Disability is still a bit of a delicate subject in the workplace. Even the most well-meaning managers can avoid it altogether, because they’re unsure what to say or simply afraid of saying the wrong thing. But silence doesn’t make for an inclusive workplace. Conversations do.
There’s more to disability than meets the eye
Statistically, if you work in a team of four or more people, someone you work with is likely disabled. This statistic takes into account visible disabilities like mobility and sensory impairments, but also invisible conditions like chronic pain, mental illness, and neurodivergence. And yet, your colleagues may never mention it.
Why? Because that word ‘disability’ still carries a stigma. Also, some people don’t consider their health condition disabling their lifestyle, or they just don’t want to be defined by a label. But that doesn’t mean they don’t need support.
Reframing our views
Workplace accessibility specialist Rachael Mole says that to understand disability in a work context, it helps to move beyond the medical model, which sees the disability as a problem to be fixed. This may be appropriate in clinical settings, but not in the workplace. The social model focuses on the environment surrounding the person. This could be physical barriers like the steps at the building entrance, rigid work hours, or unspoken biases.
These accessibility issues, not individual limitations, are what disable someone at work.
Accessibility is everyday
Accessibility isn’t a once-a-year training or a bullet point in the company’s DEI strategy. It’s fundamental to how you run meetings, how flexible your policies are, and whether people feel safe to speak up.
One of the complications that makes this a nuanced issue requiring deep consideration is that there isn’t really a universal solution. The same condition might affect two people in entirely different ways. That’s why these conversations need to be ongoing and always human.
So, where do you start?
- Invite open, honest dialogue without pressure or assumptions
- Focus on listening and understanding the individual needs of your teammates
- Celebrate events like the International Day of Persons with Disabilities
- Build systems that offer support proactively, making accessibility part of everyday workplace culture, not just a reaction to compliance regulations.
The more we treat accessibility as a cultural issue, the more we create workplaces that actually work for people.
Want to learn more about workplace accessibility? Tune in to How to Start Conversations About Disability and Accessibility with Rachael Mole for a deeper dive into this topic.
