What doesableist mean?

Ableism is a set of beliefs (often unconscious, which means people might never actively think about them) that discriminate against people with disabilities. Examples of ableism could include the following assumptions about an employee with a disability:

• Their life is inherently bad because something is “wrong” with them.
• They’re looking for a cure or need to be “fixed.”
• That person is incompetent based on how they look or a medical diagnosis.
• They’re different, so they’re bad and must be unhappy.
• People need to speak to them or treat them as “special.”
• Others don’t believe the employee has a disability because they can’t see it.
• People define the employee by their disability.

Being ableist means believing that nondisabled people are inherently worth more than those with disabilities. Everyone has strengths, weaknesses and the potential to add value to an organization.

Stereotyping at work

Blanket discrimination against all people with a chronic medical diagnosis is illogical, just as all stereotypes are, because it’s reaching a conclusion without evidence. What’s more, “disability” is such a broad term, covering a vast scope of conditions, it’s impossible to draw conclusions from it. Even within specific diagnoses, no two people experience a medical condition the same way, so suspend judgment until you know the individual.

Identifying and eradicating prejudice in your hiring process and workplace policies can improve company culture and bolster employee retention rates.

The impact of ableism in the workplace

Ableism in the workplace manifests in a number of ways, ranging from subtle unconscious bias to overt discrimination. These actions might often marginalize employees with disabilities, deny them the same opportunities as nondisabled workers and make those with a disability feel misplaced guilt and shame.

Employee impact

When employees feel excluded or recognize they’re in an environment of exclusionrather than inclusion, performance may suffer. If an individual doesn’t feel like their contribution is valued or they can’t be their authentic self, it could negatively impact motivation.

Moreover, this type of workplace culture perpetuates outdated stigmas and stereotypes in society. As a future-forward business leader, it’s important to keep up with social shifts and implement best practices into company culture. Doing so isn’t just positive from a culture perspective; it can improve business outcomes.

Business impact

Ableism at work can cause business leaders to miss out on a vast talent pool. Studies continually show that companies prioritizing diversity and inclusion often outperform those that don’t.

How to cultivate an inclusive workplace culture

Society has proven it can learn and move on from outdated ways of working and leading, and reversing ableism is no different. Below are five ways to promote inclusivityand work toward eliminating ableism in your company.

1. Train your team

One step to combating ableism is teaching employees about the importance of inclusivity and opening up a dialogue around it. Workshops and seminars are great ways to teach employees about the nuances of the subject. You may want to ensure training sessions are held by someone with a disability so they can offer their firsthand perspective and inspire empathy.

2. Be consistent

One way ableism can manifest is as so-called “special treatment,” known as benevolent ableism. For someone with a disability, it might be just as embarrassing to be treated differently in a positive way as it would be to be treated badly. Even though a business leader doing this may have the best intentions, they’re still devaluing the person with a disability.

For example, a manager might speak in front of the whole team about how brave someone with a disability is for coming to work each day despite their differences. Instead of celebrating them based on a specific achievement, they’re celebrating them based entirely on their medical condition. It implies that living with a disability is something to be pitied or that the lives of people with disabilities are a form of inspiration for those who don’t have them.

3. Evaluate company policies

You might start the process of evaluating company policies by consulting employees with disabilities. Work with them to devise job descriptions, job ads and company literature worded in a non-ableist manner and prioritize task fulfillment over the method of completion.

4. Encourage open communication

When employees can speak openly without fear of retribution, judgment or mockery, they may be more likely to trust your company. That could be the difference between someone feeling able to tell you about a diagnosis and remain employed—or leaving because they’re afraid. Inspiring loyalty can be helpful in to reducing employee retention and having a workplace full of high-performing workers.

Cultivating an inclusive workplace and eradicating issues such as ableism are likely only going to become more important to continued success as an employer.

5. Redesign physical spaces

Being inclusive doesn’t just include attitude; it’s about the physical environment, too. Your company’s office should be accessible to everyone, including people with mobility issues. That might mean adding ramps, redesigning restroom facilities or making sure elevators are installed and in working order where necessary. Curating a place where people can work freely helps to make sure everyone feels like they belong in the space and knows their needs are understood and valued.

Countering ableism at work

Reversing ableism is a continuous journey to improving the employee experience and always being future-ready. As the business landscape continues to evolve, it’s crucial your company doesn’t fall behind and gain a reputation for having an outdated culture.

By taking steps such as hiring workers with disabilities, refining job ads and job descriptions to focus on outcomes rather than methods and encouraging open communication, you can help make employees feel valued, empowered and heard. Consider holding training sessions to ensure they understand and embrace any changes you make.

Training, transparent dialogue and thoughtful policy updates, made in collaboration with those impacted by the policies, can be helpful in combating ableism in the workplace. The rewards for your business may include improved morale, increased employee loyalty and retention, and a better employer brand.