A roadmap to leadership inclusion: 15 keys to unlocking a diverse and empowered workplace – part 2
Denis Boudreau
Working with leaders who are no longer willing to overlook disability inclusion and want to move from "inclusive-ish" to truly inclusive. Speaker/Trainer/Coach. BestSelling Author - The Inclusive Speaker. Neurodivergent.
Welcome to part two of our two-part roadmap to leadership inclusion, where I go over – you guessed it – what I consider to be the top fifteen keys to unlocking a diverse and empowered workplace through the power of disability inclusion! In part one last week, we covered the first eight keys, which related to understanding disability, disability legislation, workplace accessibility, digital accessibility, inclusive hiring practices, disability etiquette, reasonable accommodations, and disability representation. If you haven’t read through that list yet, then?go and check that out first ?before diving into today’s content. I’ll wait.
Some of you might still be wondering: “Denis, why should I care about keys for leadership inclusion? After all, Diversity, Equity, and Inclusion (DEI) considerations have been gaining traction for years; my organization has to be on top of this by now”.
A long way to go…
I’m sorry to be the one bursting your DEI bubble today. Chances are, your organization still has a long way to go before it actually does and considers disability inclusion an integral part of its diversity initiatives.
As it turns out, research even shows that disability inclusion very rarely receives adequate attention within diversity programs, with only a disconcerting 4% of organizations recognizing disability as part of their DEI efforts!
Yep, you read that right. According to?a 2020 report from ROD (Return On Disability) , only 4% of organizations out there explicitly consider disability as part of their inclusion initiatives. Worse, over 50% of global boards and executives report never even discuss the topic! Furthermore, despite legislation preventing disability discrimination in Canada, there’s a stark disparity in employment opportunities for disabled individuals. Disability inclusion is still clearly not on the radar of most organizations… And if we’re to change anything about this, it needs to begin with us, the leaders in these organizations. It needs to begin with you.
Disability still plays a major role in over half of Canada’s discrimination complaints, and folks living with disabilities continue to deal with significant challenges compared to their non-disabled counterparts! From higher likelihoods of low income to actual unemployment, from underemployment to increased stress related to their health, there are many ways in which?organizations are failing disabled workers ?and leaving them behind in their DEI efforts. We can and must do better!
The reality of disability is complex and not always visually apparent or consistent. The?2017 Canadian Survey on Disability ?revealed that over 22% of working-age Canadians (around 6.2 million individuals) self-identified as having one or more disabilities, capturing a broader understanding of the situation that considers invisible and episodic conditions such as hearing loss, mobility issues, chronic pain, and various health disorders. This alone should be a major catalyst for championing disability inclusion in organizations. And yet… 4%!
Therefore, I firmly believe that organization leaders need to better understand the impact of disability inclusion on their brand and organizational culture so that millions of individuals out there no longer have to experience illegal workplace discrimination and a lack of organizational support.
Did you know that in 2017, over 20% of disabled Canadians reported not receiving adequate workplace accommodations?
Getting to the bottom half of our roadmap
And so, you now understand why there’s such a pressing need for a leadership inclusion roadmap! So much still needs to be done before we can claim our workplaces to be truly inclusive! Let’s jump right into the last seven items on our list:
Let’s go.
#9 - Disability allyship
Diversity awareness has grown tremendously in popularity in recent years. And with it, so has the concept of “allyship.” A partnership towards a common goal of ending prejudice and stigma in the workplace, becoming an ally to team members and colleagues who have disabilities involves promoting a supportive and respectful environment, advocating for disability rights, and challenging discrimination when it occurs. As an ally, your responsibility is to empower other team members to also want to become allies for their peers. As this ally, you want to listen to and amplify the voices of your disabled peers; not to speak on their behalf! Rather, your primary role is to use whatever privileges you have to support and elevate them. What this commitment requires is learning more about different types of disabilities, recognizing your own implicit or unconscious biases, and committing to ongoing education as it relates to disability inclusion. It’s also about recognizing that disability allyship is not a one-time act! If anything, it’s a continuous journey of learning and mutual growth! As an inclusive leader, encourage disability allyship in the workplace by allowing for the emergence of a culture of empathy and mutual respect where everyone feels valued and supported.
#10 - Emergency preparedness
A lesson quickly learned in leadership is that emergencies can occur unexpectedly and at any given moment. Consequently, it’s critical that we guarantee that all members of the workplace, inclusive of those with disabilities, are adequately equipped to handle these unexpected situations. Preparing for emergencies as leaders means ensuring that evacuation plans and other emergency drills take into account the diverse and varying needs of all of our staff members. This necessitates measures like incorporating emergency alert systems that accommodate those with hearing or visual impairments, like flashing alarms for those who are deaf or audible alerts for those who can’t see. Also crucial is the development of evacuation protocols for individuals with mobility disabilities, which could include dedicated wheelchair routes and assistance teams. Furthermore, emergency information should be made available in a variety of accessible formats according to individual needs, such as braille or large print documents. Leaders who enable the design and implementation of inclusive emergency measures not only ensure the safety of all of their staff… They also send a powerful message that the well-being and security of every person on the team truly matters.
#11 - Stigma and bias
Even in the most inclusive environments, unconscious bias and stigma can still persist, often stemming from misunderstanding or lack of awareness and knowledge about disabilities. For members of our workforce who have disabilities, these biases are very real. They creep in and potentially affect all areas of work, from hiring and promotion decisions to the social dynamics and fabric of the teams. Addressing stigma and bias requires open and honest dialogues about disabilities and acceptance. And while it requires providing education and challenging misconceptions, doing so doesn’t have to be an insurmountable task! Such efforts involve creating safe spaces for people to ask questions, learn from one another, and grow together as a more cohesive and inclusive unit. As leaders, it’s our responsibility to initiate these difficult conversations and guide everyone toward fruitful and meaningful outcomes. To address any and all discomforts that might be felt by our peers. To do everything in our power to create environments where any prejudicial behaviour against other team members is seen as unacceptable. It’s our responsibility to model inclusive behaviours! After all, if we don’t work actively to counteract bias and stigma in the workplace, then who will?
