How to Support Disabled Workers

“What adjustments/ accommodations do you need?” I used to dread being asked this question. Which is kind of ironic. Of course it’s an important question, yet we often assume that every Disabled person will automatically know the answer. Whenever I was asked, I couldn’t always give one. That frustrated me, and it often frustrated the person asking too. But here’s the thing, not everyone knows what adjustments/ accommodations are going to work best, especially when they start a new role. It can be frustrating and emotionally draining trying to work out exactly what you need. But if an employee doesn’t know, what can the employer do? The first step is to create a safe, supportive environment where uncertainty is acceptable. Instead of expecting the employee to arrive with all the answers, managers can ask open, non-judgemental questions such as: “Which parts of your role feel most difficult right now?” or “When do you feel most drained or blocked?” This shifts the focus from “What adjustment/ accommodation do you want?” to “What’s getting in the way?” Employers can also take a trial-and-learn approach. Adjustments don’t have to be permanent or perfect from the start. Small, temporary changes, such as altered workloads, different communication methods, flexible hours, or modified processes, can be tested and reviewed together. If something doesn’t work, that’s information, not failure. Providing guidance is key. Managers often have a broader view of the role and can suggest options the employee may not be aware of, drawing on previous experience, occupational health advice, HR, or workplace adjustment/ accommodation frameworks. External assessments or coaching can also help turn vague difficulties into practical support. Working with Disabled charities or specialist organisations can uncover options you may not have even considered. Regular check-ins matter too, particularly when someone moves into a new role. Needs change over time, and what worked before may not work now. Adjustments shouldn’t be made once and then forgotten. They need reviewing, ongoing feedback, and willingness to adapt. Ultimately, when an employee doesn’t know what they need, the employer’s responsibility is to collaborate, experiment, and listen, rather than placing the burden solely on the individual to figure it out alone. Collaboration is a two-way street. Employers can also help by creating resources that clearly explain day-to-day duties and responsibilities, alongside examples of the types of adjustments employees can request. This makes the process a little less daunting. Finding the right adjustments or accommodations takes time. It requires flexibility, patience, and openness to learning through trial and error, but the result is a more inclusive, supportive workplace for everyone. And an employee who hasn’t been left to figure it out on their own. Image Description in comments. #WednesdayWisdom #DisabledBySociety #Wokrplace #Adjustments

Are you an organization that would like to create a work environment that welcomes and allows everyone, including those with both visible and invisible disabilities, to thrive in 2025 and beyond? Here are 10 best practices for creating a disability-inclusive work environment: 1. Cultivate an inclusive culture: Foster a culture of respect, acceptance, and belonging where disability inclusion is championed by leadership and embraced by all. 2. Offer accessible hiring opportunities and processes: Ensure job postings, applications, interviews, and onboarding processes are fully accessible, with accommodations available upon request. 3. Provide disability awareness training: Educate employees and leaders about disabilities, inclusive language, and the importance of accessibility to reduce stigma and build understanding. 4. Ensure physical and digital accessibility: Design workplaces, tools, and technologies to be accessible, including ramps, assistive technology, and screen reader-compatible software. 5. Offer flexible work arrangements: Provide options like remote work, flexible schedules, and individualized accommodations to support diverse needs. 6. Create clear accommodation policies: Establish a transparent and responsive process for employees to request and receive workplace accommodations. Ensure the process of requesting and receiving reasonable accommodations is consistent, transparent, inclusive, interactive, and timely. 7. Engage disability employee resource groups (ERGs): Support and empower ERGs to provide insights, foster community, and advocate for inclusion initiatives. Ensure there is one (or more) ERG that advocates for accessibility and disability inclusion. 8. Incorporate universal design principles: Apply universal design to create environments, systems, and processes that benefit everyone, including people with disabilities. 9. Measure and monitor inclusion efforts: Track progress on disability inclusion initiatives through metrics like hiring rates, retention, and employee feedback. 10. Involve employees with disabilities in decision-making: Include employees with disabilities in policy development, product design, and workplace decisions—“Nothing About Us Without Us.” #DisabilityInclusion #Diversity #2025 #Accessibility #FutureOfWork #DEI #DEIA #Disability #Neurodiversity #Equity Image Text: Employees with disabilities can be productive and successful when the workplace is designed for everyone. @AsieduEdmund

