How Inclusive and Accessible Workplaces Support Economic Opportunity
As we recognize National Disability Employment Awareness Month (NDEAM) in October, it’s important to ensure that all people have equal access and opportunity to contribute their skills and talents in the workforce. This year’s NDEAM theme is “Advancing Access and Equity” — something that not only helps jobseekers and employees with disabilities, but also helps our larger workforce and society as a whole.
The working environment has undergone significant changes since the outbreak of the pandemic. More businesses have recorded a historic surge in productivity by switching to hybrid or fully remote work models than ever before. This has resulted in significant cost savings and an opportunity to create a more diverse workforce.
However, despite the remarkable progress made, there seems to be a lack of emphasis on accessibility and inclusivity in organization redesigns. Many employers view inclusion as a mere checkbox for dealing with gender identity, race, age, or any other characteristic.
In reality, inclusion is a much more nuanced concept. Organizations are missing out on a great deal of talent by not considering disability when trying to improve their company culture and impact.
A 2022 article from the Petrie-Flom Center of Harvard Law School summarized the challenge of persistent societal stigma as follows: “The historical relationship between disability and productivity has been the very vertebrae supporting the more modern presumption that people with disabilities are unable to work, do not want to work, or that their work is implicitly inferior to that of their non-disabled counterparts.”
If society believes that a subset of the population is inherently unfit for work, education, or even for community participation, then it follows that there is no need to provide the structure necessary for this population to engage in these things. This must change.
The philanthropic community plays a pivotal role in fostering authentic, disability inclusion in the workforce. Grantmakers and other funders can make a substantial impact by directing resources towards initiatives that help build the disabled talent pipeline, as well as those that raise awareness of this significant segment of existing jobseekers.
Financial support for training programs tailored to people with disabilities, as well as partnerships with organizations specializing in disability employment services and advocacy, can amplify the effectiveness of recruitment strategies. Additionally, aside from their grantmaking, foundations can seek out vendors and contractors that are disability-led or have a strong track record of inclusion.
By prioritizing projects that champion accessible workplaces, funders contribute not only to the betterment of individual lives of those with disabilities, but also to the enhancement of overall corporate culture. Through strategic and targeted investments, grantmakers can act as catalysts for change, fostering a business landscape where the talents of individuals with disabilities are recognized, valued, and integrated into the fabric of the workforce.
Moreover, grantmakers can model the change their investments support by examining their own recruitment, hiring, and retention practices to ensure inclusion of disabled workers. It’s estimated that about a quarter of the US population reports having a disability. When organizations, including grantmakers, are deciding on accommodations for their workspace, they should consider access for all employees, whether in a fully remote, in-person, or a hybrid model.
People with disabilities often face difficulties when transitioning to a new workplace because their needs were not considered beforehand. Also, when organizations are hiring, they should avoid limiting their talent pool by making job postings inaccessible to qualified individuals who may have disabilities. Otherwise, they severely limit access to qualified candidates from diverse backgrounds.
In the current job market, many employers struggle to attract and retain employees. However, the disability community still represents an often-overlooked talent pool, which is eager to share their skills and experience in the workplace. By making organizations more accessible to disabled talent, they can retain staff with disabilities who may not have disclosed their disability before.
Some Fortune 500 companies have already made progress towards disability inclusion for both current employees and potential future hires. These steps may include providing the latest tools, technology, and training to create a barrier-free workplace or offering flexible schedules. Many employers are also partnering with community organizations to learn more about meeting the specific needs of their disabled employees.
We urge organizations across sectors to take proactive steps not only to accommodate their current employees but also to actively seek talent from the disability community. At RespectAbility, a diverse, disability-led nonprofit that works to create systemic change in how society views and values people with disabilities, we provide resources that help guide employers through our Employer Resources and People with Disabilities at Work publication.
As RespectAbility celebrates its 10th anniversary, we reflect on our commitment and advocacy to ensure that people with disabilities can fully participate in all aspects of the community. Our efforts are focused on policy and civic engagement, leadership development, faith inclusion, authentic representation in entertainment and media, and workforce inclusion.
We encourage funders and employers to partner with the disability community to rethink and revamp their strategies for funding initiatives and employing people with disabilities and take proactive approaches to provide accommodations and accessible technology to support their needs. Their unique perspectives and lived experiences can offer valuable solutions for creating an accessible workplace.
Since the pandemic, employers have drastically changed the way they do business to accommodate the ever-evolving nature of work. However, there is still more work to be done. Employers can benefit greatly from expanding their horizons and creating work environments, whether virtual or in-person, that are accessible to all. They must also recognize the incredible talent pool of people with disabilities as an asset to a diverse and thriving workforce.
And funders play a pivotal role in bringing about this critical shift in the workforce and beyond.
Ariel Simms is the President and Chief Executive Officer of RespectAbility, a diverse, disability-led nonprofit that works to create systemic change in how society views and values people with disabilities, and that advances policies and practices that empower people with disabilities to have a better future. RespectAbility.org
This content was paid for by The James Irvine Foundation and created by RespectAbility. The editorial staff at The Chronicle had no role in its preparation. Find out more about paid content.
Built with Shorthand