Disability Inclusion: A Workplace Where Everyone is Welcomed to the Party

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Modern business, companies are constantly seeking innovative ways to enhance their performance and maintain a competitive edge. However, one often overlooked source of untapped potential lies right within our organizations – ‘dis-ability’ – often treated as the forbidden fruit, outlier, or inconsequential could form a crucial element of your organization and lead you to unparalleled heights when considered and integrated into your core processes. Disability inclusion in the workplace is not just a matter of compliance; it’s about creating a dynamic, diverse, and forward-thinking workplace where everyone can thrive.

Breaking the Myths

Firstly, we need to establish what a disability is, as many times we misconstrue what it entails and only attribute disabilities to impairments we can tangibly see or experience. According to ADA (Americans With Disabilities Act), a disability is a physical or mental impairment that substantially limits one or more major life activities such as hearing, seeing, speaking, walking, breathing, performing manual tasks, caring for oneself, learning, or working. The United Nations Convention on the Rights of Persons with Disabilities defines the term ‘persons with disabilities’ as any person with long-term physical, mental, intellectual, or sensory impairments which, in interaction with various attitudinal and environmental barriers, hinders their full and effective participation in society on an equal basis with others. These definitions prove that disabilities are not only physical but could exist in diverse forms such as cognitive, sensory, psychological, or psychosocial.

So, let’s debunk some common misconceptions about disability inclusion. First, the belief that “we don’t have any employees with disabilities” is often far from the truth. Many disabilities are invisible (as we have established), and employees may choose not to disclose their conditions. According to the Center for Talent Innovation, one out of three professionals have a disability, but only 13% have a visible disability. Moreover, many employees with disabilities do not disclose their disability at work, either because they fear discrimination or bias, or because they feel they do not need any accommodations. Therefore, it is likely that your organization has a significant number of employees with disabilities, but you are not aware of them.

Second, the fear that accommodating employees with disabilities is expensive or bogus. In fact, many accommodations cost very little or nothing at all, and the benefits they bring extend far beyond just the individuals involved. Accommodations can boost productivity, reduce turnover, and improve morale throughout the organization.

Third, the stereotype that people with disabilities are less capable or qualified couldn’t be further from reality. These individuals bring a diverse range of skills, talents, and experiences to the table. Research shows that they are often more dedicated and innovative than their peers without disabilities. Moreover, people with disabilities can help the organization reach new markets, customers, and partners, as they represent a large and growing segment of the population (about 15% – over 25 million people in Nigeria [WHO 2011] and 16% – estimated 1.3 billion people globally [WHO, 2023]).

Fourth, disability inclusion isn’t solely about compliance. It’s about fostering a culture where every member feels valued, respected, and supported to reach their full potential. It’s about leveraging the unique strengths and perspectives that people with disabilities offer to drive innovation and success. Disability inclusion is not only the right thing to do, but also the smart thing to do for any organization that wants to be competitive and sustainable in the 21st century.

Lastly, disability inclusion isn’t a one-time initiative; it is not a destination, but a journey and requires ongoing commitment, action, and evaluation from all levels of the organization to ensure that it is continuously adapting to meet the evolving needs and expectations of its employees and customers.

Practical Steps to Promote Disability Inclusion

Now that we understand the importance of disability inclusion, how can organizations practically promote it? Here are some steps to consider:

1. Connect with Local Organizations: Reach out to advocacy organizations that specialize in disability inclusion. Learn about their programs and solicit their services to train, recruit, and hire individuals with disabilities. Provide informational resources to your employees and managers on disability awareness, rights, and accommodations.
2. Review Workplace Policies: Ensure that all workplace policies and practices, including recruitment, hiring, performance management, compensation, promotion, and retention, are inclusive and non-discriminatory.
3. Raise Awareness and Sensitization: Organizations should invest in disability awareness programs to educate employees about different disabilities and challenge stereotypes. This can include workshops, training sessions, and guest speakers with disabilities sharing their experiences.
4. Accessible Infrastructure: Ensure that physical spaces are accessible. This includes ramps, elevators, accessible restrooms, Braille signage, ergonomic furniture and assistive technology for individuals with disabilities. Regular accessibility audits can help identify areas that need improvement.
5. Digital Accessibility: Make digital content and tools accessible. Ensure your company’s website and online platforms are compliant with international accessibility standards, such as WCAG (Web Content Accessibility Guidelines). This includes features like alt text for images and closed captioning for videos.
6. Inclusive Design: Adopt a proactive approach by incorporating inclusive design principles into product and service development. When creating new spaces, products, or services, consider the diverse needs of potential users from the beginning, rather than retrofitting later.
7. Reasonable Accommodations: Develop a policy for reasonable accommodations. Be prepared to make adjustments to accommodate employees with disabilities. This might include flexible work hours, assistive technology, or modified job roles.
8. Recruitment and Retention: Actively recruit individuals with disabilities and create an inclusive workplace culture that values diversity. This can include establishing mentorship programs, affinity groups, and accessibility training for HR personnel.
9. Accessible Communication: Ensure that all internal and external communication materials are accessible. This includes providing information in multiple formats and using plain language to make it easier for everyone to understand.
10. Support and Inclusion Initiatives: Establish support systems for employees with disabilities, such as employee resource groups (ERGs) or disability inclusion committees. These groups can help advocate for accessibility and provide a sense of community for employees.
11. Feedback Mechanisms: Create channels for employees to provide feedback on accessibility and inclusion. Encourage open and honest communication so that you can continually improve your disability inclusion efforts.
12. Legal Compliance: Stay informed about relevant disability inclusion laws and regulations in Nigeria and ensure full compliance to protect the rights of employees with disabilities.