Working with a disability presents many different physical and mental challenges. Employers fail to realize that many people with disabilities (PWDs) are qualified and able to work and continue to miss out on hiring PWDs. Disability inclusion goes beyond just hiring people with disabilities, it’s about accommodating those in need and valuing all employees for their strengths. Although I haven’t experienced being turned away from a job by having a disability, I often experience a lack of resources needed to perform tasks.
The Significance
The importance of this issue can be used to spread awareness about how people with disabilities are often portrayed and fight the stigma that has been created against them. Denying positions to those with disabilities is only hurting narrow-minded companies by excluding PWDs from employment.
The motivation behind this article is my constant struggle to prove myself in a work environment. Social stigmas that surround disabilities can be disappointing. Oftentimes, I find that my employers underestimate my abilities and misunderstand me. I am fully transparent when it comes to my disability, but I often receive pushback from my disability and usually feel unsupported and frustrated in the environment I am in.
Specific Situation
When I was working with a previous employer, many occasions made me feel poorly about my performance. This company commended itself on accepting differences and being transparent, I felt comfortable going to my supervisor and letting her know how I was feeling and making her aware of my disability. She responded first by stating that she had never been tested for the disability but that she might also have the same disability. I was frustrated by her response because many people assume they have this disability by self-diagnosing off of one or two symptoms they may have. I stated that I may need extra resources to perform tasks to the best of my ability. After our conversation, nothing changed, I didn’t receive extra help, resources, or accommodations. A couple of months after, they let me go with no explanation, I felt very embarrassed and unconfident and was left with no feedback to improve on for future employment. Although they never specifically stated why they let me go, I can assume it was because of my disability due to the events leading up to it.
Final Thoughts
The unemployment rate for persons with disabilities was 10.1 percent in 2021, in 2019 it was 7.3 percent, according to the U.S. Department of Labor. It is imperative to understand that 20 percent of all Americans have a temporary or permanent disability and that we represent an vital portion of society. Discrimination towards those with disabilities should not have any place in a work environment. Yet, the stigma is still prevalent within the workplace and people with disabilities are often treated as second-class citizens and are not provided with the necessary accommodations to perform work tasks.
Disability employment is surrounded by myths, fears, and stereotypes rather than experience, skills, and abilities. It is important for leaders and workplaces to create an inclusive environment, including hiring qualified people with disabilities. It is not enough for companies to hire those with disabilities and to claim they are a diverse workplace. Companies need to put their words into action and accommodate people with disabilities and their needs. Workplace accommodations can be simple but effective ways to level the playing field so employees can do their best work. Accommodations can include visual communications such as written instructions, checklists, and emails that include important recaps. Another suggestion is environmental and structural supports such as remote work options, wheelchair-accessible, and ergonomic workstations.
- Disability at Work – by Grace McGahey - March 22, 2023