10 Ways to Be An Inclusive Employer

3. Executives: Lead by Example

Executives should engage in their own learning journeys about disability inclusion. Show vulnerability—it’s okay not to have all the answers. Leaders who are open about their learning process inspire others to follow suit. A prompt to use in conversation can be: “I’m learning about disability and how to be more accessible. I welcome your feedback as I work on this.”

4. Create a Clear and Understandable Accommodations Process

A streamlined, transparent process for requesting accommodations is key. Make sure employees understand how to request accommodations and collaborate with them to find the best solutions. It’s important to acknowledge that employees may not always know exactly what they need, especially if they haven’t been exposed to available options. Disabled employees should not be expected to be experts on accommodations for their disabilities–nobody trains us in this! It’s also important to ensure that managers are informed about their role in the accommodations process and how to support their employees.

5. Design with Accessibility in Mind from the Beginning

Don’t treat accessibility as an afterthought. Whether it’s building an office space, creating digital tools, or developing policies, consider accessibility from the very beginning. For example, require accessibility plans for all major projects and ensure that work and employee engagement initiatives meet clear accessibility guidelines. Making accessibility mandatory instead of a nice-to-have will make a real difference.

6. Prioritize Disability Inclusion at Every Level

Disability inclusion needs to be a priority across the organization, not just in certain areas of the organization. Whether you’re running meetings, hosting events, or hiring, think about how accessibility fits into these processes. For example:

• Always send out meeting agendas in advance to help everyone participate fully.
• Always send out meeting notes after a meeting to support everyone in understanding the key decisions and action items.
• For events, offer a quiet space and ask about accessibility needs during registration.
• During hiring, send interview questions in advance and ensure captions are available for all video calls.

7. Hire and Promote Disabled Talent

Actively seek out disabled candidates and give them opportunities to advance within your company. Partner with disability organizations and disability employment companies, and make sure job listings are accessible and promoted to a broad audience. Don’t forget to include accessibility information in job postings so candidates know what to expect. Review your job descriptions to ensure ableist requirements are removed. Some common examples are being able to lift 50 pounds and having a driver’s license. Assess whether these requirements are necessary for the roles. As a blind person, I cannot drive anymore but I still have plenty to contribute to an employer.

8. Human Resources: Be a Champion of Inclusion

HR departments have a unique opportunity to lead in creating an inclusive workplace. Examine your hiring processes to see where improvements can be made. Standardize accessibility best practices throughout your hiring process. For example, examine where you can assess skills through tasks instead of verbal interviews. Focus on the employee journey within your organization to create support for disabled employees to advance to leadership roles. Embrace the opportunity to make disability-related training mandatory within your organization to ensure foundational disability awareness knowledge is learned by everyone and that microaggressions are minimized. Your processes should empower candidates and employees to succeed without additional barriers.

9. Ask the Right Questions

Inclusivity requires ongoing effort. Encourage everyone in your organization to ask questions like:

• “Have we considered disability?”
• “Have we considered accessibility?”

Even if you’re still learning, asking these questions brings inclusion to the forefront and ensures that it’s not overlooked.

10. Support Allies and Reduce Pressure on Self-Advocacy

Too often, the burden of advocating for inclusion falls on disabled employees. Shift the focus to allies and colleagues. Allies should take on the responsibility of asking questions and ensuring accessibility. Remember, disabled employees may not always know the best practices or solutions, as disability often comes through a medical lens that doesn’t necessarily focus on adapting to the workplace or daily life.

Creating Change

By following these steps, you can create an environment where all employees feel welcome and supported, whether they are nondisabled or disabled. Inclusion is an ongoing journey, but by prioritizing it at every level, you’ll build a stronger, more diverse workplace.