7 Unexpected Tips to Creating An Anti-Ableist Workplace
Tomorrow, (Saturday, 12/3) is the 30th annual observance of the International Day of Persons with Disabilities. According to the United Nations, the day seeks to promote an understanding of issues facing those in the disability community, as well as to increase support and gains for their rights and well-being. The day also serves as a means to raise awareness of how much there is to be derived from all people with the authentic integration of persons with disabilities.
It’s no secret that people with disabilities have been historically marginalized, excluded, and under-valued, and while there are - since 1990 - clear laws that protect those in the community in the workplace, it’s also no secret that we continue to live in an ableist world. In 2021, for example, about 35% of all charges of discrimination were against those who identify as having a disability.
While individuals with disabilities are just that - individuals - there are still universal best practices for the workplace that will increase accessibility and equality for all. Here are a few you may not have thought of.
1) Utilize Disability Inclusion Statements In Job Advertisements & On Your Website
An inclusive environment starts with recruitment and authentic messaging about company culture and makeup. Employ a great inclusion statement that gets to the heart of your company’s ethos and specifically includes mention of disability and people with disabilities - it’s a simple and effective way to send the message that this matters.
2) Create 508 Compliant Presentations
Section 508 of the Rehabilitation Act addresses information technology for federal agencies, ensuring that all technology is accessible for people with disabilities. While this is often considered when creating websites, other pieces of key tech are often overlooked. Teach your employees about testing presentations for accessibility to ensure that all people will be able to access your content. (This is both inclusive and good for your bottom line!)
3) Establish Workplace Flexibility
While “flexibility” is a term that’s often used to refer to when and where your employees work (and that’s a big piece of this concept, which can be inordinately important to those in the disability community!), it may also cover flexibility of job description and tasks. This can mean redefining tasks based on employee strengths and, like all benefits that support those with disabilities, will benefit all employees.
4) Hold the Line on Performance Standards
As an employer, you may “well-intentionally” feel uncomfortable or unable to hold people with disabilities to the same levels of performance that are applied to those without disabilities, but this mindset is incorrect. In fact, lowering or changing standards isn’t considered a “reasonable accommodation” based on the ADA and could inadvertently contribute to savior-type mindsets and further inequity. Instead, educate your managers that job performance should be evaluated in the same way across the board.
5) Interpret Materials
You probably consider translating your materials into other languages based on client or employee need - but do you think about American Sign Language (ASL) or closed captioning/transcripts as ways to ensure all employees and customers can access your presentations and content? Closed captioning has become extremely easy to access in short-form video content, and The National Registry of Interpreters for the Deaf (RID) hosts an online database.
6) Learn From the Community
As an employer who is undoubtably using social media, it’s a no-brainer to follow accounts that will help you learn about disabilities from those who have them. Clicking a few follow buttons - and spreading the word - can have a huge impact on your understanding and support for those in the community. Some of our favorites include Diversability and Disabilityreframed on Instagram and wheelieerin and itsjaaayyy on TikTok.
7) Break Down Ableist Attitudes
Without a doubt, the hardest (and maybe most important) work that your company needs to do in the name of increasing equity is to name and address misconceptions about people with disability. Creating a culture where respectfully discussing disability is the norm is key to mitigate the fear, pity, ignorance, hero worship, or stereotypes that can be barriers to a safe workplace community for all.
To do so, get training, call out bias and bigotry when you see it, and - above all - do not ask an employee with a disability to speak for the community.
