doesn't negate one's challenges, nor does it seek inspiration in one's differences. It simply recognizes oneself as normal and as worthy as anyone else in our world. To quote that great Broadway anthem "I Am What I Am" from the show 'La Cage aux Folles' - "I am what I am. I don't want praise. I don't want pity...and what I am needs no excuses."

Disability: 'Not A Place I Have to Hide In'

Providing this community and support, in essence fostering disability pride, is one reason why my colleagues and I train companies and organizations on #neurodiversity in the workplace. It's also a part of why we teach neurodivergent students in our career launch program.

Disability pride isn't about saying that you are better than others, nor is it stating that you are less than others. It's simply understanding "I am who I am."

"It's my world that I want to have a little pride in. My world is not a place I have to hide in," - "I Am What I Am"

('La Cage aux Folles')

For disabled people, who are often told they are lesser versions of an ideal template (which no human actually meets) rather than a full version of themselves, discovering your own normalcy is empowering and something to take pride in and celebrate. For workplaces which wish to support the "whole self" of their employees, disability pride is something a company should embrace and celebrate as well.

To understand this concept more, my colleagues and I are offering two free resources this Disability Pride Month. I encourage you to engage either, or both.

• A Neurodiversity in the Workplace awareness session to help individuals, families, and allies understand the normalcy of neurodiversity and how it interacts with the workplace. You can sign-up for a free session here.
• An information session for neurodivergent individuals interested in enrolling in our career launch program as they enter the workforce. You can also sign-up for an information session here.

Just as with any group with shared experiences, disabled people have long come together to form community and culture. Disability isn't simply a condition that needs to be accommodated. Rather, it's part of who we are. Workplaces should recognize this fact.

Differences in lived experiences and perspective have long been seen vital to innovation within any workplace. Why should we view disability as any different?

To revisit 'La Cage' - "It's my life that I want to have a little pride in. My life, and it's not a place I have to hide in. Your life is a sham until you can say 'Hey, world! I am what I am'."

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John Marble is the founder of Pivot Neurodiversity and is a training partner and instructor with Neurodiversity Pathways. He is autistic.

#DisabilityPrideMonth #Disability #Neurodivergent #Neurodiversity #Autism #ADHD #Dyslexia #Dyscalculia #Dyspraxia #InvisibleDisabilities #InvisibleDisability #IAmWhatIAm #CulturalCapital #PsychologicalSafety #EmployeeResourceGroup #CalPolyPomona #SiliconValley #BringYourWholeSelfToWork #WholeSelf #KaporCenter #WomenInTechnology #Code2040 #WorldHealthOrganization #WHO