Raising Awareness in the Workplace during NDEAM
October is underfoot, and with it comes National Disabled Employment Awareness Month (NDEAM). In this annual celebration, formalized by U.S. Congress back in 1988, we recognize the contributions of disabled employees, and work toward improved opportunity throughout the workplace. This year’s theme is “Advancing Access and Equity,” highlighting that despite the 19% of the American workforce experiencing some form of disability, their unemployment rate tends to be double that of the general population. We simply must be better.
The largest unemployment disparity lay for outwardly noticeable disabilities, such as a mobility impairment or deafness, due to latent biases toward their perceived lack of capabilities. While this is concerning, studies focused on specifically on neurodivergents have shown autistics to be BY FAR the least likely people group to be employed. Because of the social communication component of an autism diagnosis, autistic talent aren't likely to get past the interview process.
And if they do succeed in getting hired, those with invisible or less apparent disabilities, such as with Autism, PTSD, ADHD, and Dyslexia, may experience biases or challenges in social interactions with co-workers.
In many situations, an employer's obstacle is well-suited for a neurodivergent problem solver whose experience, perspective, and skills present fresh solutions. Establishing a practice of equity for all abilities and neurotypes within an organization also serves to educate staff and leadership of the gifts unique to the disabled professional community.
As an employer, why should I care?
Aside from the satisfaction of human decency, businesses employing an inclusive culture generally experience greater success. Those that accommodate their disabled workforce tend to also better serve a broader range of clients or customers. From a bottom line perspective, casting a wider net to include disabled consumers yields greater revenue. It stands to reason, practicing a top-down approach to acceptance and inclusion is a profitable pursuit.
Every industry currently faces an unprecedented labor shortage. We need to compete for the best possible talent in the smallest labor pool in generations. Recruiters will confirm because of stigma, disabled employees are an often overlooked and untapped well of talent for hiring as well as internal promotion. Proactively opening the door via recruiting channels and advocacy groups is a win-win-win, in the sense that a necessary position is filled, a qualified asset receives an opportunity to earn, and the business or organization optimizes every workers’ experience by integrating a disabled employee’s individual strengths.
If one doesn’t already exist, NDEAM is a great time of year to launch an advocacy group within a workplace. Not only will this help to serve the existing disabled employees, but it will also shore up a pipeline to other professional candidates looking for an opportunity with your company.
A Celebration How-To
Advancing Access and Equity is a worthy mission for the whole company, particularly so for your Human Resources development team and any group advancing inclusion. Allow these internal leaders to take the baton and schedule a lunch and learn, including a panel of willing disabled employees and speakers from the outside, to increase awareness and encourage dialog. This is an impactful opportunity to discuss discrimination, technological and physical accommodations to support staff members, seen versus unseen disabilities, and the broad umbrella under which a disability is classified in the first place.
Encourage questions, and agree this is a safe place to be uninformed in order to learn and understand better. If possible, include a sign language interpreter, and self-descriptive speakers for blind attendees, both to support the disabled in the room as well as to illustrate ways to accommodate those with impairments.
Disseminate more passive educational materials with regular email blasts throughout the month, and hang visual reminders in communal spaces featuring NDEAM information and data important to know. Squeeze related topics into weekly team meetings, for instance etiquette around the disabled, unconscious bias, or neurological differences coworkers should be sensitive to.
Disabled Mentoring Day always falls on the third Wednesday of October, which is a terrific opportunity to host aspiring professionals, show a path for them in the industry and a safe place to pursue their goals. Broadening the network of potential labor serves the mentor and the mentee alike, and the organization opening their doors to greet them.
Beyond October
November 1st does not signify an end to disability awareness, but rather a fresh start with new directives. Throughout the year, continually discuss physical and neurological differences as diversity during the onboarding process for new hires, establishing awareness training as a cultural imperative. Establish a disability harassment policy and encourage open communication with leadership and human resources for consistent enforcement, and guidance through difficulties between colleagues. A general air of inclusivity across all demographics tends to foster a more cooperative work environment sensitive to all.
In marketing your business, identify your team as forward thinking and a leader in innovation. Using language on your landing page, and during the interview process, emphasize your commitment to the Equal Employment Opportunity ethos. For internal promotions, mentor and encourage employees of marginalized groups to pursue positions where their contributions are lacking. And model appropriate behavior as a leader, setting the tone and example for others to follow suit.
More specific operational updates can be implemented moving forward. Move to include image alt text descriptions in digital graphics, and company-issued videos featuring closed captioning. Allow ample time to move from one meeting to the next to assist those with mobility challenges. Offer sign language instruction as a professional development option, a resume builder in the least, and a useful tool and expression of outreach. Implement data tracking to ensure pay and opportunity equity for disabled employees. And partner with any number of external organizations who help meet your goals for equity and access in hiring, retaining, and promoting disabled personnel.
Some helpful resources in celebration and beyond include:
Disability:IN for inclusion consulting
Inclusively, and the Workforce Recruitment Program, for connecting with and recruiting ability diverse talent
Job Accommodation Network, for help operating a disability-friendly work environment
The best learning of course is drawn from the input and experiences of your very own existing disabled team members. Ask for their help in doing better for them this month and throughout the year.