Ableism in DEI Sucks

If you’re doing diversity, equity, and inclusion work (DEI) and you’re still operating by *not* including disabled people, you’re doing it wrong, and you’re going to sabotage whatever you’re trying to do.

So why are so many DEI professionals pushing practices that exclude disability?

One reason could be that society has taught people diversity means focusing on underrepresented racial or ethnic groups or marginalized communities because of one’s gender, sexual orientation, religion, etc.

Another reason closer to reality is that people with disabilities are often marginalized and invisible in society due to ableism which makes it easy to be overlooked in DEI initiatives.

As a disabled person, that’s a stiff sentence for me to write, but it’s true.

Ableism is a term used to describe discrimination and prejudice against people with disabilities. Ableism can take many forms, including physical barriers, attitudinal barriers, and societal attitudes and beliefs that view people with disabilities as inferior or less valuable.

Ableism can be found in various aspects of society, such as education, employment, healthcare, and other services. It can also be found in the media and the broader culture. For example, the lack of representation of people with disabilities in leadership positions across society is due to ableism which means we are not in a position to advocate for our own inclusion in DEI initiatives.

I should’ve just said that from the beginning: Ableism is the significant factor contributing to the marginalization and invisibility of disabled people in society and the workplace. Ableism is the cause of our absence in DEI initiatives.

Ableism in DEI Sucks

Here are some steps DEI practitioners and companies can take to ensure disability is fully incorporated into business culture and DEI initiatives:

1. Conduct a Disability Inclusion Assessment: This will help identify the areas where the company is falling short in terms of accessibility and inclusivity for people with disabilities. It can also serve as a baseline to track progress over time.
2. Create a Disability Inclusion Action Plan: Once the assessment is complete, develop a plan to address the areas where improvement is needed. This plan should include specific performance goals and targets and a clear timeline for implementation.
3. Representation Matters: Increase representation of people with disabilities. Intentionally outreach and hire qualified workers with disabilities through inclusive recruiting practices, providing accommodations for the interview process and creating a culture of access and inclusion where people with disabilities feel comfortable self-identifying.
4. Create an Accessible and Inclusive Physical Environment: This includes ensuring your workplace is accessible and welcoming to people with varying disabilities, i.e., providing ramps, automatic doors, and elevators, accessible signage, as well as providing assistive technologies such as screen readers and alternative format materials.
5. Provide Training and Education on Disability Inclusion: This includes training employees on how to interact with colleagues with disabilities and educating managers and leaders on how to create an accessible and inclusive culture that values the contributions of disabled employees.
6. Increase Representation of Disabled People in Leadership Positions: This includes providing mentoring and sponsorship opportunities, professional development and training opportunities, and creating a culture where people with disabilities feel comfortable self-identifying and are encouraged to take on leadership roles.
7. Include Disability in All Aspects of the Company’s Policies and Practices: This includes areas such as recruitment, retention, promotion, accommodations, employee resource groups, and other business areas.
8. Increase Representation in Decision-Making Processes: This includes incorporating employees with disabilities in the decision-making process, such as in employee resource groups, leadership development, strategic planning, and hiring committees to help ensure the organization is inclusive and responsive to the needs of all disabled employees.
9. Continuously Monitor and Evaluate Progress: It’s essential to track progress and hold the company accountable to the goals set in the Disability Inclusion Action Plan. This will help identify areas for improvement and ensure your company is continuously working towards greater accessibility and inclusivity for people with disabilities. Remember: what gets measured gets done.

Disability inclusion should be an ongoing effort.

These steps alone will not be sufficient. Disability inclusion requires continuous monitoring, learning, and adaptation. Moreover, as society changes, so do the needs of disabled people and their experiences. Thus, the organization should be willing to learn and adjust its strategies as necessary. The goal is to have a workplace where people with disabilities are supported to reach their full potential and can thrive.

Engage the CEO and Leadership

It’s important to note the involvement of the CEO and leadership team is crucial for the success of any DEI initiative. It is essential to work with them to foster a culture that values and actively includes disabled people. Additionally, it’s also crucial for the CEO and leadership team to be willing to learn and adapt as needed and continuously monitor and evaluate progress.

Here are some steps DEI practitioners and others can take to ensure their CEO and leadership team are engaged and committed to accessibility and the inclusion of people with disabilities:

1. Communicate the benefits of accessibility and inclusion of disabled employees. This can be done by highlighting the economic and societal benefits of having a diverse and inclusive workforce, such as increased innovation, better decision-making, and improved reputation.
2. Share specific examples of how other companies have successfully included people with disabilities in their workforce and how it improved their business outcomes.
3. Invite people with disabilities or representatives of the disability community to speak to the CEO and leadership team and share their lived experiences.
4. Provide the CEO and leadership team with training and education on disability inclusion and accessibility, including the social model of disability, the importance of accessibility and accommodations, and best practices for creating an inclusive and accessible culture.
5. Encourage the CEO and leadership team to actively participate in disability inclusion initiatives, such as participating in employee resource groups for people with disabilities and attending events and training focused on disability inclusion.
6. Provide the CEO and leadership team with regular updates on the progress of the company’s disability inclusion initiatives and their impact on the business.
7. Incorporate disability inclusion metrics into the company’s overall DEI and business performance metrics. This way leadership team can track progress and hold themselves accountable to the goals set.
8. Encourage the CEO and leadership team to be visible and vocal advocates for disability inclusion within the company and in the broader community.

Thank you. Pass it on.