Disability Inclusion: Making Workplaces Work for Everyone
Imagine a workplace where every voice matters, where the unique experiences of each individual contribute to an inclusive and more innovative environment.
This is not just an ideal; it's a reality that Myles Wallace, a champion of disability inclusion, and I explored in our discussion on the Invisible Condition podcast.
Myles Wallace, partner with Peak Performers, shares his unique blend of professional insight and personal experience in disability inclusion and shares thought-provoking ideas and considerations. Here’s a bit of what we talked about and what I learned. Let’s change how we all view disabilities at work.
It's Personal and It's About People
Myles' story, which he shared during our conversation, profoundly resonated with me, particularly his journey with hearing impairment. It wasn't just about the challenges he faced; it was an integral part of his identity.
This experience brought to light a crucial understanding: disability is far more than a word or a medical condition; it's a deeply personal aspect of an individual's life.
Each person's experience with disability uniquely shapes their worldview and daily interactions.
Myles, balancing his professional role in disability inclusion with his passion as a board game designer, beautifully exemplifies the diverse talents and interests that individuals with disabilities contribute to various fields.
His story is a powerful reminder of the importance of recognizing and valuing each person's unique experiences, not just for the challenges they may face but for the rich perspectives and abilities they bring, enriching our collective understanding and experience.
Busting Myths About Disability in the Workplace
“When you have an after-work activity like a pickup basketball game, it’s easy to assume that someone with a motor disability, maybe in a wheelchair, should not be invited to avoid making them feel awkward. But that’s a myth. We should include everyone and give them a chance. You never know, the person in the wheelchair might just be the best player there.”
I learned a lot from Myles about the misconceptions around hiring people with disabilities. Talking with Myles was an eye-opening experience that challenged many of the misconceptions I had about hiring people with disabilities.
It's important to tackle these misconceptions head-on, as they often stem from a lack of understanding and can hinder progress towards a truly inclusive work environment.
Myth: Hiring People with Disabilities Increases Legal and Accident Risks.
Busted: Myles clarified that this is a misconception. In reality, companies that are inclusive of people with disabilities often see better financial performance and higher team morale, without an increase in legal issues or accidents.
Myth: People with Disabilities Require Expensive Accommodations.
Busted: Many accommodations are simple and cost-effective. Creating a supportive environment often involves minor adjustments rather than significant expenses.
Myth: Employees with Disabilities Aren't as Productive.
Busted: Myles pointed out that employees with disabilities often bring unique perspectives that can lead to increased creativity and innovation, enhancing productivity.
Myth: Disability Inclusion is Just About Meeting Quotas.
Busted: True inclusion goes beyond meeting diversity quotas. It's about valuing diverse perspectives and fostering a culture where everyone feels empowered to contribute.
Myth: Discussing Disabilities is Uncomfortable and Best Avoided.
Busted: Open conversations about disabilities promote understanding and empathy, breaking down barriers and enhancing workplace culture.
Companies that embrace inclusivity often see substantial benefits, such as improved financial performance and higher team morale. This also includes not just better retention rates but also a boost in creativity and innovation, thanks to the varied perspectives that people with disabilities bring to the table.
A key to achieving this is by overcoming fear and bias, which usually stem from a lack of understanding.
By embracing inclusivity and valuing the unique contributions of all employees, including those with disabilities, businesses can not only foster a more dynamic and innovative environment but also build a more compassionate and understanding team culture.
Being Open About “Our Normal”
Myles' approach to openness about his disability struck a chord with me. He described his hearing aids as 'bionic ears,' a creative and empowering perspective that illustrates how openness about our challenges and needs can positively transform workplace culture.
This candidness not only fosters a more accepting and inclusive environment but also breaks down barriers, promoting understanding and empathy among colleagues.
Myles' experience highlights a crucial lesson for employers and coworkers alike: there is immense value in learning from the experiences and perspectives of people with disabilities.
By embracing this level of openness, we not only enrich our work environments but also open ourselves to personal and professional growth through insights that might otherwise remain unseen.
