My career at Starkloff Disability Institute began as a Career Advisor in 2016, but I’ve been an alumnus of the Starkloff Career Academy program since 2013. Since becoming a Career Advisor, I’ve worked with over 200 people with disabilities. Transitioning into my new role as Starkloff’s Lead Disability Inclusion Consultant, I’ve tried to translate their stories into valuable lessons for employers in celebration of National Disability Employment Awareness Month (NDEAM) and this year’s theme of “Disability: Part of the Equity Equation.” These three lessons are some of the most important.
1. Most people don’t know much about disability, including those with disabilities
Picture a person with a disability. In my experience, the vast majority of people will picture a person in a wheelchair, but only about 3 million Americans use one. Ten times as many Americans have diabetes. In fact, the leading cause of disability in the U.S. is depression in those ages 15 to 44. As a society, our image of disability is grossly inaccurate.
This has consequences for people with disabilities. One of the most common phrases I hear as a career advisor is “I didn’t think I’d qualify.” Many of the people I’ve worked with don’t see themselves as “disabled enough” to apply for services or ask for workplace accommodations. Likewise, the stigma our society places on people with disabilities leads many to reject the disability label altogether. A 2018 study by Oregon State University found that of over 700 people with medical conditions surveyed, only about 12% agreed that they were a person with a disability.
Employers seeking to create a safe space for people with disabilities should move beyond disability inclusion and into a space of disability pride. This means encouraging senior leaders to share their experiences with disability, educating employees on their rights under the Americans with Disabilities Act, celebrating important anniversaries like the 504 Sit-in, and participating in events like Starkloff’s Workforce Workplace Disability Summit!
2. Disability is not monolithic
Max Starkloff used to say persons with disabilities are the only minority group anyone can join at any time. Over a quarter of Americans have some kind of disability. Disability is a very common part of being human, and each experience with disability is as different as the people experiencing it. Growing up disabled is different from becoming disabled later in life. Having a visible and obvious disability is different from having a hidden disability. Being blind or paralyzed is different from being deaf or having dyslexia.
The disability experience is also shaped by family, community, and the broader society. Disability intersects with age, criminal history, ethnicity, gender expression, nationality, race, sexual orientation, socio-economic status, veteran status, and so much more.
Those working to promote diversity, equity, inclusion, and belonging must remember that diversity includes disability! Likewise, pursing disability inclusion requires including not just a variety of different disability experiences but also the voices of other marginalized groups. Inclusion cannot be successful without being universal and intentional. Disability is a major and critical part of the equity equation!
3. Trust requires accountability and transparency
Whenever I’m asked how to run a successful Self-ID Campaign or how to recruit more people with disabilities, I think back to the question job seekers ask me over and over again: “How do I know they won’t discriminate against me?”
People with disabilities experience different kinds of discrimination. Being passed up for career opportunities or being fired is a legitimate concern. Even the potential of being discriminated against causes stress. Some of the people I’ve worked with have gotten so nervous before a job interview they’ve made themselves physically ill. Others have had panic attacks when they’re asked to identify their doctor on an accommodations request form.
No carefully crafted email, no unconscious bias workshop, and no message from the CEO will convince a person with a disability that you aren’t going to discriminate against them.
Earning the trust of the disability community means accepting that non-disabled people have benefited from disability exclusion for a very long time. Traditionally, people with disabilities have been the last to be hired and the first to be fired. Misconceptions about people with disabilities, invasive accommodation request processes, lack of transparency in hiring decisions, lack of physical and digital accessibility, and lack of accountability all signal to the disability community that an employer does not see them as valuable. So long as these issues remain, no disability hiring or Self-ID Campaign will be completely successful.
You’ll never reach the disability inclusion goals you want unless you strive to hear, understand, and meet the needs of people with disabilities.
About Starkloff Disability Institute
The Starkloff Disability Institute is a 501(c)(3) non-profit organization based out of St. Louis, Missouri. Founded in 2003 by Max & Colleen Starkloff and David Newburger, the mission of the Starkloff Disability Institute is to create a world that welcomes people with disabilities in all aspects of society by empowering people with disabilities and by educating the public on all aspects of disability inclusion.
As part of National Disability Employment Awareness Month (NDEAM), Starkloff Disability Institute hosts a series of virtual and in-person events as part of our Workforce Workplace Disability Summit. This year, we’re focusing on the “how” of disability inclusion. Topics include Creating an Effective Self-ID Campaign, Understanding Job Accommodations for COVID-Related Disabilities, and Navigating the Risks and Benefits of AI Recruitment Tools. Learn more and register at: www.starkloff.org/wwds
DirectEmployers Association is proud to partner with Starkloff Disability Institute and DE Members can reach out directly to Jason Hartsfield, Lead Disability Inclusion Consultant, through our Partner Relationship Manager (PRM) Partner Library in DE.works!
