Is Your Workplace Inclusive?

I am preparing for a talk I will be doing soon in Lexington KY and the topic is “inclusive workplaces.” It is a macro perspective on addressing employment realities for people with disabilities. In this challenge, the data shows that close to 76% of people with disabilities (physical, cognitive, or emotional) are unemployed, or under-employed. Given that there are close to 60 million Americans with disabilities who are of workforce age, that is a lot of people not in the workforce. The irony is that most of these people would love to have the opportunity to work.

Now, this is not a new problem, and rehabilitation specialist have been trying all kinds of strategies and approaches over the years to address this issue. But most of these approaches have been “micro” oriented. That is, they have attempted to better job-train folks, or to provide job coaches to assist the person with a disability…….and, some of these measures have been helpful. Still, the struggle persists.

For my talk in KY however, I plan to take a “macro” look at this issue, and to explore workplace inclusive strategies. That is, how the workplace shapes up from a macro lens and workplace infrastructure analysis. In looking at the following issues, how does your workplace measure up?

• Is it easy to get into, and is it accessible? This includes more than just ramps and such, but, are the halls wide enough, and the floors smooth enough for a wheelchair or walker? Are there sharp corners, or rises in terrain? If you had to use a wheelchair for a while, how would that impact your work?

• Equally, is the outside viable and easy to get around.? Are there safe, accessible, and usable outdoor spaces to enjoy around or near the work site? Again, if you had to use a wheelchair, what would that outdoor space be like?

• Does it have an “attitudinal” friendliness? That is, do people not just tolerate difference, but do they look to seek it out? Are people welcomed at the water cooler? How would you size up the workplace culture?

• Are there regular opportunities for social connection, and if so, do people create separate cliques or groups, causing others to feel left out?

• When post-work activities are planned, like going for a drink, or company picnics, is there conscious effort to plan for others who might have a disability?

These are just some things to consider when doing a “macro” analysis of the workplace infrastructure and culture…..and, if we don’t tend to these realities, all the micro job preparation will never lead to parity in employment opportunities.