As of the time of writing, disabled individuals continue to face inequality in the employment sector. Talents and skills are being overlooked. People with visual impairments are being confronted with obstacles even before they have had the opportunity to show their worth.
However, when these opportunities are presented to disabled individuals, employers are left with doubt and the question of how to best support their disabled staff.
That is not the way it ought to be.
Employing individuals with disabilities is not as difficult, expensive, or time-consuming as one might assume.
Being in the company of extraordinarily supportive coworkers who go the extra mile to ensure that you can perform your duties without difficulty is an extremely fortunate experience. They offer their support in any way possible. However, you should not feel fortunate, as that should be the norm.
Learn about disability
You should take the time to learn. You don’t have to say that you know everything. Everything you need to do is learn and understand.
Look into the different types of disabilities. Pay attention to the things that disabled people care about. Find out more about disability and language, and then think about how you can use what you’ve learned at work.
Knowledge is indeed power!
You don’t need to act like you know everything. As an expert, there is a big difference between doing it because you think it’s the right thing to do and knowing because you care.
Acknowledge available reasonable accommodations and support
Without help and reasonable changes, many of us would not be able to do our jobs. They make it possible for us to do our job well by getting rid of any problems that might come up.
Here are some examples of reasonable adjustments:
- Flexible working
- The choice to work from home
- Talking about work schedules and hours
- Specialized tools
- Rest breaks
The best thing you can do is work with other people.
If you aren’t sure of something, ASK
People who are disabled don’t expect you to know everything there is to know about them.
People would much rather you ask and get it right than guess and get it wrong, which would be frustrating for everyone.
You should ask first, because it’s okay to say you don’t know. We all need to ask questions sometimes, whether they are about disabilities or not.
There’s nothing wrong with asking questions that you only mean well. Make sure you have a good reason for asking, not just to be nosy.
Remember that the experiences of each individual are unique
If you have a disability, what works for one coworker might not work for another. Disability isn’t a solid thing; everyone has their own experiences with it.
If two coworkers have the same or a similar disability, don’t talk about their jobs together. Also, saying things like “but they did it” isn’t helpful or inspiring.
Everyone is unique, and they all work in their way. Use it as a chance to learn new things and get smarter.
Think about how you can include everyone.
Don’t assume what they can’t do
Assuming an individual’s capabilities is rather discouraging for that individual.
Nobody knows a person’s capabilities better than that individual.
If you believe that a person’s disability could prevent you from completing a task or undertaking a project, follow their lead and collaborate to find a solution. Individuals with disabilities may be required to devise their solutions to accomplish a task in an accessible manner. That is completely fine. Accept it.
Address their capabilities rather than their limitations
There exists an inaccurate narrative that disabled individuals are incapable of maintaining employment, much less achieving success. Individuals with disabilities will benefit from your organization.
One’s miserable state is the result of fixating on their limitations. It does not foster a pleasant setting for any individual.
Instead, emphasize the capabilities of your disabled staff. Recognize their strengths. Improve upon their abilities. Motivate them to seize opportunities as they present themselves.
Final Words
It is not always necessary to make assisting disabled coworkers complicated or challenging; the smallest of gestures can often have a significant impact.
You are not required to panic or alter your behavior toward us. We desire for you to have faith in us and acknowledge our capabilities.
In what additional ways can you assist your disabled colleagues? Please express your thoughts in the following comments section.