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Creating an Inclusive Workplace for Employees with Disabilities

Four people sitting around a table working. A man in a gray suit sitting in a wheelchair next to a smiling woman in a striped shirt. A man leaning over the table wearing a white dress shirt and dark slacks. There’s also another man slightly out of the frame sitting at the table wearing a blue shirt and gray pants.

A disability can happen to anyone at any time. Circumstances can be temporary, like following an injury. Disabilities can also be long-term due to chronic medical conditions. In fact, 75 percent of disabilities are not visible, but can still have significant impacts in many ways.

We’re focused on maintaining and evolving an inclusive culture that engages colleagues with all abilities in a safe, welcoming place where people can thrive. The following tips are a few ways that we hope to make individuals at our family-owned company feel even more included and encouraged to be their authentic selves. These tips can also help you thoughtfully interact with people at work and in daily life.

1. Create situations that are inclusive

Imagine you’re at a work event and you see a great spread of food, but you’re limited to what you can enjoy because you’re living with diabetes. Or you’ve been invited to go on a walk with a colleague at lunch, but then cancel because you’re experiencing shortness of breath from chronic obstructive pulmonary disease (COPD).

When planning team meetings or outings, we consider the needs of all the people attending. It’s easy to think you’re putting together something fun and not realize that you’re inadvertently excluding others or making it difficult for them to participate. We find it helpful to encourage employees to think of options for diverse needs and offer activities that are easily accessible.

2. Encourage networking among diverse groups

We have a National Combining Abilities for Business Success (CABS) group that all employees can join. The group is instrumental in helping colleagues:

  • Better understand what it’s like living or caring for someone with a disability
  • Share experiences to create connections and have voices heard
  • Provide different perspectives that can improve empathy of others
A diverse group of people lined up at a table looking at paperwork and smiling.

3. Set a positive tone

Managers set the tone for their teams. They play a significant role in creating a supportive workplace and demonstrating how to be empathetic without isolating employees with disabilities. We encourage collaborative relationships with those around us. We also empower employees to speak up if they see biased behavior or stereotyping.

4. Understand what others are experiencing

We have no idea what someone is feeling until we experience it ourselves. We emphasize using supervised immersion sessions to help our employees and managers see the world through the eyes of others.

5. Be mindful of how you communicate

It’s important to avoid words and actions that make a distinction between employees. Instead of defining someone as blind, refer to them as a person living with blindness. Also, instead of saying ‘chronic diseases’ use ‘chronic conditions’. If you’re unsure about the best language to use, ask the person directly for their preference. These small acts are a sign of respect.

We also recommend including ASL signers or closed captioning at meetings to assist those with hearing impairment. It’s also important to be patient when someone asks you to repeat something.

6. Use progressive office design

Organizations with workspaces that help accommodate people create a more supportive, inviting environment. For example, we use ergonomic tools and have accessible rooms to promote good health at work and reflect the diverse needs of our employees.

As you use these tips, remember we can all make a difference simply by being open and respectful, while regularly encouraging others to do the same. Read more on our diversity and inclusion approach.

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