Where Does Disability Fit Into Diversity, Equity, and Inclusion?

Note: In advance of our next Talent Solutions Series event, Expand Talent Pipelines | Embracing Neurodiversity @ Work on Oct. 1, we will be sharing insights into the often-overlooked opportunity of disability inclusion.

Today’s guest column is from Laurel Buck, Director of Employment Initiatives with the Autism Alliance of Michigan. Later this month, we will hear from a major West Michigan employer that has found great success by focusing on an individual’s abilities rather than disabilities.

We’ll continue diving into this talent opportunity at our Talent Solutions Series event, 2:30-4:30 p.m. Oct. 1 at the Prince Conference Center & Hotel in Grand Rapids. The event will feature a dynamic discussion focused on embracing neurodiversity at work, followed by our popular Partner Fair, where participants can build bridges with educational institutions, community organizations, and talent partners.

REGISTER TODAY

---

 

Understanding the Importance of Disability Inclusion

By Laurel Buck
Director of Employment Initiatives
Autism Alliance of Michigan

As a large part of my work I am immersed in the world of workforce development advocating for individuals who want to actively participate in their communities but cannot because of a visible or invisible disability.

In the evolving landscape of workplace diversity, equity, and inclusion (DEI), disability inclusion often remains overlooked. However, integrating disability into DEI efforts is essential for creating truly inclusive workplaces.

I can’t help but wonder, where does disability fit into the conversation of DEI and how can employers help push disability focused initiatives forward to enhance the workforce? According to a report from Accenture, Getting to the Equal: The Disability Inclusion Advantage, there are 15.1 million people of working age living with disabilities in the U.S., so the research suggests that if companies embrace disability inclusion, they will gain access to a new talent pool of more than 10.7 million people.

Gone are the days where disability inclusion is viewed only as a matter of social justice. There is a growing momentum in the business world around the tangible benefits of disability inclusion. Diverse teams, including those with disabilities, drive innovation, improve problem-solving, and enhance overall business performance. The Accenture report found that companies that actively employ people with disabilities outperform their peers, achieving 28% higher revenue, double the net income, and 30% higher economic profit margins.

Best practices for disability-inclusive recruiting

To effectively include disability in recruiting efforts, companies must create an accessible and welcoming hiring process. Here are a few strategies to achieve this:

1. Inclusive job descriptions: Craft job descriptions that focus on essential skills and qualifications. Avoid including physical requirements unless they are essential for the job. Use inclusive language to encourage candidates with disabilities to apply. Also, when writing the description ensure the reading level matches the education requirements of the role so you are not screening out candidates who could perform the functions of the job.
2. Accessible application process: Ensure that your online application process is accessible to individuals with disabilities. This includes compatibility with screen readers, alternative text for images, and keyboard navigation. According to an article published by Forbes, when surveyed, “46% of individuals with disabilities rated their last experience applying for a job online as ‘difficult to impossible’; of those, 9% were unable to complete the application and 24% required assistance.” Partnership on Employment and Accessible Technology (PEAT) is a great resource for employers looking to enhance their technology inclusion.
3. Alternative assessment methods: Traditional interviews may not adequately showcase the abilities of candidates with disabilities. Consider incorporating alternative assessment methods, such as work trials, skill-based evaluations, and video submissions, to provide a fair opportunity for all candidates. Also, consider how online assessments may unintentionally be screening out qualified applicants. Consider removing time limits from online assessments allowing candidates more time to process and complete the task.
4. Partner with local workforce development organizations: Partnering with organizations that support people with disabilities can also help in reaching a broader audience. There are many workforce development agencies in West Michigan who support individuals and employers facilitate a successful job match and long term retention. The Society for Human Resource Management (SHRM) provides a concise, global resource addressing the question: ‘Where can employers find qualified applicants with disabilities?’

Onboarding and retention

Creating an inclusive workplace goes beyond hiring; it requires a commitment to supporting employees with disabilities throughout their employment. Here are strategies for effective onboarding and retention:

1. Comprehensive onboarding programs: Develop structured onboarding programs that address the specific needs of employees with disabilities. This includes providing clear instructions, offering assistive technologies, and ensuring physical accessibility. This will be most successful when there is open communication between the employee and the direct supervisor. Ensure the employee understands your expectations as a supervisor and you understand their needs to be successful.
2. Reasonable accommodations: Be proactive in providing reasonable accommodations to employees with disabilities. This might include flexible work hours, remote work options, ergonomic workstations, and adaptive equipment. A study by the Job Accommodation Network found that 59% of accommodations cost nothing, while the median one-time cost was around $500, yielding substantial returns in employee productivity and retention. The Job Accommodation Network is a tremendous resource in this space for employers.
3. Continuous training and development: Offer ongoing training to all employees about disability awareness, etiquette, and inclusion. This helps in fostering a supportive culture focused understanding while reducing unconscious biases. Being part of a work environment where one feels seen and valued will ultimately increase their engagement, lead to positive relationships, and higher retention rates.
4. Mentorship and support networks/Employee Resource Groups: Establish mentorship programs and support networks for employees with disabilities. These initiatives can provide guidance, build confidence, and create a sense of belonging for both the individual with a disability and allies within the organization. This can be extremely helpful during the onboarding period as an employee is learning the unspoken culture of an organization and the competencies of their individual role. Long term, support networks can foster greater acceptance and accountability of inclusion within the organization.
5. Regular feedback and open communication: Maintain open lines of communication with employees with disabilities and foster a relationship of trust. Regular feedback sessions can help in identifying and addressing any challenges they might face, ensuring their continued growth and satisfaction. Regular opportunities for feedback can also ensure any potential barriers are proactively addressed instead of waiting for a challenge to occur lending to long term retention. The Employer Assistance and Resource Network on Disability Inclusion provides a great resource on-going employee performance and feedback.

Conclusion

Integrating disability into DEI efforts is not only a moral imperative but also a strategic advantage for businesses. By focusing on disability-inclusive recruiting, companies can tap into a vast and underutilized talent pool, driving innovation and improving overall performance. Effective onboarding and retention strategies ensure that employees with disabilities feel supported and valued, contributing to a more inclusive and equitable workplace.

Embracing disability inclusion is not just the right thing to do; it’s a smart business decision that can lead to significant benefits for both organizations and society as a whole. With evidence showing that disability-inclusive companies achieve higher revenue, net income, and economic profit margins, investing in disability inclusion is a pathway to long-term success.

Where does disability fit into your DEI efforts?

Laurel Buck currently serves as the Director of Employment Initiatives with the Autism Alliance of Michigan. In this role, Laurel serves as a co-lead for a statewide employment coalition centered on the landscape of employment for people with disabilities with the goal of making Michigan a leading state for disability inclusion.