With October being National Disability Employment Awareness Month, this is the perfect time to celebrate those with different abilities in the workplace. As a society, we often exclude differently-abled employees from inclusion conversations. Although the Americans with Disabilities Act (ADA), is in place there are still common misconceptions that create hurdles via silent and invisible discrimination.
Let’s talk about a few misunderstandings so we can eliminate stigma. We all want to provide awareness and create a better and more inclusive environment for everyone.
They need constant help.
This assumption can go two ways, both well-intended and damaging.
Well-intended. Coworkers may look at differently-abled employees moving through the office and want to offer help, but this well-intended act of kindness will be received more as pity than compassion. Consequently, this is why we use the term differently-abled instead of disabled. The human need to not be viewed as “broken,” or “incapable,” is essential in anyone’s self-esteem. Pushing someone’s wheelchair, or another device; without consent is one of the top microaggressions that occur.
Damaging. The top three myths are that they…
Won’t fit in.
Can’t do the work.
Require too much accommodation.
These are fears, biases, and harmful stereotypes. Not facts. Differently-abled employees only require the proper tools and environment to succeed. This is their employer’s responsibility. Ensuring that they have the appropriate training materials and equipment is not complicated. Nor is it time-consuming, or expensive – they just require consideration and sincere effort.
They are all the same.
Not all disabilities look the same. In fact, many can overlap, have a variety of symptoms, or not be easily detectable at all. Don’t assume someone’s conditions and capabilities. Doing so leads to a lot of stereotyping or assumptions.
The major categories of disabilities: Physical, developmental, behavioral or emotional, and sensory impaired disorders
That they aren’t in your office.
Many people don’t disclose their disability status with their employers. The stigma is stifling. So most choose to stay quiet: tightrope-walking a daily gamble of honesty vs. employment. Coqual (formerly The Center for Talent Innovation) conducted a study and found that 30% of the professional workforce fits the criteria for having a disability. Still, only 39% of these employees have disclosed this to their manager or anyone in HR.
This National Disability Employment Awareness Month, take a little time to learn and explore a world you may be unaware of. You may find new eye-opening perspectives.
Furthermore, by opening up your mind this way you can learn interesting new things. Fun fact – the African American community has a different kind of sign language, which became a trend on TikTok. Raising awareness helps to remove the stigma associated with being differently-abled so people from this community can be included, accepted, appreciated, and, above all… be free to be themselves.