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#12 - Empowerment and self-advocacy
Empowerment means arming employees with disabilities with the confidence and necessary tools to champion their own rights and cater to their distinct needs. This is often facilitated via self-advocacy workshops, skill-development sessions, and mentorship initiatives. Here, employees with disabilities are guided towards effective communication tactics, discerning decision-making processes, and a comprehensive comprehension of their legal rights. As leaders, we must foster this empowerment through dedicated guidance, resources, and tools. By providing holistic support for each team member in their journey of self-advocacy, we can ensure that their unique requirements are adequately met. Moreover, fostering such empowerment sparks open, sincere, and clear communication, creating an atmosphere where every voice is valued and acknowledged. This bolsters individuals’ sense of autonomy and control over their workspace, which can, consequently, dramatically enhance job satisfaction, elevate morale, and improve work performance.
#13 - Inclusive communication
Effective communication forms the backbone of any successful team. Going beyond this, inclusive communication ensures that every individual, regardless of their abilities or disabilities, can share and understand information efficiently. The implementation of inclusive communication can be achieved in several ways, such as: offering sign language interpretation for deaf team members, utilizing plain and straightforward language in written communications, or deploying assistive technologies like speech-to-text or screen magnification software for those who require them. It’s important to recognize that inclusive communication isn’t a rigid solution but instead demands flexibility, adaptability, and understanding of individual needs to deliver customized interaction methodologies. Leaders who adopt this approach do more than just exhibit their commitment to diversity and inclusion. They nurture a culture of empathy, collaboration, and mutual respect! Not only do the benefits of prioritizing inclusive communication ensure that every voice is acknowledged and understood, but it also fuels innovation by integrating diverse thoughts and viewpoints. Ultimately, what a strategy centred on inclusive communication does is lead to a more harmonious, productive, and innovative workspace.
#14 - Mental health and disability
Mental health, a key element in disability inclusion, often goes unnoticed or underappreciated. Employees, irrespective of their disability status, can encounter unique mental health hurdles due to societal preconceptions, hindrances to inclusion, or the burden of managing a chronic illness. Therefore, it’s crucial to acknowledge that mental health challenges can be as overwhelming as physical disabilities. This becomes particularly noticeable in environments that lack support or inclusivity and can profoundly impact a person’s work productivity and social engagement. Championing mental health in a professional setting entails setting up sturdy support systems tailored for those facing mental health difficulties. It also involves promoting a workspace where open dialogues about mental health are normalized and become standard practice. This can really help to break down the stigmas often linked with these conditions. By understanding the complex interplay between physical disability and mental health, leaders can adopt a more holistic outlook toward their team’s well-being. This comprehensive view of health and wellness encompasses both physical and mental facets, ensuring every team member feels acknowledged, understood, and valued, thereby leading to a culture of inclusivity, empathy, and mutual respect.
#15 - Disability and intersectionality
Intersectionality is a framework that comprehends the often overlapping forms of discrimination that an individual might face. For instance, a woman living with a disability could experience bias due to both her gender and disability. The concept of intersectionality helps us realize that everyone’s life paths are unique. Why? Simply because the impact of disabilities are often inseparable from other essential aspects of a person’s identity (race, gender, sexual orientation, etc.). When leaders grasp the intricacies of intersectionality, they get to deepen their understanding of how multiple facets of identity can interplay and perhaps contribute to magnified prejudice or disadvantages. This sophisticated awareness can steer their efforts toward cultivating a genuinely inclusive environment. Embracing intersectionality prompts leaders to consider the diverse experiences within their teams, aiding in the creation of policies and practices that encapsulate this diversity. This way, they build an atmosphere where all team members feel recognized, appreciated, and understood in their full complexity. Intersectionality ensures that inclusion is not just a catchphrase but a guiding principle in molding a balanced, understanding, and supportive work culture.
From knowledge to action
As we wrap up our exploration of these fifteen essential keys, my hope is that you now feel equipped with the knowledge, tools, and insights needed to create a truly inclusive and empowering environment for your workforce with disabilities. We certainly covered a helluva lot of ground, including disability understanding, legislation, workplace accessibility, hiring practices, etiquette, accommodation, representation, allyship, emergency preparedness, stigma, self-advocacy, communication, mental health, and intersectionality. It’s been quite the ride!
Each key we’ve explored has highlighted a fundamental truth: individuals with disabilities bring unique talents, perspectives, and capabilities that greatly enrich our workplaces! Embracing disability inclusion goes beyond mere compliance or checking boxes. It’s about embracing diversity, boosting innovation, and cultivating a workplace culture that values the contributions of every individual. This roadmap is just the starting point. Implementing these practices will require continuous effort, adaptability, and growth. Disability inclusion is not a one-and-done. It’s an ongoing process that must be integrated into the very fabric of your organization to yield tangible results.
Now, I dare you to turn this knowledge into action. Take that crucial first step today. Whether it means re-evaluating your hiring practices, examining disability representation in your leadership team, initiating conversations about disability etiquette, or pursuing other meaningful actions, each step will bring you that much closer to a workplace where everyone can thrive, regardless of their abilities. So go ahead and unlock the full potential of diversity and inclusion in your workplace.
Think you might need some support or guidance along the way??Don’t hesitate to reach out!
Catch up on this two-part series!