Systemic Barriers in the Workplace: Disability Inclusion
Outlining the systemic barriers in the employee lifecycle. Focusing on disability-inclusion and offering actionable steps and benefits to organizations to create a more inclusive workplace.
Systemic barriers are defined as institutionalized policies, practices, and social norms that create obstacles to employment and advancement for individuals with disabilities.
"We often see systemic barriers as insurmountable, but the truth is they stem from a lack of understanding and outdated practices," Myles Wallace, partner with Peak Performers, explains. "For example, by updating job descriptions and being mindful of unnecessary physical requirements, we can start to dismantle these barriers."
These barriers complicate the hiring landscape for individuals with disabilities, and the entire employee lifecycle.
Systemic Barriers in the Workplace and What to Do About Them
There are many systemic barriers in the workplace for those who live with a disability. But the good news is, once we recognize them, we can do something about it! Here are several barriers and inspired actions.
Inaccessible Application Processes
For example, many online job applications do not support screen readers, making it difficult for individuals with visual impairments to apply. Myles highlights, "We need to ensure that our digital platforms are accessible to everyone, which includes compatibility with screen readers and other assistive technologies."
Inspired Actions:
Implement Accessible Technology: Ensure all online job applications support screen readers and other assistive technologies. Regularly test these platforms with users who have disabilities.
Alternative Application Methods: Provide alternative ways to apply, such as phone interviews, paper applications, or in-person assistance.
Inclusive Job Descriptions: Use clear, straightforward language and avoid unnecessary jargon or physical requirements unless essential to the job.
Making the application process accessible ensures equal opportunities for candidates with disabilities (and it’s simply good business).
Lack of Flexible Work Arrangements
"Rigid work schedules can be a significant barrier for individuals with disabilities," Myles explains. "For instance, someone with a chronic condition may need flexible hours to manage their health appointments. Implementing flexible work policies can make a significant difference in their ability to contribute effectively."
Inspired Actions:
Flexible Work Policies: Create policies that allow for flexible hours, remote work, and part-time options. Regularly review these policies to ensure they meet the needs of all employees.
Individualized Accommodations: Develop a process for employees to request and receive individualized work accommodations. This could include adjustable workstations, modified schedules, or telecommuting options.
Health and Wellness Support: Offer support programs such as Employee Assistance Programs (EAPs) and health resources to help employees manage their conditions effectively.
Implementing flexible work arrangements helps employees with disabilities manage their health and contribute effectively. I know many organizations are scared of flexibility, however think about disability inclusion in its definition. Do you want to create an organization that includes everyone?
Limited Career Advancement Opportunities
"Often employees with disabilities are overlooked for promotions due to misconceptions about their capabilities," Myles points out. "By ensuring equal access to training and mentorship programs, we can support their career growth."
Inspired Actions:
Equal Access to Training: Ensure that training and development programs are accessible to all employees, including those with disabilities. Use accessible training materials and offer alternative formats.
Mentorship Programs: Establish mentorship programs that pair employees with disabilities with mentors who can support their career growth and provide guidance.
Performance Evaluations: Create fair and transparent performance evaluation processes that focus on an employee’s contributions and skills rather than their disability.
By providing equal access to training and mentorship, it enables career growth for employees with disabilities.
Inadequate Representation in Decision-Making Roles
A lack of diversity, including disability representation in leadership positions, means that decisions affecting company policy and culture may not consider the needs of all employees. "Actively seeking to include individuals with disabilities in leadership and decision-making roles ensures diverse perspectives are represented," Myles adds.
Inspired Actions:
Inclusive Hiring Practices: Actively recruit individuals with disabilities for leadership and decision-making roles. Use targeted outreach and partnerships with disability organizations.
Diversity Training for Leadership: Provide training for leaders on the value of diversity and inclusion, emphasizing the importance of disability representation.
Advisory Committees: Form advisory committees that include employees with disabilities to provide insights and feedback on company policies and practices.
It’s important to not only talk about disability inclusion, it’s even more important to act on this. Ensuring disability representation in leadership roles promotes diverse perspectives and inclusive decision-making.
Workplace Accessibility
Inadequate physical accessibility in the workplace, such as the absence of ramps, elevators, accessible restrooms, and workstations, can prevent individuals with mobility impairments from fully participating in the work environment.
Inspired Actions:
Universal Design: Implement universal design principles to create a workspace that is accessible to everyone, including individuals with disabilities.
Regular Accessibility Audits: Conduct regular audits of physical spaces to identify and address accessibility issues.
Ensuring physical accessibility in the workplace allows employees with disabilities to navigate and utilize the work environment effectively.
Communication Barriers
Meetings, training sessions, and other communications that are not accessible to individuals with hearing or visual impairments can exclude them from important information and participation.
Inspired Actions:
Accessible Communication Tools: Use communication tools that support closed captioning, sign language interpretation, and alternative text for visual materials.
Training on Inclusive Communication: Provide training for all employees on how to communicate inclusively with colleagues who have disabilities.
Using accessible communication methods ensures that all employees can participate fully in workplace communications.
Attitudinal Barriers
Negative attitudes and stereotypes about disabilities can lead to discrimination, exclusion, and a lack of opportunities for individuals with disabilities.
