Eight Strategies to Help People with Disability Advance in the Workplace
Any workplace can claim to be inclusive—but mere words are not enough. Creating an environment that supports the career advancement of all employees is the standard organizations should aspire to.
Though many companies have made great strides in diversity and inclusion in recent years, the fact remains that people with disabilities encounter unique challenges that can mean they don’t have the same access to career advancement opportunities as other employees.
However, as an employer, there are steps you can take to help people with disabilities progress in your workplace. Aim to be proactive, rather than reactive, by understanding and implementing the eight strategies below and cultivating an environment where every employee can thrive.
1. Encourage self-identification and facilitate open communication
Actively encouraging self-identification opens the door to an environment where employees feel comfortable and do not fear discrimination.
This should start from the beginning of the hiring process. Incorporate features within your hiring management system, such as customizable forms, that enable applicants to self-identify and communicate the adjustments that would help them during this period.
There should also be clear and open channels for employees to express their needs and career goals once they’re hired. This will help you understand what each individual is aspiring to and how you can support them in getting there.
You may find you uncover potential hindrances to an individual's career progress that you hadn’t considered, allowing you to take action and help them.
Free-to-use image sourced from Unsplash. The above picture shows a laptop with assistive technology.
2. Provide tailored professional development opportunities
To truly support the professional growth of employees, you need to recognize each individual's strengths and aspirations. One of the best coaching strategies for people with disabilities is the use of personalized development plans. These serve to give employees the tailored support they most need to be able to achieve their goals.
They also enable managers to learn how they can facilitate an individual's advancement at work, whether that be via an accessible training program or a mentorship initiative.
Consider implementing a mentoring program that pairs employees with disabilities with experienced mentors who can provide guidance and support tailored to their unique career goals and challenges.
It’s important to recognize that one size doesn’t fit all when it comes to professional development. The specific needs and learning styles of employees with disabilities must be catered to so they have the same chance to learn and develop as the rest of your workforce.
3. Challenge assumptions and address perceptions
Assumptions and inaccurate perceptions can significantly impact the career opportunities available to employees with disabilities. Combating this starts with dismantling preconceived notions to nurture an environment where diverse abilities are valued.
Typical assumptions might be that a person with disabilities isn’t able to perform certain duties or that they’re uninterested in advancing along specific career paths. These stereotypes can prevent employees with disabilities from progressing.
Managers have a responsibility to break down such barriers. Provide leadership training that tackles unconscious bias in the workplace and encourages the challenging of assumptions. This makes way for informed decisions that allow for the full potential of your diverse workforce to be realized.
Free-to-use image sourced from Unsplash. The above picture shows a swath of grass with a disabled sign on it saying "Step-Free Route"
4. Promote inclusive leadership practices
Learning how to be an inclusive leader is integral to creating a culture where every individual, regardless of their disability status or any other consideration, feels heard, valued, and set up to succeed. It’s an organization’s leaders that shape workplace ethos’, and they must set an example for others to follow.
This pioneering style of leadership requires inclusive decision-making, a dedication to diversity at all levels, and the provision of visibility opportunities for employees with disabilities.
Inclusive leading also means showcasing the success stories of leaders with disabilities and the promotion of inclusive leadership development plans.
5. Implement flexibility regarding working arrangements
To truly cultivate a workplace where people with disabilities can progress unimpeded, every effort should be made to provide flexible working arrangements. You can identify where these might be needed early on, by using resume reading software that can extract specific information, such as any disabilities or limitations.
Though applicants are under no obligation to include this information on a CV or application, some will do so to give context to their achievements and career moves. You can then be prepared for a discussion about flexible work arrangements during the interview stage, such as adaptive technologies or remote work options.
Free-to-use image sourced from Unsplash. The above picture shows an office with workers.
6. Nurture a supportive network and community
Building a supportive network within the workplace significantly contributes to an employee's sense of belonging. This is particularly true for staff with disabilities, who benefit immensely from a community that understands and actively champions diversity and inclusion.
Mentorship programs and affinity groups are a great way to do this, as they initiate supportive connections that contribute to professional growth. The goal is an environment where a person with disabilities always has a person to turn to that they trust, whether they need advice on their career, help using the new ACD phone system, or simply a second opinion.
7. Recognize and celebrate achievements
The contributions and achievements of employees, including those with disabilities, should be publicly celebrated to help change the narrative. But don’t fall into the trap of making this a box-ticking exercise – it should be a genuine and tactfully handled process. Spotlighting successes in this way demonstrates a steadfast commitment to a work environment where every person’s contributions are valued.
A structured recognition program, which emphasizes diversity and inclusion, creates a framework where every individual's contributions are recognized. Your program can be designed to acknowledge achievements both big and small and ensure that nothing gets overlooked. This demonstrates your organization’s values and helps inspire and encourage employees with disabilities to reach their goals.
Free-to-use image sourced from Unsplash. The above picture shows 3 women sitting at a desk. Two facing the other one.
8. Provide ongoing disability awareness training
Continuous education for all employees is also essential for creating a workplace that embraces diversity and inclusion. Though this is, of course, a matter of compliance, it has far more significance than that. Implementing inclusive staff training engenders an understanding and empathetic work environment, which is better for everyone in it.
Training should be ongoing, as disability awareness can’t be fully understood and achieved in the space of a single workshop or seminar. There are many different areas to be covered, such as debunking myths and stereotypes and the practical tools that can help create an inclusive workplace.
The awareness and understanding this training generates can make all the difference in helping a person with disabilities to advance at work.
Help employees with disabilities reach their full potential
Creating an inclusive workplace that actively supports the advancement of employees with disabilities can be looked at in several ways. First and foremost, it’s a moral obligation; it’s also a legal necessity to provide everyone with the same opportunities and ensure discrimination isn’t permitted to hold anyone back.
However, supporting the career progression of every individual also means realizing the full potential of the unique strengths and contributions of your workforce. Achieving this requires a real commitment to diversity and inclusion. It’s an investment that builds a workplace reflective of the full spectrum of the human experience - one where everyone feels valued and supported.
Such an environment is both an equitable place to work and the foundation of a thriving business.