Disability Is Not A Dirty Word

How leaders can replace silence and stigma with honest conversations

In my over 20 years as an educator in inclusion of persons with disability, some things have changed - and some things have not changed at all.

What has evolved is the desire from the top down to be more inclusive - to “do more”. Whether compelled by law, logic, or life – the disability paradigm is changing – in some very important ways. To be clear, the paradigm I refer to is known as the medical paradigm (as it relates to disability). Applying the medical paradigm means that not only are persons with disabilities born broken and require fixing but that the fix can be found only with the support of a professional. Meaning, under the Medical Paradigm, the only person who can help a person with a disability fit into society, and be accepted, is a professional. The social model, however, says that the fix can be found within the individual with a disability or their allies. I call it the Human Rights Paradigm (for obvious reasons).

The battle HR professionals face in creating a disability confident workplace is not that there is a lack of desire to be more inclusive, after all, studies are piling up that clearly state just some of the advantages from growing your talent pool to introducing creative solutions. As mentioned, the laws in Canada from Provincial (Ontario, Manitoba and Nova Scotia) to Federal (The Accessible Canada Act- ACA) are really focusing on creating equitable access for people living with disabilities - in both our professional and personal lives. SO what is the big challenge?

Bias, that is what. Studies conducted as recently as 2020 have shown that bias - whether conscious or unconscious is the number one reason persons with disabilities are excluded in the workplace.

It is just that simple. After all, what can we expect when disability has always been whispered about, shamed and stigmatized?

For Leaders and HR Managers at all levels, the sooner we acknowledge bias exists, the sooner we can begin the important process of removing it from our hiring, promotion and onboarding practices.

From the job ad – which requires more than the obligatory 8-font “we are inclusive” at the bottom – to the promotion, everything you do to remove workplace stigma must be looked at through the lens of awareness that bias exists and countering it is frankly one of the most important roles HR Leaders have in today’s evolving workplace.

To create and maintain a welcoming workplace, a foundation must be built that counters the bias. A foundation based on education - from the top down. Not just through classroom activities but through creative engagement with the community you wish to integrate. That means, reaching out and creating partnerships based on mutual respect and a genuine desire to ensure your workforce is reflective of the community you live in. Partnering with Agencies, individuals from the disability community and more, ensure your commitment is known to be authentic. Getting the word out about your efforts is more than a good practice it is part of the Win, Win, Win Strategy that the most successful businesses are applying right now. Three wins exist in all successful business activities and that includes removing barriers to full inclusion. The entire team benefits and the time you spent replacing staff is now spent on cultivating a committed team.

We must ensure barriers created by stigma are replaced with open doors and one of the most difficult yet rewarding ways is by Screening In Not Out. That means, when reviewing resumes, avoiding software that screens out and allowing for experience gained in diverse ways. It asks you to spend more time reviewing resumes that traditionally would not get in front of you.

I hear you; who has time?

My answer is simple; can you afford not to? Seriously, what are you and your team willing to do to shift the bias and create a welcoming place where persons with disabilities are, well treated just like anyone else. Where self-identifying as living with disability is not a reason to be screened out but a reason to be curious. Really curious about how this job could be done and what it would take to engage more diverse applicants? When I say, Stay Curious, I mean the ability to ensure bias does not creep into the process. That your entire team is clear on inclusion as a priority, not an inconvenience and certainly not a box to be checked. By being curious about each applicant you are countering the bias that has been built into the system.

Removing stigma is not something that maybe ever fully accomplished but that cannot discourage our efforts to do so.

From the top down, self-awareness and curiosity are guideposts for a healthy inclusion plan and the sooner the entire team is on board, the sooner your business will reap the rewards inclusion has been proven to provide the most forward-thinking business leaders.