October is National Disability Employment Awareness Month (NDEAM) in the U.S., a time to celebrate the contributions of people with disabilities (PwD) in the workplace and empower employers to adopt practices that help them thrive.
Diverse teams have been proven to spark greater innovation — and, as the largest underrepresented group globally, the disability community is an important part of inclusion programs. In fact, I believe that disability inclusion helps all of an employer’s DEIB work, as there are PwD in every other underrepresented group.
To help empower companies to be more inclusive of PwD, I talked with three leaders in this space, including:
Here’s what these experts shared about the most effective ways to improve your inclusive hiring practices and cultivate wellbeing and belonging for PwD.
1. Make Meaningful Adjustments at Every Stage of the Hiring Process
“The traditional hiring process locks out people with disabilities, so we have to revamp it,” says Evans. Because this may seem daunting, she encourages companies to take a “progress over perfection” approach and make small, incremental changes throughout the process.
For example, clearly communicate that accessibility accommodations are available on your organization's website, careers pages and job postings. Also, provide job seekers with two ways to contact your company if they’re having trouble.
Chambers stresses the need for companies to exhibit a clear understanding of disability inclusion and ableism through “proactive considerations around accommodations and adjustments, inclusive and respectful language and mindfulness of the challenges of disclosure.” He encourages employers to ensure their job applications are accessible and compatible with assistive technologies since this can be a huge barrier for PwD.
Singh builds on these suggestions, recommending that companies employ universal design principles during the interview process by offering options such as sign language interpreters, accessible spaces or video interviews for remote applicants and using assessments that measure skill over other factors.
Another effective but often-overlooked strategy for inclusivity? “Include your employees with disabilities in the interview process, from resume screening to final selection, to give a first-hand perspective on accessibility and accommodation,” says Singh.
2. Prioritize Work Wellbeing So Everyone Can Thrive
Work wellbeing plays a pivotal role in today’s world of work — for all workers. Indeed’s Work Wellbeing 2023 Report found that employees perform better when they’re happy, but when they’re not, they’re more likely to consider quitting. Meanwhile, 71% of those surveyed reported low to moderate work wellbeing. What can employers do to close this wellbeing gap, especially for PwD?
Chambers cautions against relying on surface-level benefits like free food and fitness resources. “In reality, workplace systems and processes — feeling like you’re included and belong, and have enough flexibility to meet your needs — are the foundations,” says Chambers. “It's the things that organizations do above and beyond that really make disabled employees flourish.”
For Singh, inclusive work wellbeing practices include three key initiatives:
- Flexible work hours: Not everyone operates on a nine-to-five schedule, especially those with chronic conditions or mobility challenges, so flexibility is key.
- Remote work options: This allows for greater inclusion of those who have transportation or mobility concerns.
- Mental health support: Emotional wellbeing is just as important as physical health, so offering comprehensive mental health programs and employee assistance programs is essential.
Chambers adds that inclusive benefits and leave policies (especially useful for those requiring health or caring flexibility), as well as access to assistive technologies, make a significant impact on work-life balance and managing work stress for PwD.
“These are not just perks — they enable employees to be productive and happy and, therefore, work better,” says Evans, emphasizing the importance of remote-work policies in particular.
While the return to the office has been a point of contention between employers and the workforce recently, she argues that remote work benefits all workers, with or without disabilities. Some companies may be tempted to offer remote work only as an Americans with Disabilities Act (ADA) accommodation, but Evans recommends making it a company-wide policy in order to avoid proximity bias, which could negatively impact PwD and others working remotely.
3. Foster Belonging Through More Inclusive, Empathetic Leadership
Vernā Myers, Vice President of Inclusion Strategy at Netflix, once said, “Diversity is being asked to the party. Inclusion is being asked to dance.” Indeed’s SVP of Environmental, Social, Governance LaFawn Davis took it one step further by adding, “Belonging is knowing all the songs. Knowing all the songs goes beyond simply being invited to the party; you feel like you belong there. And you can’t help but dance; it’s your jam!”
