Understanding and Supporting Introverts with a Disability in the Workplace

Tuesday was the International Day of Persons with Disabilities. Having coached leaders with both visible and invisible disabilities, I have seen firsthand the impact a lack of inclusion and belongingness in the workplace can have on leaders with a disability.

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This can be further compounded where there are intersecting identities. One intersecting identity that is generally not considered is that of introversion. Because introversion does not fall within the protected characteristics here in the UK, consideration is invariably not given to how a lack of inclusion impacts disabled people who are introverted. Given the unfavourable bias towards introversion in the workplace, it is an intersecting identity that also needs to be considered.

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Disability inclusiveness is not given sufficient attention. In their research for their white paper, ‘Unlocking Disability Inclusive Leadership’, Valuable 500 interviewed 33 global, C-suite executives. They found that disability inclusion remains a low priority in C-suite and boardroom agendas.

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Prior to joining the Valuable 500 initiative, only 25% of leaders surveyed considered disability inclusion a board level focus. Additionally, just 3% of current C-suite executives openly disclosed having a disability or caregiving responsibilities.

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They found that this lack of visible representation and strategic prioritisation creates a major barrier to progress. Alongside these leadership gaps, their research highlights numerous personal and organisational challenges that hinder the development of disability inclusive organisations.

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On Wednesday I got to see what good disability inclusion looks like. I attended the LSEG (London Stock Exchange Group) Accessibility Network’s market close for the International Day of Persons with Disabilities organised by Co-Leads of the UK Chapter of the network Akua Opong CITP MBCS FRSA and Dave Russell, and team (incidentally, the Disability Equality Index 2023 reported that only the London Stock Exchange and the Toronto Stock Exchange include individuals with disabilities in their board level disclosures).

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It was an interesting, insightful, and thought-provoking panel discussion facilitated by ExCo sponsor Bernadine Burnell with panelists Courtney Swaby, Evelin Duscai, and Brendan Roach. The panel talked about what employers can do to be disability inclusive. The discussion included the importance of representation and having individuals with disabilities in decision-making roles and at the most senior levels of leadership; the importance of addressing accessibility needs; and the role of sponsors and allies who are genuinely committed.

The need to address inclusion through an intersectional lens was emphasised, the importance of which cannot be understated. It is often this intersectional lens that is missing in DEI initiatives and should not just be limited to the protected characteristics.

It was also great to catch up with Hira Ali Jannett Morgan Marcia Brissett-Bailey BSc, PG Dip (QCG), MA,IPSEA Samantha Ming who are all DEI champions and do great work to create inclusive spaces.

People with disabilities face many barriers to inclusion in the workplace and add to this other intersecting identities (including introversion which is treated less favourably than extraversion in the workplace) can magnify the barriers they face.

Events like this one held by the LSEG that highlight barriers to disability inclusion and suggest solutions are very much needed. These conversations need to continue beyond the events and translate into transformative action. Individually and collectively, we can all do our part to make a difference.

If you are introverted and have a disability (whether visible or invisible), what has your experience of inclusion been like? Please share any good practices that you have experienced.

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Are you an introverted leader looking to expand your influence and open doors to new opportunities—but find traditional networking exhausting? If so, join me for this 30 minute LinkedIn live session on Building Strategic Networks, where we’ll explore how to network in a way that aligns with your strengths as an introvert. Click the blue attend button here.

If you want to be more confident with your communication, join my live 5 Day Mind Cleanse challenge starting on 6 January. Over the course of five days, I will guide you through a daily, 30-minute interactive session designed to help you:

• Silence Self-Doubt: Replace negative thoughts with empowering beliefs.
• Build Lasting Confidence: Cultivate a strong foundation of self-confidence that grows with you.
• Harness Your Quiet Strengths: Learn to lead in a way that feels authentic, without feeling the need to shout to be heard.
• Expand Your Network of Like-Minded Women: Connect with a supportive community of other introverted leaders. This challenge is not just about personal growth—it’s also an opportunity to build a network for ongoing peer support.

Find out more about the 5 day mind cleanse challenge here.

In this episode of the podcast I spoke to ?Jennifer Kahnweiler Ph.D. CSP , a best-selling author, podcast host, and one of the leading experts on introverts and extraverts at work. Jennifer shares her journey from being a young bride puzzled by her introverted husband to becoming a global advocate for introverted leaders. She discusses her groundbreaking books, including The Introverted Leader and Creating Introvert-Friendly Workplaces, and provides actionable advice for introverts and extraverts alike. Tune in to learn how introverts can thrive as leaders, how extraverts can become allies, and the steps organisations can take to create inclusive cultures. Jennifer also offers insights into how introverts can amplify their visibility and impact in hybrid and remote work environments.