Disability Inclusion: a Crucial Aspect of Diversity, Equity and Inclusion Efforts

The term “disability inclusion” has been a major issue for a lot of companies when it comes to their DEI (Diversity, Equity and Inclusion) efforts. Many don’t know where to begin and aren’t sure how to accommodate employees or potential employees who are disabled. Some might even think that the beginning and end of their disability inclusion efforts simply involves making their office wheelchair accessible. While that might be a good place to start, disability inclusion means so much more.

According to the CDC, disability inclusion means that those with disabilities have the same opportunity to participate in every aspect of life as those without disabilities. It should lead to increased participation in all social activities and expectations – work, family, friends, community – to the best of the disabled person’s abilities and desires. From a company standpoint, figuring out how to accomplish this starts with understanding a few nuances.

Disabled vs. Impaired: What’s the Difference?

While many people might use these terms interchangeably, they actually have different meanings. Let’s look at the World Health Organization definitions for each of these terms, and then apply real-life examples.

• Impairment: any loss or abnormality of psychological, physiological or anatomical structure or function.
• Disability: any restriction or lack of ability to perform an activity in the manner or within the range considered normal for a human being.
• Handicap: the result when an individual with an impairment cannot fulfill a normal life role.

So what does all of this mean in layman’s terms? Say someone is born blind, and unable to read books, newspapers or the Internet. Because of this, they find they’re prevented from attending a public school or having a “normal” job. Being born blind is the impairment. The inability to read is the disability. The obstacles to participating in things that others would freely have access to is the handicap.

It’s important to understand the distinction between these terms, because inclusion means not letting the disability become a handicap. If that person is provided with some assistance, they would be able to read just as well as anyone else.

So, “disabled person” or “a person with disabilities” is the correct way to refer to someone with a disability. Making something “handicap accessible” is no longer correct; you would just say “accessible.” For a full list of affirmative phrases, here’s a resource to help you use respectful language.

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Want to learn more about DEI? Check out Diversity, Equity and Inclusion in the Workplace

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Correct terminology may seem performative, but it’s all about empowering those with a disability and helping them feel respected. In 2019, Major League Baseball ceased referring to injured players as being on the “disabled list” and now refer to it as the “injured list.” This is because referring to injured players as “disabled” makes it appear as if those with actual disabilities can somehow be “fixed”; that they can somehow get rid of their disability if they just try.

A disability isn’t something to be ashamed of, so understanding correct terminology is part of avoiding the perpetuation of misconceptions and stereotypes.

According to Census data, one in five people in the U.S. has a disability. Each is unique and requires individual attention. It’s impossible to cover all scenarios here, but hopefully the above examples gives a good idea about why words matter and how they can give proper representation to those with a disability.

How Can Your Company Be Inclusive?

Having an understanding of appropriate terminology is an important first-step towards creating a company culture of inclusivity, but what are some tangible, productive things your company can do to ensure those with disabilities feel welcomed and respected?

• Communicate: It’s ok to ask the person with a disability how best to accommodate them and their impairment. Each person is unique, and even if you have two employees whose disabilities are very similar, they might have very different needs for accommodation. Do they need extended time to complete tasks, a quiet workspace, or a modified keyboard? Just asking is the best way to help.
• Check EEOC resources: Find out the best ways to ensure that your company provides job applicants and current employees with the resources they need to perform to the best of their ability.
• Hire an expert: A disability inclusion expert or advocate can be contracted to help your company figure out how to be more inclusive in a way that’s beneficial for everyone.

It can be overwhelming trying to implement and maintain a successful disability inclusion program.

Half the battle is just trying to be accommodating and understanding. You might make a mistake in your efforts, but biomedical ethicist and disability inclusion expert Christine Wieseler refers to something called “epistemic humility.” This is the awareness that there are limits to your knowledge and your ability to acquire it. It’s not possible to fully understand another person’s challenges and needs, so don’t try to assume.

Remain open and understanding, and you and your company will be well on their way to being more inclusive.

An inclusive workforce is better for everyone’s mental health. People with impairments of any sort, visible or invisible, should have the comfort and confidence of being seen and valued. Companies who make an effort towards this will likely find a happier and more fulfilling work environment.

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Brian Clausen is a copy editor at SkillPath. He has been with SkillPath for three years, and his writings have appeared on LendingTree, Shutterfly, and Dopplr.

Steve Brisendine is a Content Creator at Skillpath. Drawing on a 32-year professional writing and journalism history, he now focuses on helping businesses discover new learning opportunities, with an emphasis on relationships and communication. Connect with Steve on LinkedIn.