Simple Steps for Job Seekers and Employers
For bosses and HR folks, Myles has some straightforward advice. Look beyond the typical resume. Someone's gap year or zigzag career path might be because they are living with and dealing with a disability. So, when you're interviewing, just asking, "What do you need to do well here?" can make a huge difference.
For Job Seekers with Disabilities:
Myles provided a wealth of advice for job seekers with disabilities. His insights not only reflect his personal experiences but also offer practical steps for navigating the job market with confidence and clarity. Here are some expanded insights that can empower you on your job-seeking journey.
Show Up and Follow Up: Be consistent in your job search efforts. Showing up for interviews and following up afterward sets you apart.
Be Honest About Your Disability: When you feel you’ve built a rapport with the hiring manager and you’re close to being offered the job, that’s a good time to discuss your disability and needs.
Present Solutions: If you can suggest practical accommodations that would help you perform better, do so. It shows initiative and eases the process for your employer.
Use Helpful Resources: Websites like AskJan.org can guide you on accommodations and how to approach the topic with potential employers.
Think of Future You: Consider not only your current needs but also how your condition might change over time. Keeping an open line of communication about your evolving needs can be crucial.
Embarking on a job search with a disability may present unique challenges, but it also opens up opportunities to showcase your strengths and resilience. Remember, your disability is part of your story, and sharing it can be a powerful step towards finding the right fit and fostering an inclusive workplace. Approach each opportunity with confidence, knowing that you bring a unique and valuable perspective to the table.
For Employers:
Myles emphasized the crucial role employers play in fostering an inclusive work environment. His insights are grounded in real-world experiences and success stories. Below are additional thoughts for employers on how to create a workplace that truly welcomes and benefits from the talents of people with disabilities.
Look Beyond Traditional Resumes: Don’t dismiss candidates with non-linear career paths or employment gaps. These can often be signs of someone managing a disability.
Rethink Interview Bias: Understand that not all candidates will be charismatic or fit the typical mould of a 'good interviewer,' especially if they have certain disabilities.
Ask, “What Do You Need to Succeed?”: This question can encourage employees to share their needs for accommodations without stigma.
Educate Your Team on Disabilities: Knowledge reduces fear. Teaching your team about disabilities can make your workplace more welcoming.
Foster an Open Environment: Encourage all team members to share their challenges and accommodation needs. This builds trust and understanding across the team.
As an employer, your efforts to create an inclusive environment have far-reaching impacts. It's about more than compliance or meeting diversity quotas; it's about building a workplace culture where everyone feels valued and empowered. By implementing these strategies, you’re not only enhancing your team’s diversity but also enriching your organization with a range of perspectives and skills that drive innovation and success.
Change Starts with Us
Talking with Myles made me think about how we can all make our workplaces more welcoming. It's not just about policies; it's about people. It's about understanding each other and recognizing that everyone has something valuable to offer.
To wrap it up, my chat with Myles wasn’t just informative; it was a game-changer for me (my wife says I say this too often). It's about shifting our viewpoint and seeing disability as a part of the makeup of every workforce. I believe we can make our workplaces not just inclusive but places where everyone feels they truly belong.
By educating ourselves and our teams, we can end these unfounded fears and embrace the advantages of a diverse workforce. This includes better retention rates, and an increase in creativity and innovation, thanks to the perspectives that people with disabilities bring. With the unique contributions of all employees, including those with disabilities, businesses can not only foster a more dynamic and innovative environment but also build a more compassionate and understanding team culture.
About Myles
Myles Wallace is a Disability Inclusion Partner for Peak Performers, a nonprofit staffing firm that’s been in business since 1994.
They staff businesses and government agencies who are passionate about hiring diverse candidates and building an inclusive work culture. As a nonprofit, they focus on recruiting candidates with disabilities and chronic medical conditions.
Myles looks at his work as changing the world one job at a time by building a workplace where all are valued and recognized for their ability, as opposed to their disability. Myles has a background in B2B sales, recruiting, and digital marketing.
Outside of work, Myles enjoys designing and playing hobby board games.