Facilitating Inclusive Hiring for People with Disabilities: A Guide to Enriching Your Workforce In today's rapidly evolving workplace, fostering an inclusive hiring process is paramount. This approach not only enhances the company culture but also drives innovation by incorporating diverse perspectives. Specifically, facilitating inclusive hiring for people with disabilities remains a critical area for development and improvement. 1. Rewrite Your Job Descriptions: The first step towards an inclusive hiring process involves reassessing your job descriptions. Use clear, unbiased language that focuses on the essential functions of the job. Avoid jargon and unnecessarily stringent requirements that could inadvertently deter qualified candidates with disabilities. 2. Ensure Your Website and Recruitment Materials are Accessible: Accessibility is the cornerstone of inclusive hiring. Your company's website and recruitment materials should be accessible to everyone, including individuals with disabilities. This means implementing accessible web design practices, such as alternative text for images, screen reader compatibility, and keyboard navigation options. 3. Design and Host Inclusive Interviews: This could involve providing materials in accessible formats, offering sign language interpretation, or ensuring the interview location is physically accessible. Moreover, training your hiring team to understand and respect different disabilities can lead to more productive and respectful interactions, thereby fostering a welcoming environment for all candidates. 4. Promote a Flexible Work Environment: Embrace flexibility in work arrangements and consider offering part-time roles, remote work options, or flexible schedules. 5. Partner with Disability Organizations: Collaborate with organizations and advocacy groups that support people with disabilities. These partnerships can provide valuable insights into creating an inclusive hiring process and connect you with talented candidates. Additionally, such collaborations can enhance your company's reputation as an inclusive and socially responsible employer. 6. Implement Continuous Training and Awareness Programs: Education is key to maintaining an inclusive workplace. Regular training sessions for your employees on disability awareness, inclusive communication, and bias reduction can cultivate an empathetic and knowledgeable workforce. This ongoing commitment to education helps build a supportive environment where all employees can thrive. Inclusive hiring practices not only benefit individuals with disabilities but also enrich the entire organization. Fostering an inclusive environment is a continuous journey that benefits from regular reflection, adaptation, and commitment. Image Description: An abstract and artistic representation emphasizing inclusive hiring. #AXSChat #WeAreBillionStrong #InclusiveHiring #DEI #DisabilityInclusion #AutismAcceptanceWeek #Equity #SDGs

Stop labeling people 'high' or 'low functioning.' It’s inaccurate, stigmatizing, and useless for work. Use support needs instead. Why this matters: ➡️Functioning labels freeze people in place. Support needs change by task, context, and day. ➡️Labels judge the person. Support needs describe the environment. ➡️Labels don’t guide managers. Support needs tell you what to do next. Think in work-aligned supports (examples you can operationalize): •No/Drop-In Support: “Check in weekly. Written feedback works best.” •Moderate Support: “Brief daily huddle. Clear priorities. Calendar time for deep work.” •One-on-One Support: “Live note-taker for key meetings. Decision recap in writing.” •Daily Medical Support: “Predictable schedule. Private space for health tasks.” •High Behavioral Support: “Quiet room available. De-escalation plan. Choice in communication channel.” Manager/leader script (three questions): 1️⃣What helps you do your best work? 2️⃣Where does our process create friction? 3️⃣What does success look like for you and the team? Build it into the system: ⬇️Job posts: describe job demands and available supports, not “fit.” ⬇️Onboarding: document agreed-upon supports once—don’t make people re-explain. ⬇️Performance: assess outcomes, not optics. ⬇️Measure with a people-first lens: ⬇️Use a tool like Human Score™ across Work Design, Structure, Culture, Fairness, Decision-Making to see where supports are missing—and fix them. This isn’t softer. It’s smarter. Support needs make work legible. Labels do not. Want a one-page “Support Needs → Work Practice” worksheet? Comment “support”, and I’ll post it. 👍Like 🔁Share ♻️Repost #Neurodiversity #Autism #Autistic #DEI #DEIA #DiversityAndInclusion #Diversity #Equality #Equity #Inclusion #Workplace I'm an organizational culture specialist, speaker, and author. I help institutions build a better bottom line by harnessing the value of neurodiversity in the workplace, from the boardroom to the mailroom. 📚Buy my books: https://bly.to/oTBsyfL ♾️ Read my neurodiversity story: https://bly.to/1wg3wEo 💡Learn more: https://lnkd.in/eSW6zV4t Let's work together: https://bit.ly/4dOZG0E 'From Compliance to Community'™

