Strategies to Address Ableism in Evolving DEI Environments

“Inclusion” without disability is still exclusion. (You don’t have to hate disabled people to be ableist) You just have to: - ignore disability in your policies & DEI strategy - treat ADA compliance as your only finish line - forget to budget for needed accommodations - hire for “culture fit” but avoid disabled talent Ableism doesn’t always sound like hate. In fact, ableism is usually just silence. Silence around underrepresentatuon Silence around reasonable accommodations Silence around stigma & bias toward disability That’s what this iceberg shows. Above the surface: good intentions. Below the surface: harmful inaction. As a person with a visible & invisible disability, I get frustrated for a few reasons but the main issue? Disability inclusion isn’t charity. There’s a clear business case for disability inclusion. Companies that lean into disability inclusion earn: 28% higher revenue 30% higher profit margins Still, 90% of companies claim to prioritize diversity but only 4% include disability in their DEI efforts. The human case is there. The business case is there. So what’s missing? Change. But what does real change look like? It’s not just a wheelchair icon or checking a box. It’s: - listening to disabled voices - auditing ableist hiring practices - measuring equity, not just optics - hiring/promoting disabled leaders - funding reasonable accommodations Ableism is the iceberg. Don’t let your culture sink with it. ♻️ Share so we can end ableism #DisabilityInclusion #EndAbleism #InclusiveLeadership #AccessibilityMatters #EquityInAction [image description: A graphic on a tan background that shows an iceberg in the middle. The title says the ableism iceberg and above the water is six statements: everyone is included, we don’t discriminate, disability imagery, ADA compliant, disability ERG, inclusion matters. Below the water it says what’s missing: no disabled bleeders, systemic in accessibility, ableist policies, ablest hiring process, invisible disability bias, neurodivergent erasure, no accommodations budget.]

It’s time to progress accommodation into appreciation. The real barriers for people with disabilities aren’t our bodies. It’s how society perceives us. Too often, outdated perceptions and ableism keep talented people from contributing fully in the workplace. Here are bold ways to combat ableism in the workplace: - Ditch the "Inspiration" Trope: Disabled professionals are leaders, innovators, and changemakers, not feel-good stories. Hire, promote, and pay us accordingly. - Audit Your Work Culture: Are accessibility and inclusion woven into decision-making, or are they afterthoughts? If the latter, it's time to rethink your approach. - Redefining "Professionalism" Bias against mobility aids, neurodivergent communication styles, or flexible work setups is ableism in disguise. Make space for diverse ways of working. - Invest in Disabled Leadership Diversity at the top transforms company culture. Actively mentor and elevate disabled professionals into leadership roles and around boardroom tables. - Make Accessibility Proactive, Not Reactive Waiting until someone requests an accommodation is too late. Embed accessibility into hiring, meetings, events and product design from the start. Let’s build society and workplaces that don’t just include disabled people but value, consider, adapt for and empower the path. Video description: Alycia sitting in a wheelchair wearing white top and jeans speaking at an event. #Disability #Leadership #Ableism #Inclusion #Workplace #Accessibility

Many Disabled folks face a dilemma when applying for a job. Do I request an adjustment/accommodation? Our past traumas tell us we know what happens when we share this information. The internalised ableism tells us we don't need the adjustment/ accommodation. So we are faced with a dilemma, advocate for yourself or say nothing. But what happens when we ourselves don't know what adjustments/ accommodations would support us? There's no handbook on how to be Disabled, and what works for one Disabled person, may not work for another. So how can organisations ensure that their recruitment process reassures, supports, and provides a candidate the confidence to request an adjustment/ accommodation if they so need? 1) Review the accessibility of your website. Create a section on your site that tells us what you are doing to create an inclusive accessible culture that retains Disabled people. 2) Use imagery that represents Disabled people in the workplace. Not only wheelchair users but also folks using adjustments/accommodations, stimming tools, etc. 3) Be sure your team has been trained on accessibility, adjustments/ accommodations, and ableism. 4) Check job adverts for ableist bias and language. (Ableist Bias - saying things like “must have a driving licence,” but driving not being a necessity for the role.) 5) Add an accessibility/accommodation statement to the job posting, with a point of contact for support or questions. 6) Offer alternative formats for applications. 7) Create a downloadable/ sharable resource pack for candidates. Provide information on adjustments/accommodations and give examples of what can be offered. Make sure it's accessible. 8) Add an accessibility/accommodation statement to email signatures. For example, “If there is a more accessible way to correspond or you need an accommodation/ adjustment at any time, please get in touch.” 9) Provide an outline of the next steps at all stages. Be sure this is clear and direct. 10) Provide interview questions ahead of time. 11) Be flexible. We all don't think, learn, or process things the same way. Offer alternatives, in-person interviews/remote, flexible interview times, etc. Well, that's some of my thoughts anyway. What would you add? Image Description: A dark background with outlines of stick figures representing non Disabled folks. Scattered across are solid blue and orange stick figures representing visible and non-visible Disabilities. A white text box centred reads, "Many Disabled folks face a dilemma when applying for a job. Do I request an adjustment/ accommodation?.” #FridayFeeling #DisabilityInclusion #DiversityAndInclusion ##Recruitment

