Embracing Disability Inclusion in the Workforce: Insights from David D’Arcangelo
In a recent episode of the Engaging Internal Comms podcast, host Craig Smith delves into the critical topic of diversity and inclusion, with a particular focus on disability inclusion in the workforce. Joined by David D’Arcangelo, a disability policy expert and president of Arc Angel Communications, the conversation sheds light on the challenges faced by individuals with disabilities and the transformative potential of inclusive practices within organisations. This blog post will break down the key insights and actionable advice shared during the episode, providing a comprehensive guide for organisations looking to enhance their disability inclusion efforts.
Understanding the Importance of Disability Inclusion
The Current Landscape
David highlights a staggering statistic: nearly two-thirds of working-age people with disabilities are not in the labour force. This figure underscores the significant barriers that individuals with disabilities face in securing employment. These barriers are not just physical but also structural and societal, often exacerbated by outdated public benefit programmes that inadvertently discourage employment.
The Impact on Organisations
Incorporating disability inclusion into the workforce is not just a moral imperative but also a strategic advantage. Organisations that prioritise disability inclusion can experience:
- Improved Productivity: Leveraging the unique talents and perspectives of individuals with disabilities can drive innovation and efficiency.
- Lower Absenteeism: Inclusive practices can lead to higher employee satisfaction and lower rates of absenteeism.
- Enhanced Reputation: Demonstrating a commitment to diversity and inclusion can bolster an organisation’s reputation and attract top talent from all backgrounds.
Actionable Strategies for Disability Inclusion
1. Modernising Programmes and Systems
David emphasises the need to modernise existing programmes and systems to better support individuals with disabilities. This involves:
- Reviewing Public Benefit Programmes: Ensuring that these programmes do not create disincentives for employment.
- Updating Accessibility Standards: Regularly reviewing and updating workplace accessibility standards to accommodate a diverse range of disabilities.
2. Implementing Inclusive Hiring Practices
Creating an inclusive hiring process is crucial for attracting and retaining talent with disabilities. Key steps include:
- Inclusive Job Descriptions: Crafting job descriptions that focus on essential skills and abilities rather than physical requirements.
- Accessible Application Processes: Ensuring that the application process is accessible to individuals with various disabilities, including those with visual or hearing impairments.
- Bias-Free Interviewing: Training hiring managers to conduct interviews that are free from bias and focus on the candidate’s abilities and potential.
3. Mentoring and Coaching
Mentoring and coaching are powerful tools for supporting employees with disabilities and fostering their professional growth. David suggests:
- Mentorship Programmes: Establishing mentorship programmes that pair employees with disabilities with experienced mentors who can provide guidance and support.
- Coaching for Career Development: Offering coaching services to help employees with disabilities navigate their career paths and achieve their professional goals.
4. Creating an Inclusive Work Environment
An inclusive work environment is one where all employees feel valued and supported. To achieve this, organisations should:
- Assess Job Roles and Responsibilities: Regularly review job roles to ensure they are inclusive and accessible to individuals with disabilities.
- Provide Accommodations: Make necessary accommodations, such as flexible work hours, assistive technologies, and accessible workspaces, to enable employees with disabilities to perform their roles effectively.
- Promote People-First Language: Encourage the use of people-first language, which emphasises the individual rather than the disability (e.g., “person with a disability” rather than “disabled person”).
5. Addressing Non-Apparent Disabilities
David highlights the importance of recognising and accommodating non-apparent disabilities, such as mental health challenges, cancer, and diabetes. Organisations should:
- Foster a Supportive Culture: Create a culture where employees feel comfortable disclosing non-apparent disabilities and seeking support.
- Offer Mental Health Resources: Provide access to mental health resources and support services to address the needs of employees with non-apparent disabilities.
Overcoming Challenges and Fears
Integrating people with disabilities into the workforce can be daunting for some organisations due to fear and uncertainty. David encourages organisations to:
- Acknowledge and Address Issues: Openly acknowledge any issues related to disability representation and take proactive steps to address them.
- Prioritise Disability Inclusion: Make disability inclusion a key aspect of the organisation’s diversity and inclusion efforts, demonstrating a genuine commitment to creating an inclusive environment.
The Broader Impact of Disability Inclusion
David concludes by emphasising the broader societal impact of valuing and including people with disabilities. By prioritising disability inclusion, organisations can:
- Set a Positive Example: Serve as a role model for other organisations and industries, promoting a more inclusive society.
- Drive Innovation: Leverage the unique perspectives and talents of individuals with disabilities to drive innovation and creativity.
- Enhance Overall Engagement: Raise the standard of engagement, recruiting, onboarding, and hiring for all employees, not just those with disabilities.
Conclusion
The conversation provides valuable insights into the importance of disability inclusion in the workforce. By modernising programmes, implementing inclusive hiring practices, offering mentoring and coaching, creating an inclusive work environment, and addressing non-apparent disabilities, organisations can unlock the full potential of their workforce and drive meaningful change.
Guest profile
David D’Arcangelo is a Disability Policy Expert who provides innovative leadership to lead positive change. David is known as one of the USA’s most prolific public policy talents. David is President of Arc Angel Communications a Limited Liability Company that is a Disability Owned Business Enterprise.
Legally blind from a young age, David, is a passionate leader and advocate for people with disabilities and underserved populations. He has built meaningful careers in the public and private sectors. As a Presidential appointee, David served as a Council Member of the National Council on Disability (NCD).
Useful links:
LinkedIn profile: https://www.linkedin.com/in/daviddarcangelo/
Website: https://www.arcangelcommunications.com
Angel Buttons Website: https://angelbuttons.com
Arc Angel Communications LinkedIn Page: https://www.linkedin.com/company/arc-angel-communications
Episode links:
Link to a relevant episode of the podcast: https://thebigpicturepeople.co.uk/blog/podcast/inclusion-diversity-and-representation-s4-e17/