Changing Minds Through Inclusion" When a tech company leader launched a disability-focused Employee Resource Group, he expected small improvements. What he got was a culture shift. Through human-centered design workshops and honest conversations, the team uncovered everyday barriers — and dismantled them. They learned that assistive tech isn't a crutch — it's a catalyst. Flexible policies, inclusive hiring, and accessible tools didn’t just support disabled employees; they benefited everyone. We don’t need to “fix” people. We need to fix environments. I’ve spent years watching talented people get overlooked—not because they lacked skill, but because the workplace was built for only one kind of mind and one kind of body. That’s why I created this detailed infographic on assistive tech and accommodations for disabled workers. It’s practical, visual, and made to help you actually do something—not just talk about inclusion. It covers tools like: Screen readers and Braille displays for blind employees Speech-to-text software for those who can speak but not type Noise-canceling headphones and quiet rooms for sensory sensitivity Accessible docs that help everyone focus better These aren’t expensive moonshot ideas. Most are already built into your software—or easy to implement with a bit of planning and a better question: What do you need to do your best work? Use this infographic to: Audit your current setup Support new hires without delay Train managers to notice access gaps before they become barriers Accommodations aren’t charity. They’re engineering. Let’s design workplaces that work for everyone. Drop a comment with your favorite tool—or one you wish more people knew about. #NeurodiversityAtWork #BuiltForInclusion Neurodiversity Foundation Kyrstyn Carcich Prosci Earth2Mars Image Description: A colorful infographic displaying various categories of assistive technology, including icons and labels for mobility aids (like wheelchairs and walkers), communication devices (such as speech-generating tools), vision aids (like screen readers and magnifiers), hearing devices (like hearing aids), and cognitive support tools (such as apps for focus and memory). Each category is color-coded, with simple visuals and brief descriptions to make the information easy to understand at a glance.

Do you know someone with a hidden disability? You do now - me. Over 1 billion people worldwide have one. So, you likely work with someone like me. Hidden disabilities are unseen conditions that can limit or challenge daily activities. Yes, they are “a thing” — and because they’re invisible, many people think of them as less serious or inconsequential. I have atrial fibrillation (AF), a sporadic and irregular heart rhythm that comes and goes without warning. Episodes last for 10 seconds or 12 hours. Sometimes I get out of breath or exhausted. *I have a disability, but I am not disabled. AF has not hindered my career. I just have to make accommodations if I have an episode. I share my diagnosis with you because my job is to help organizations create cultures where all employees thrive. You must know how to support people with hidden disabilities to do so. Here are some tips: 1.) Believe us. There are several reasons why an employee may choose not to share their disability with you - and that's OK. Don't push us to disclose. If we do, take our word for it. People with hidden disabilities are concerned that we won't be believed because our experience is invisible. It's a gift when you make us the trustworthy narrator of our own experience. 2.) Disclose, strategically. Create connection by appropriately disclosing your own relevant, personal information. By demonstrating vulnerability, you build trust and help us feel seen. 3.) Provide support without removing responsibility. We want to succeed! Ask us what our needs are and how you can help remove barriers ... “How do I set you up for success?” or “What can I do to support you so you can perform at your best?” 4.) Use inclusive language. Avoid terms like "normal" or "regular" when referring to people who don't have a disability. It can diminish our sense of belonging and demotivate us. 5.) Advocate for inclusive policies and practices. Implement flexible accommodation policies. Leverage Employee Resource Groups (ERGs), which create awareness of disabilities in the workforce and enhance acceptance. 6.) Check on ALL your employees’ well-being from time to time. During one-on-ones, ask, “How are you doing? I want to make sure you have all the resources you need." "What support or accommodations do you need? ☎️ I would be pleased to serve as a resource to you! Please reach out to me with any questions about supporting employees with hidden disabilities. #DEI #hiddendisabilities #inclusion #leadership #management #bestadvice

You don’t have to know who is disabled to support and accept them. You can build accessibility and inclusivity into your processes. You can give standard accommodation offerings that anyone can use - accessible technology, flexible scheduling, choice of chairs and desk, noise cancelling headphones, etc You can give multiple forms of communication to contact you or your organization. You can give quality training taking into account different learning and communication styles. You can give agendas before meetings. You can give clear expectations. You can be flexible. Most significantly, you can believe what people say they need, then provide it or just not stop them from providing it themselves. Disability inclusion doesn’t have to be complicated if we don’t complicate it.

