Fostering inclusivity is crucial to creating stronger teams, especially by addressing the needs of employees with disabilities, whether they have invisible illnesses or physical constraints.
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Fostering inclusivity is crucial to creating stronger teams, especially by addressing the needs of employees with disabilities, whether they have invisible illnesses or physical constraints.
Recognize the ripple effect of accommodations. According to Harvard Pilgrim Health Care, one in four adults have some form of a disability. This number represents a large pool of employees who may need workplace accommodation. However, while accommodations may be implemented to help one employee, they often have positive impacts for other employees. For example, building a ramp accommodates an employee in a wheelchair, but the ramp could also benefit employees with temporary injuries, those with baby strollers, and people carrying heavy equipment.
Promote physical accessibility. The Americans with Disabilities Act legally requires reasonable workplace accommodations, with physical accessibility being a priority. Elevators and ramps are the most common changes, but some impactful accommodations can be on a smaller scale. Hire a consultant who can provide the best alternatives to make offices safe and accessible for all, writes Maya Richard-Craven in Forbes. “Physical disability representation is lacking in the C-Suite and executive level positions. If you’ve worked in corporate America, you probably haven’t seen many executives with physical disabilities, but physically disabled CEOs are changing the narrative,” Richard-Craven writes.
Personalize your approach. While companies have policies around disabilities, there is no one-size-fits-all approach when it comes to disability inclusivity. Every individual is different and so are their conditions and workplace needs. It is important to communicate with your team members and see what resources they need to succeed. This personalized approach is transparent and boosts productivity. “Our research found that when managers used language that linked an individual’s needs or accommodations to their performance and success at work, it helped employees voice their concerns more freely. When managers use phrases such as ‘How do I set you up for success?’ or ‘What can I, as a manager, do to support you to perform your best?’, they are seen as 92% more approachable by their team members,” Jack Tillotson writes in the Harvard Business Review.
