One of the best feelings during a presentation is having so many questions to answer that we run out of time! At the ATD Rochester ROCTalent Summit, we had so many great questions about Making Work Accessible that I couldn’t answer them all. So, as promised, here is the follow up Making Work Accessible Q&A, with the answers to all of your burning questions!
Making Work Accessible and Inclusive Q&A | April 2024
Q&A on Disability Disclosure
Why do they ask about disabilities on job apps and what do they do with that data? Also are replies anonymous and/or confidential?
We talked about this live, how there is always the potential for information to be used to discriminate. However, when companies track disability data on applications, the purpose is for government agencies working on equal employment opportunities. This part of the employment application is often (but not guaranteed always) separate from the hiring manager’s view.
What % do you think answer honestly about disabilities questions on job apps?
I think it’s probably impossible to tell, for many reasons. Individuals with disabilities often choose not to disclose their disability out of concerns that it could result in lack of respect, isolation from management or peers, a decrease in job responsibility, lowered expectations, being passed over for promotions or transfers, or increased likelihood of termination. Research supports many of these concerns, suggesting that disclosing disability can put job applicants and existing employees at a disadvantage. Even in cases where concerns about discrimination are not present, individuals with disabilities may not disclose simply because they feel that their disability is not relevant to their job performance.
How do you ensure candidates disclose their needs?
This question was discussed live, with ideas for creating an inclusive environment where disclosure is welcomed and appreciated. Best practices include avoiding disability-specific questions in the application and interview process, focusing on whether the candidate can perform the essential job duties “with or without reasonable accommodation,” assuring applicants and employees that their disability information is confidential and separate from the hiring and advancement process, and promoting a culture of open communication and acceptance where employees feel comfortable discussing their needs. Also consider offering disability awareness training and other support for managers of employees with disabilities.
Q&A on Ableism
When you look into a company, what is the most shocking ableist situation you’ve seen?
I answered this question live, with an example from my own experience (and posted a follow-up thought on LinkedIn too). A former employer told me I could only use Intermittent FMLA on certain days and times that were convenient to the business – as if I got to pick and choose the days I had a flare-up, doctor’s appointment, or otherwise impossible-to-navigate day. Now I know how the FMLA law works, and although I chose to handle my situation without getting the law involved, many resources are available for employees (and applicants!) looking for accommodations or other inclusive practices at work. Ask JAN is one wonderful resource for both individuals and employers.
What subtle ableist situation do you see often, that most aren’t aware is ableist?
One common subtle ableist situation many overlook is the concept of productivity as a measure of worth at work. That can be incredibly problematic, because people with disabilities may have different work styles or require breaks that some might not. Requiring a constantly busy and output-focused style excludes those who function differently. Also, when someone with a disability isn’t meeting a certain productivity standard, there might be a suggestion of needing to “push through” or “work harder.” This ignores the reality of the disability and implies it’s something to overcome rather than manage. This relentless pressure to be productive can negatively impact mental health as well, especially for those with conditions like anxiety or depression.
To overcome this ableist attitude, recognize that valuable contributions can come in different forms and speeds, and judge performance based on the quality of work produced. Encourage open communication about workload and needs. This allows for adjustments and accommodations to optimize each individual’s work style.
Asking the Tough Questions!
What strategies can help get leaders and others with power put their money where their mouth is on actually being inclusive and accommodating – when people need things that “aren’t in the policy”?
It was in the middle of this question where we got cut off! Some of the most persuasive strategies I’ve had success with are using statistics and stories. There are many powerful statistics about disabilities (many of which you’ve heard in my presentations) that can help convince others of the importance of accessibility and inclusion. I also share stories from my own experiences, and encourage others to do the same by finding that story of the person your accessibility changes have helped in your workplace. Stories connect us emotionally to other humans, and they can be a powerful tool when it comes to persuasion.
What I didn’t get to share, however, was more on this topic: making the business case for inclusion. Gather data on how inclusion can benefit your company. Lower turnover, a wider talent pool, and increased innovation are all potential advantages. Emphasize that small accommodations can lead to greater employee loyalty and productivity. Along with sharing success stories within your company, find leaders to actively champion accommodation requests and demonstrate flexibility. This can set an inclusive tone for the whole organization through their example.
Do you have any tools/ideas for creating inclusive reform within an organization, so that everyone has a seat at the table without also having too many “hands in the pot”?
I think the best way to pick apart at this question is through the lens of how we’re gathering the data we want to use to make changes within the organization. How do we make sure all voices are being heard, without overwhelming our efforts? There are a few ways I think we can do this. Empower employee resource groups representing different backgrounds to gather feedback and concerns from their communities. You can also use anonymous surveys to capture honest opinions and ideas from all employee levels without fear of judgment. You may want to organize focus groups with diverse representation to ensure a range of perspectives are considered.