To support a greater sense of belonging for PwD in your organization, start at the top. Train managers on HR processes, such as managing disclosure, as well as implementing workplace adjustments and understanding how PwD can work with HR. Encourage leaders to hold one-on-one meetings with everyone on their teams to inquire about access needs so no one feels “othered” or singled out.
“People managers and leaders play an important role in creating an inclusive environment that compels people to disclose and feel a sense of belonging,” says Evans. “Their choice of words and how they respond to situations can affect whether the department or team feels like they're in a safe space.”
But creating a safe space takes more than HR training — it takes trust, and that takes time.
“Managers should take the time to get to know their team and ensure the company sees, and has capacity for, that time and bonding,” says Chambers. “Role-modeling respectful, empathetic leadership goes a long way to foster psychological safety where belonging can flourish — and employees are more likely to disclose their needs if they feel they will be acknowledged.”
And just like ensuring PwD are included in your hiring process, representation in leadership is also important. “Seeing people with disabilities in managerial roles can create a sense of representation and aspiration,” says Singh.
4. Make Opportunities for Learning and Advancement More Accessible
Career development opportunities for employees with disabilities is an important consideration for inclusivity — and boosting retention.
“Advancement opportunities should be inclusive and accessible, offering disabled employees an opportunity to grow their professional networks,” says Singh. “Companies should clearly outline how everyone can advance within the organization.”
To get started, Evans suggests pairing employees with disabilities with a mentor who is familiar with the company and its resources for PwD. Then, engage these team members in goal setting, training and development, and performance evaluations. At the organizational level, provide inclusive team-building exercises, offer chances to network and design leadership training programs especially for employees with disabilities.
Chambers encourages companies to be proactive in creating transparent, accessible, individualized pathways that are informed by feedback from their employees with disabilities. He also warns leaders not to overlook the power of sponsorship, a role that goes beyond the support and guidance of mentorship to open up opportunities for advancement.
“Mentorship has its place and can be reciprocally beneficial, but at times it's clear that disabled employees are overmentored and undersponsored, so sponsorship is essential to closing that gap,” says Chambers.
Mentorship has its place and can be reciprocally beneficial, but at times it's clear that disabled employees are overmentored and undersponsored.
Lee Chambers
5. Use AI HR Tools Responsibly
The increasing use of artificial intelligence (AI) in the world of work is already helping to normalize many inclusive practices, such as video meetings and automatic captions. AI is also powering exciting advances in assistive technology, including speech-to-text applications, which give people options for navigating and controlling systems with their voices, as well as creating accessible workspaces and physical assistive devices.
“AI offers the possibility to transcend traditional barriers by automating accessibility solutions. However, we must proceed cautiously to ensure these technologies don’t inadvertently exclude or discriminate,” says Singh. “It's a tool, not a panacea, and we must vigilantly consider its ethical implications.”
Most concerning, AI could perpetuate the unconscious biases of the people programming it. Though some argue that data can't be biased because it's only based on inputs, says Evans, most of the inputs don't include marginalized groups. She recalls an instance in which disabled filmmaker, advocate and content creator Jeremy Andrew Davis conducted an online search for images of autistic people.
“The images he found were all white males, mostly in their teens and twenties, who did not look happy,” says Evans. When Evans conducted a similar search for hearing-impaired people, the images it populated contained greater racial, gender and age diversity but often featured people prominently signing or cupping their ear with their hand. A caricature is not inclusive.
So, while AI can offer helpful solutions, it has a long way to go.
“AI has a real potential to accelerate disability inclusion if used with intention — but it can also create additional barriers if not applied in a mindful, holistic way,” says Chambers. “If we use and shape AI in a deliberate way, it will make an impact beyond what we can imagine.”
Normalize Disability Inclusion to Build a Future of Better Work
Disability inclusion offers many benefits for organizations, teams and individuals. Normalizing these practices makes everyone more successful. Adapting your processes costs little while adding significant value thanks to the diverse skills and perspectives PwD bring to the table.
As we look to celebrate the achievements of PwD this month, let’s invite all workers to show up as their full, authentic selves and find opportunities for innovation, belonging and inclusion. Because building disability-inclusive practices and amplifying voices of PwD improves work for everyone.
