{"id":246,"date":"2022-06-03T16:53:54","date_gmt":"2022-06-03T16:53:54","guid":{"rendered":"http:\/\/www.animaservicios.com\/?p=246"},"modified":"2025-04-07T19:16:19","modified_gmt":"2025-04-07T19:16:19","slug":"4-tips-to-foster-disability-inclusion-in-the-workplace","status":"publish","type":"post","link":"http:\/\/www.animaservicios.com\/index.php\/2022\/06\/03\/4-tips-to-foster-disability-inclusion-in-the-workplace\/","title":{"rendered":"4 Tips to Foster Disability Inclusion in the Workplace"},"content":{"rendered":"

Diversity inclusion in the workplace can have benefits for all involved.\u00a0 Not only does it make our society more equitable, but having diverse perspectives \u2013 and listening to <\/em>those voices \u2013 is good for business<\/a><\/span>.\u00a0 We all bring different experiences and strengths and are mightier together<\/em>\"\u2122\".<\/p>\n

Wanting to be more inclusive is wonderful, but hiring more diversity without shifting the culture and setup of your workplace can actually be harmful, as the new employees may find themselves in situations that do not meet their needs. If creating an inclusive work environment feels overwhelming, that\u2019s ok! Change is hard, especially when unsure of the best way to go about it.<\/p>\n

As a company led by patients with disabilities, we know what it\u2019s like to find the right work environment.\u00a0 We\u2019ve written about searching for jobs that fit your needs<\/a><\/span> and advocating when needs aren\u2019t met. But the heavy lifting doesn\u2019t need to be all on employees!\u00a0 If you are an employer wanting to make your own business more inclusive for folks with chronic illness and disabilities, here are some tips to get you started:<\/p>\n

1. Job sites focused on disability inclusion in the workplace.<\/strong><\/h2>\n

Inclusion of employees with disabilities may seem trickier than the inclusion of folks of diverse races or genders.\u00a0 Some employers worry that this may mean disabled workers won\u2019t be able to do a good job.\u00a0 It\u2019s true that, by definition, our disabilities may make aspects of a traditional job difficult, but that does not mean we are any less capable or valuable than abled employees.\u00a0 We all<\/em> have strengths and weaknesses.\u00a0 Someone unable to access a second-floor office may be an outstanding leader.\u00a0 Someone with a compromised immune system who needs to work from home at times may be incredibly efficient.\u00a0 Someone with hearing impairments may be uniquely creative.\u00a0 The label \u201cdisabled\u201d does not actually tell you anything about an employee\u2019s potential.\u00a0 In fact, the only thing it does tell you is that this individual has had to find their way in a world that is often not accommodating; this need for frequent workarounds creates tremendous resilience, problem-solving, and communication skills \u2013 all extremely valuable in a workplace.<\/p>\n

This understanding that people with illness and disabilities are uniquely capable workers was the foundation for Chronically Capable<\/a><\/span>, an organization that helps connect sick and\/or disabled job seekers with inclusive employers.\u00a0 It was founded by Hannah Olson<\/a><\/span>, a disabled Lyme-warrior who knew her potential was much more than what she could bring to an unaccommodating workplace.\u00a0 It works like other job listing sites, but more than just searching for skill sets, resumes, and job descriptions, Chronically Capable asks its users about specific accommodations \u2013 can you offer flexible hours? Remote work? Visual aids?\u00a0 Even better, Chronically Capable provides education and resources for employers, so not only can you attract jobseekers by displaying which accommodations you are able to provide now, but they can make your journey to becoming more inclusive much easier.<\/p>\n

\"Mighty
Mighty Well Co-founders, Emily Levy and Maria Gomez<\/figcaption><\/figure>\n

2. Explore accommodations for disability inclusion in the workplace<\/strong><\/h2>\n

Ok, so you want to be more inclusive and are willing to learn what that might mean for your company. Still, the legal side of providing the necessary accommodations for folks with disabilities have you feeling nervous.\u00a0 That\u2019s ok \u2013 if the ADA (Americans with Disabilities Act) is not familiar, this resource<\/a><\/span> can help you navigate its nuances.\u00a0 Nervous about holding conversations with your employees about what \u201creasonable accommodations\u201d might look like?\u00a0 Here is a guide<\/a><\/span> to help you think things through before a meeting with a disabled employee.\u00a0 And finally, here is a list of potential accommodations<\/a><\/span> that can help you think outside the box!<\/p>\n

3. Small steps can make a big difference for disability inclusion in the workplace<\/strong><\/h2>\n

If you have not lived with chronic illness or disabilities, you may feel overwhelmed when considering how to accommodate the vast array of disabilities employees face.\u00a0 The good news is that there are many small steps you can take that make a massive difference.\u00a0 Not only that, but most of these tweaks can benefit all employees \u2013 not just those with relevant disabilities!\u00a0 For example, written agendas sent before meetings may help people with brain fog or hearing impairments; they are also good for introverts.\u00a0 Here are a few examples:<\/p>\n