Why People With Disabilities And Our Disabled Colleagues Have Hidden Superpowers

How can employers create a more welcoming environment

I still remember the first time I sat in Bergdorf Goodman’s shoe department and realized I wouldn’t be able to wear high heels ever again. I broke down and started crying.

I believe that my experience of loss is similar to that experience of many people, who are receiving and living with a life-altering health diagnosis. 
 

Even simple tasks that you - as an able-bodied person - might take for granted are a struggle for me. Like opening an office door or walking from the car to the office. It takes more effort and time for me.

I was first diagnosed with Multiple Sclerosis when I was 22 years old and for the last 26 years, it has progressively gotten harder for me to walk. But for the first 14 years of my diagnosis, I suffered in silence, pushing myself to work harder because I had a dream to make it on Wall Street. I worried what my colleagues would think if they discovered I was battling MS.

My physical and mental health began to deteriorate as the years passed. After more than a decade, I finally gave in to my pain and asked my employer for an accommodation request. I was certain that my journey in the financial services arena was over. My self-confidence plummeted. I felt worthless and worried that my company or any corporate America wouldn’t want me.

But instead, I was greeted with genuine concern and empathy from my firm. They asked questions about my disability, because they wanted to accommodate me. They made me feel special and valued. As a result, I’ve stayed with this firm, and have been promoted over the years. 

Furthermore, as I gained confidence in sharing my ‘authentic’ self with colleagues and with my community, I received opportunities and requests to speak at conferences and peer support groups to empower people with disabilities. And, most importantly, to be able to make a profound difference from the bedroom to the boardroom in corporate America in ways I can’t possibly imagine.

People With Disabilities Bring Unique Perspectives and Benefits to the Workforce

According to a 2018 Accenture report,- companies that prioritize the inclusion of individuals with disabilities are 4 times more likely to outperform their competitors in shareholder returns. They also produce 28 percent higher revenue and 30 percent higher profit margins. The Department of Labor also found that employers who supported disabilities saw a 90 percent increase in employee retention. 

When we see employers appreciate what we do and what we overcome with our disabilities, we work harder and are more loyal to our employers. And that’s not just from my perspective. A DuPont employee survey found 90 percent of disabled workers received performance ratings of average or above-average - which was higher than nondisabled workers.

How Employers Can Create a More Welcoming Environment

Many people with disabilities feel misunderstood and fear their employers won’t treat them with the same respect as those without disabilities. I am a big advocate that hiring managers and recruiting teams need to expand their view of ‘diversity’ to include people with disabilities and not just race, gender, or the LGBTQ community. 

We acknowledge Hispanic Heritage Month and Black History Month. Why can’t companies create their own Disability Recognition Day where they honor their disabled workforce with awards, recognizing the obstacles they overcame at work? 

This would allow disabled employees to come forward and share their stories with coworkers who might not realize what they’ve overcome. This acknowledgment would be very rewarding and empowering for disabled employees.

We also need to have structures and strategies in place to help people with disabilities be seen, heard and validated in the workplace every day. Something as simple as an employee survey on disability hiring practices would go a long way for inclusion. 

I understand every employee has their own set of challenges, but actively including disabled workers in the conversation will go even further with improving employee morale. Talk to us; ask us questions, and listen!

Disabled employees can attribute a lot to corporate America. And I believe we are at a tipping point. It is time to bring people with disabilities to the table in our communities and in our corporate boardrooms.

Carolyn Cannistraro is a Diversity Advocate & Disability Expert at J.P.Morgan. She was diagnosed with Multiple Sclerosis (MS) 26 years ago. She hid her condition for years until the day came when she couldn't hide it anymore. Today, she uses her story to inspire other disabled workers to find their super power and use it for the better good. Connect Carolyn Cannistraro