When we forget about disability in diversity and inclusion conversations, we exclude a third of our college-educated workforce

At PwC, we’ve been talking about diversity and inclusion a lot over the last year, and we’re proud of what we’ve been able to accomplish in that time. Now, October is almost over and as we close out National Disability Employment Awareness Month (NDEAM), this is a time to reflect on the critical role of equal opportunity for Americans of all abilities as a critical component of the greater diversity and inclusion conversation.

As we know, diversity in the workplace leads to better outcomes for our clients, better working environments for our people and greater positive impacts on our communities. Research shows that businesses that prioritize diversity are reaping the benefits: 85 percent of CEOs whose organizations have a diversity & inclusion strategy say it enhances business performance and 77 percent say it increases customer satisfaction.

Disability, however, is often an overlooked aspect of the diversity and inclusion conversation and employers’ diversity initiatives — perhaps because according to a new study from the Center for Talent Innovation, of the 30 percent of the college-educated workforce that reports some form of disability, 62 percent of these disabilities are “non-visible.” Moreover, employees affected by disabilities often don’t feel empowered in their careers:

The same research shows a few findings that I’m really disappointed by:

• People of color are more likely than others to try and repress indicators of their levels of ability.
• Many affected staff say they feel more comfortable talking to their direct manager than they do HR.
• 47 percent of people with a disability say they believe they could never reach a position of power in their company.

As business leaders, when we engage in difficult conversations and institutional changes around diversity and inclusion, we will fall short if we don’t include our employees with disabilities in these efforts. It is our responsibility to ensure that all employees feel accepted and empowered, but also pushed to reach their full potential. Not only is this the right thing to do as leaders, but this research also found that 75 percent of employees with disabilities have an idea they feel will drive value for their organizations. What I’m getting at here is simple: If there are groups of talented people in our workplaces that are not empowered to speak up, we all lose out.

I’m proud to say PwC is continuing its commitment to disability inclusion across the board: Our Ability Reveals Itself initiative is enhancing our policies and programs while raising awareness among partners and staff. It includes employee resource groups, educational resources and programs like Connect: Ability, a mentorship program for interns and seasonal staff who have disclosed a disability and “opt in” to be connected with resources — including a mentor from one of our employee networks.

Beyond leadership-led initiatives, it’s crucial we all act with empathy and openness to ensure all our colleagues are included and respected. We must keep in mind that not all disabilities are visible and that every individual’s needs are unique. And, while we need to talk more about elevating disability inclusion and awareness, we can’t forget that disability is just one of many things in a larger discussion about diversity. We can’t lose sight of other underrepresented groups who need our support as allies.

I hope we will all continue to drive change around disability inclusion beyond the month of October. I’m optimistic about the solutions we can develop with the support of the business community, all of whom are steadfast in their commitments to diversity, and I encourage all people to play an active role in making the workplace a welcoming and supportive environment for all.