Creating a Neuroinclusive Workplace: The Importance of Providing Clear Information When fostering neuroinclusion, one of the most effective strategies is providing clear, detailed information about the workplace environment. This can significantly reduce anxiety and help neurodivergent employees feel more comfortable and prepared. Here’s how you can improve inclusivity especially for neurodivergent hires who may be more anxious not having clarity over expectations. Physical space: Share details about desk arrangements, hot-desking systems, and how to book spaces. Offer a map or virtual walkthrough to familiarise employees with the layout. Highlight quiet areas for those needing focus or a calm environment. Hybrid working: If hybrid work is an option, explain how to arrange it and the policies around flexible work. Logistics and wayfinding: Provide travel options, including public transport and parking details. Add key landmarks near the office to aid pathfinding. Office rules: Be clear about dress codes, food policies, and guidelines for using perfumes. Make sure there's transparency around language, hierarchy, and how to take breaks. Support systems: Assign a “work buddy” to help new employees learn the unspoken rules and norms. HR policies: Offer clear explanations of policies and expectations, including job roles. Provide a glossary if acronyms are frequently used. By being explicit and organised in sharing this information, you help build an inclusive and supportive workplace for everyone.

Today is International Day of People with Disabilities. Of course, people with disabilities live with it every single day. However, we need these awareness days to start or make progress with conversations and actions. Here are things you can do to do that. 1. Listen to the voices of people with disabilities. 2. Be yourself. Always. When I start talking to someone who never met me, I see the subtle familiar change on their faces. They change how they talk to me. Some of them — unintentionally, I'm sure — talk to me like I'm 5 or obtuse. The key is to let me see your face and enunciate. Don't speak louder, please. It's easier to ask someone to speak up than say they're too loud. 3. Provide two modern communication options always. Online and in person. 4. Avoid assumptions and ask. Getting me an ASL interpreter without asking will deprive someone else who needs the interpreter. There's a shortage of interpreters. Let's make sure the right people have access to them. 5. Understand one person does not represent an entire disability category. Not all deaf folks sign. Not all deaf folks lipread. Not all deaf folks talk with their mouths and voices. The list goes on. 6. Involve people with disabilities from start to finish and beyond. Pay them for their time. Turning off the sound does not mimic the experience of a person who depends on captioning every day. Refer to No. 4 as companies and product development often make assumptions. 7. Hire qualified people with disabilities. They bring so much to your organization. Data shows that people with disabilities tend to be the most loyal and best workers who bring in more revenue for companies who hire them. The hiring process needs to change. 8. Make progress with accessibility every day. It can be small steps like adding alternative text (image descriptions) to images. Make captions part of your video creation process. 9. Skip using overlays on your website to fix accessibility. This isn't making progress. It's a step backward. 10. Avoid hiring speakers who know little about accessibility and disabilities. Some people with disabilities aren't qualified to speak on these topics. 11. Ensure XR, virtual reality, and augmented reality are accessible. 🔔 Tap the silent profile bell to catch the next post (Wow! 33k!) 👉 Follow hashtag #MerylMots to find all my content ❤️ Like this? Repost and add your thoughts in the comments 📧 Want to work with me? Drop me a line! #Disability #IDPWD #Hiring #Accessibility Image: White generic person figure with a flourish around its top half and International Day of People with Disabilities

4 tips on allyship for disability inclusion at work: 1. Work on your own discomfort with disability. That's something that you can take accountability to work on yourself instead of bringing your discomfort to your disabled colleagues or expecting them to resolve it for you. 2. Meet people’s access needs without requiring them to directly disclose their disability or "prove" it. How refreshing it would be if your disabled colleagues could simply state their access needs without being asked why or for documentation. I should be able to request captions without naming a reason. I benefit from captions. It doesn't matter whether I benefit from captions due to my hearing disability or if I had another reason like an auditory processing disorder or being an English language learner. Creating this kind of environment is transformative not only for disabled employees but for everyone. 3. Once you know about an access need, keep advocating without naming names. A specific employee might have an access need like a fragrance free space, but there is no need to name them when advocating in the future. Sample script: "This isn't accessible for everyone. We need..." 4. Be the person who asks this question: "Have we considered disability + accessibility?" You don't have to know all the best practices to create change. You can be the conversation starter and the one who makes sure disability and accessibility aren't left out. Is this helpful? What other suggestions do you have? #DisabilityInclusion #Disability #WorkplaceInclusion