Creating an inclusive workplace is about more than just policies; it’s about how you respond to your employees, especially when they disclose a disability. Here’s an illustrative example and actionable advice on how to handle such disclosures with empathy and professionalism, avoiding microaggressions and discrimination.
Key Messages
- Be Prepared for Disclosure: Employers should expect and be prepared for employees to disclose disabilities, visible or not.
- Avoid Surprises: Don’t treat disability disclosure as a surprising event. Disabilities are common, and your workplace should be proactively equipped to handle them.
- Don’t Question the Timing: Avoid asking why the disclosure wasn’t made earlier. Understand the legitimate reasons why someone might delay disclosing a disability.
- Complimenting Speech or Appearance: Comments on how well someone speaks, or their accent can be microaggressive and remind them of past traumas.
- Avoid Comparisons: Comparing one disabled person to another is inappropriate and can perpetuate misconceptions.
- Focus on Accommodations, Not Limitations: Ask about what accommodations are needed, not how the disability might impede job performance.
- Avoid Condescension: Statements like “Good for you!” can be patronising. Treat disabled employees as capable professionals, not as exceptions.
Recognising Microaggressions and Discrimination
- “Any other surprises?”: This question implies that being non-disabled is the norm and that a disability is an unexpected anomaly.
- “Why didn’t you tell me?”: This can come off as accusatory and ignores the potential consequences the employee might have faced if they disclosed earlier.
- “You speak so well”: Complimenting someone’s speech can inadvertently remind them of past traumas and forced assimilation.
- “You only have a little bit of an accent”: Comments on speech accentuate differences and can be otherising.
- “I’ve met other Deaf people”: Avoid making comparisons that are based on misconceptions or stereotypes about disabilities.
- “How were you going to do X, Y, & Z?”: Asking this in an accusatory manner undermines the employee’s capability and planning.
- “It’s not a problem for me”: While well-intentioned, this can come off as condescending. It’s not about personal comfort but legal and ethical obligations.
- “Good for you!”: Praising someone for simply living their life can be patronizing and reduce their achievements to overcoming disability alone.
What Should Happen?
- Acknowledge and Appreciate Disclosure: Start by thanking the employee for sharing their disability.
- Reassure Job Security: Clearly state that their position is not in jeopardy and that the company trusts their abilities.
- Offer Accommodations: Ask what accommodations are needed and provide examples of what has been done previously, showing readiness to support.
- Avoid Inappropriate Comments: Refrain from comments on speech, appearance, or comparisons to others.
- Focus on Inclusivity: Foster an environment where disabled employees feel supported and included without being singled out.
Tips for Employers
- Educate Yourself and Your Team: Understand different disabilities and how to create an inclusive workplace.
- Have Policies in Place: Ensure your company has clear policies and procedures for accommodation requests.
- Provide Training: Regularly train staff on disability awareness and sensitivity.
- Be Proactive: Don’t wait for an employee to disclose; have inclusive practices already in place.
- Create a Supportive Environment: Encourage an open dialogue where employees feel safe disclosing disabilities.
- Follow Legal Guidelines: Adhere to legal requirements regarding disability accommodations and anti-discrimination laws.
Conclusion
Creating an inclusive workplace for disabled employees is straightforward if approached with empathy and a willingness to learn. By understanding what microaggressions and discrimination look like and knowing how to respond appropriately, employers can foster a more supportive and productive work environment. Actions, not words, are what truly make a difference.
Top of Form
Bottom of Form