Tips for Disability Inclusion
“It is so important to showcase people with disabilities with intersectional identities because that allows viewers to see beyond disability… People with disabilities are multilayered—we are complex breathing human beings defined by more than just what we lack.” – Lauren Ridloff
Disability inclusion in the workplace is a vital issue that is gaining more attention lately. How do we achieve workplace disability inclusion? We can start by providing reasonable accommodations, disability awareness trainings, and creating cultures that recognize and celebrate differences and promote equal opportunities for all employees.
One way we can promote inclusion is to use person-first language. This means putting the person before the disability, and emphasizing their individuality rather than defining them by their disability. For example, instead of saying "a disabled person," you can say "a person with a disability." This small change in language can make a big difference in how people with disabilities are perceived and treated. Treat them as you would anyone else, and don't make assumptions about what they can or can't do. If you're unsure about how to interact with someone with a disability, simply ask them how you can best assist or communicate with them.
Disability inclusion is about more than just physical accessibility. It's also about creating an inclusive culture that values and respects diversity in all its forms. This means promoting diversity and inclusion in hiring practices, creating accessible work environments, and actively seeking out and including people with disabilities in all aspects of life.
Do the work
This week, I commit to using inclusive language, avoiding ableist language, and being respectful and inclusive of people with disabilities.
Spread the word
If you want to keep going
Authentic Diversity: How to Change the Workplace for Good
Our nation has transformed.
The calls for equity are loud and insistent and they are now being listened to. And yet, companies across the country are still far behind when it comes to equity in the workplace. If we want equity to matter inside and outside the workplace, if we want to be real allies for change, then we need a new approach. We need to stop following trends.
We need to lead change.