Sometimes, disability isn't a physical limitation, but a consequence of a broken system. A system lacking true Diversity, Equity, Inclusion, and Belonging (DEI&B). 🤲 Diversity. Our Boardrooms are filled with brilliant minds, but are they diverse in thought and experience? The absence of individuals with disabilities can create a blind spot, hindering our ability to understand and serve a wider customer base. ☝️Equity. Do we have a level playing field for all ideas? Without accessibility features, communication tools, and inclusive practices, talented individuals with disabilities might be unintentionally excluded from the conversation. 🤝Inclusion. Do we foster an environment where everyone feels comfortable contributing? 👏Belonging. Do board members with disabilities feel truly welcome, valued, and supported? Can they be themselves and contribute authentically without fear of judgment? Unconscious bias can lead to dismissive attitudes towards ideas or perspectives that seem "different." Talented individuals with disabilities are present, but their voices are unheard, their potential untapped. They may even choose to leave the conversation altogether, feeling unwelcome or unsupported. This lack of DE&I creates a real disability. A disability to access opportunities, contribute meaningfully, and fully participate in the Boardroom. 🤷♂️What can we do? 1️⃣ Champion DEI&B initiativesthat actively seek and support Board members with disabilities. 2️⃣ Embrace accessibility from physical spaces to communication tools to inclusive language. 3️⃣ Challenge unconscious bias through training and open dialogue. 4️⃣ Create a culture of psychological safety where everyone feels comfortable speaking up and sharing their perspectives. By building a truly diverse and inclusive boardroom, we dismantle the invisible disabilities that hold us back. We tap into a wider pool of talent, gain new insights, and ultimately, make better decisions for our organizations.

One of our core goals at Neurodiversity in the Workplace is to reimagine how we support neurodivergent professionals—not just with accommodations, but with proactive, inclusive design. Too often, workplace accommodations are reactive. An employee has to: - Realize they need support - Navigate the internal request process - Wait for review, approval, and implementation This process can be time-consuming, stressful, and inefficient—not just for the employee, but for the organization. And here's the irony: most accommodations that are being processed cost little or nothing. According to the Job Accommodation Network, 56% of accommodations cost $0 to implement. Yet the delay and administrative overhead involved in getting to that solution often costs more than the support itself. So instead of waiting for someone to request what we already know many employees will need—we should flip the script to build those supports into the system from the start. Imagine if we took the most frequently requested accommodations and made them default features of the workplace through tools like: Universal supports, Manager toolkits, Built-in flexibility, Employee benefits additions, Open-access resources, etc... The tools already exist. The need is already clear. I'm focused on helping employers shift from reactive adjustments to proactive inclusion strategies—not just because it’s equitable, but because it’s also smart, scalable, and cost-effective. I’m excited to keep partnering, building, and sharing these solutions—and I invite others here to advocate for common-sense solutions, and share any ideas or examples where you have done this in the comments! #Neuroinclusion #Accessibility #UniversalDesign #Neurodiversity #FutureOfWork #DisabilityInclusion #HR #DEI #Leadership #WorkplaceInnovation