Disability is a part of human diversity. Lu Hong and Scott Page have established through research that diversity in employees enhances workplace success. Yet, employees with disabilities are often overlooked when it comes to diversity, equity and inclusion (DEI). Despite the growing importance of DEI in today’s workplaces, disability inclusion still lags behind. This mistaken approach is not only ethically wrong, it also hinders the organization’s growth and potential for innovation.
An estimated 1.3 billion people experience significant disability — around 16% of the world’s population. In the workplace, accommodations and accessibility ensure that employees with disabilities can perform to their full potential. This includes employees that may have hidden disabilities such as anxiety, depression, ADHD and chronic pain, which are not immediately apparent.
If leaders do not prioritize these arrangements in their efforts, they risk undermining the long-term success of their employees and losing out on a significant opportunity to minimize talent shortages. To create a truly equitable and thriving workplace, learning leaders and business leaders alike must prioritize accessibility when incorporating more inclusive practices, tools and technologies.
The Impact of Disability Inclusion
Employees are the backbone of any organization. But when employees with disabilities are unable to fully participate in their roles and organizations, they feel a diminished sense of contribution that directly impacts their morale and productivity — and, ultimately, the organization’s reputation. After all, this kind of exclusion goes against the principles of equity, fairness and social responsibility that are essential to modern companies and which are highly valued by all employees and other stakeholders.
Employees with disabilities will feel more engaged, productive and satisfied in their work when their needs are met and barriers are removed. Equal access to social events and technology ensures that everyone can perform at their best, contributing their diverse perspectives and talents to the organization’s success. In turn, organizations that recognize disability inclusion can unlock access to more diverse perspectives and experience greater employee retention, which naturally enhances the organization’s reputation.
How to ensure disability becomes a core part of your diversity initiatives.
Making changes for employees with disabilities helps everyone, specifically when those without disabilities face similar constraints on a temporary or situational basis. Thus, incorporating disability into a DEI framework as an essential moral imperative also affords strategic benefits. By recognizing and addressing the unique needs of employees with disabilities, you can foster a more inclusive workplace for employees of all abilities and reap significant benefits.
Here are three ways you can promote disability inclusion in your organization.
1. Shift from DEI to IDEA.
To keep employees with disabilities and accessibility top of mind, consider rearranging the letters of DEI and adding the “A” to form IDEA: Inclusion, Diversity, Equity and Accessibility. This shift to IDEA ensures that employees with disabilities are never an afterthought when it comes to diversity efforts.
The “A” in IDEA can also stand for “allyship.” Promoting accessibility and allyship in your organization can contribute to an inclusive environment in which employees of all abilities feel valued and supported. As part of this initiative, you can also form employee interest groups so that employees with disabilities can exchange ideas and experiences and foster a sense of community.
2. Leadership needs an all-encompassing vision of diversity.
As a learning leader, you need a vision for your organization that runs the gamut of human diversity. If the term “diversity” is used but is limited to categories like race, gender identity or sexual orientation, it indicates an incomplete understanding. Forward-thinking organizations go beyond these boundaries and incorporate accessibility into their vision, mission statement and every area of the business.
Intentionally recruit individuals with disabilities to unlock a wide range of perspectives and drive innovation at your organization. Embrace inclusive design principles and ensure that products, services and workspaces are created with accessibility and usability in mind to contribute significantly to a more inclusive and productive environment.
3. Choose technologies with accessibility in mind.
There’s no such thing as achieving 100% accessibility. People’s needs change, and so should the technology they use. An employee who has low vision now could become blind later in life, so you need to plan procurement that evolves with your organization.
Seek out vendors that go by the spirit of the accessibility laws and offer products that remain functionally accessible. During evaluation of technology solutions, identify vendors that view themselves as jointly responsible for barrier-free use of their technology by your employees. Partnering with a vendor that provides ongoing support ensures that every member of your organization can fully engage with the digital tools at their disposal.
Create an inclusive work environment for employees of all abilities.
Disability inclusion isn’t just another checkbox; it’s a blueprint for a more resilient, socially responsible, compassionate and successful organization.
To ensure that your entire workforce is always included and able to contribute, identify technology vendors that provide ongoing accessibility support. By including disability in your diversity vision — and turning DEI into IDEA — you can create a more inclusive workplace where productivity and retention flourish with a sense of belonging.
