Disability Inclusive? Supporting Everyone to Thrive.

Michele Mutogo shares how leaders can practically support people with disability to thrive in the workplace.

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“I wish for a world that views disability, mental or physical, not as a hindrance but as unique attributes that can be seen as powerful assets if given the right opportunities” 

Oliver Sacks

Oliver Sacks understood that disability represents an opportunity.  An opportunity to provide reasonable accommodation to ensure that everyone participates fully in society. 

A lot of people choose to see disability as a hindrance, though.

As something that comes with a cost.  

In fact, disability can offer an opportunity to learn, as I learned when I joined a new organisation where people with disabilities made up 40 percent of the workforce

Asking Myself, Who has the Disability Here?

On my first day, I passed a group of Deaf people who were communicating amongst themselves.  

I tried to greet them, but I did not know Sign Language. I was at a loss on how to communicate with them, while they communicated easily amongst each other. One of the group pointed to their phone, indicating that I could type what I wanted to say. 

In that moment I realized that I was the one with the disability.  I was the one needing to be  accommodated. I later walked around the office and saw posters that asked everyone to use Sign Language when a Deaf person was present. 

That day I gained a new appreciation of inclusion and the relativity of disability.  

As a human rights lawyer, most of my work involves advocacy, public policy analysis, strategic litigation and generally empowering people with disabilities. What assists me in bringing about any change in the systems in Zimbabwe is a genuine appreciation of challenges faced by persons with disabilities. Like the lesson I learned that first day. 

Reasonable Accommodations or Unreasonable Assumptions about Disability?

Many people frown upon the idea of reasonable accommodation for people with disabilities.

They point to higher costs such as paying a Sign Language interpreter or adding reading material in braille.  Despite the many apps that assist with these efforts for free, many organizations are reluctant to hire people with disabilities.  

In my work I have met a lot of people with disabilities with the most brilliant of minds. Most grew up knowing that acceptance does not come easily for them in society and that they have to work twice as hard, just to be shortlisted for an interview. 

Yet all organisations see an additional cost.

Hiring people with disabilities should not cost more than hiring someone without a disability. Accommodation for most people with disabilities is not as costly as many imagine. When there is a cost involved, it often comes with tax incentives to help.  

Still too many companies overlook people with disabilities without really exploring how feasible it would be to accommodate them. 

Or even asking about the benefit beyond the cost.

Leaders, Lead the Way.

Leaders have a key role to play if we’re to change this reality.

I want to share a few ways that we can better lead our organisations and work to be disability inclusive:

• Change the culture and the practices in how you hire. People with disabilities are less likely to succeed in “standardized” hiring practices that are inherently built for candidates without disability.   Leaders must be more involved when it comes to hiring, structuring the process so all candidates can shine.  Leaders must also be explicit in communicating the importance of including people with disabilities. 
• Acknowledge, understand, and embrace the different natures of disability. Some people acquired their disabilities later in life. Others were born with them. Some have invisible disabilities. Others are visible. While disability impacts people of all backgrounds, people with multiple marginalized identities, such as women or people of color, face double discrimination. By seeking to understand these intersectional issues and acting to support people with disability in their full diversity, everyone is more likely to succeed.
• Leverage your funding. Ensure that your grantees or those who you buy from do the same. You would not fund programs or sponsor events that deny access to women or people of color. The same should be true for discrimination against people with disabilities. Using your funds wisely can make a big impact, supporting organizations to intentionally include people with disabilities.

Above all, make sure people living with disabilities are part of the solution. 

People with disabilities are prepared to contribute their lived experiences to problem-solving and deserve a seat at the table.  Their unique attributes are real assets for collective success.  

It’s up to us as leaders to create the opportunities for that to happen.