Inspired Actions:
Diversity and Inclusion Training: Conduct regular training sessions to educate employees about disabilities and promote an inclusive culture.
Zero-Tolerance Policies: Implement and enforce zero-tolerance policies against discrimination and harassment.
Promoting a positive and inclusive attitude towards disabilities helps create a respectful and supportive work environment.
Access to Professional Development
Employees with disabilities may have fewer opportunities for professional development due to inaccessible training programs and biased selection processes.
Inspired Actions:
Inclusive Training Programs: Ensure that all training and development programs are accessible to employees with disabilities.
Equal Opportunity Policies: Establish policies that guarantee equal access to professional development opportunities for all employees.
Providing equal access to professional development enables employees with disabilities to advance in their careers.
Workplace Accommodations
Employers may not be aware of the types of accommodations needed or may be reluctant to provide them, leading to an unsupportive work environment. Check out Invisible Conditions’ comprehensive database of invisible conditions and example accommodations.
Inspired Actions:
Accommodation Policies: Develop clear policies for requesting and implementing workplace accommodations.
Employee Resource Groups: Establish resource groups for employees with disabilities to provide support and advocate for necessary accommodations.
Implementing effective accommodation policies ensures that employees with disabilities receive the support they need to perform their jobs.
Career Progression
Bias in Promotion and Evaluation: Employees with disabilities may face bias in performance evaluations and promotions, limiting their career progression.
Inspired Actions:
Bias Training for Managers: Train managers to recognize and mitigate bias in performance evaluations and promotion decisions.
Transparent Evaluation Criteria: Use transparent and objective criteria for evaluating performance and making promotion decisions.
Ensuring fair evaluation and promotion processes allows employees with disabilities to advance based on their merits.
Benefits and Compensation
Employees with disabilities may not receive the benefits and support they need, such as health insurance, disability leave, and other accommodations.
Inspired Actions:
Comprehensive Benefits Packages: Offer benefits packages that address the specific needs of employees with disabilities, including health insurance and disability leave.
Regular Reviews of Benefits: Regularly review and update benefits packages to ensure they remain relevant and supportive.
Providing comprehensive benefits ensures that employees with disabilities have the necessary support to manage their health and well-being.
By addressing these additional systemic barriers, companies can further support the inclusion and success of employees with disabilities, creating a more equitable and productive workplace for everyone.
Ways to Overcome Systemic Barriers
There are numerous ways we can overcome disability systemic barriers. Here are a few to consider:
Conduct Accessibility Audits: Regularly audit all company facilities, websites, and digital platforms to ensure they meet accessibility standards. Use feedback from employees with disabilities to guide improvements.
Review and Update Policies: Continuously review and update HR policies, job descriptions, and recruitment processes to remove any barriers for individuals with disabilities. Include disability inclusion as a core component of your diversity and inclusion strategy.
Foster an Inclusive Culture: Promote a company culture that values diversity and inclusion. This includes awareness campaigns, employee resource groups, and celebrating Disability Awareness Month and other relevant events.
Engage with the Disability Community: Build partnerships with disability organizations and participate in community events to stay informed about best practices in disability inclusion. This can also aid in recruiting talented individuals with disabilities.
Measure Progress: Set clear, measurable goals for disability inclusion and regularly track progress. Use surveys, focus groups, and other feedback mechanisms to assess the effectiveness of your efforts and make necessary adjustments.
Benefits of Disability-Inclusive Hiring
Disability-inclusive hiring not only builds a more equitable workplace but also brings numerous benefits to the organization:
Increased Innovation: Diverse teams bring different perspectives, leading to more creative solutions and innovations.
Enhanced Employee Morale: An inclusive environment boosts overall employee morale and job satisfaction.
Access to a Wider Talent Pool: By removing barriers, companies can tap into a broader talent pool, including highly skilled individuals with disabilities.
Improved Reputation: Companies known for their inclusive practices often enjoy a better reputation and stronger brand loyalty.
Check out our related article with numerous data sources to support the benefits: Why Disability Inclusive Hiring Practices Matter
Legal Considerations
It's also important to be aware of relevant laws and regulations, such as the Americans with Disabilities Act (ADA), which require employers to provide reasonable accommodations to employees with disabilities and prohibit discrimination.
If you are an employer reading this and are still unsure about why disability inclusion matters, make sure you check out your local laws!
It can be expensive to not comply. But come on, disability inclusion is the right thing to do on a human level!
So What Now?
Addressing these systemic barriers requires effort. You may be reading this and saying to yourself, “This is too much work. We don’t have time to examine and revise existing practices and policies.”
“This in itself is a barrier. And yes, it takes work. Is it too much to ask of you to include equal representation?”
Start today by taking small steps: conduct an accessibility audit, review your current job descriptions, and reach out to disability organizations for guidance. Remember, the goal is not just to comply with regulations but to foster a workplace where everyone can thrive and contribute their best.
By taking these inspired actions and implementing these proposed ways, companies can begin to dismantle systemic barriers and create a more inclusive and supportive environment for employees with disabilities. The journey towards disability inclusion is ongoing, but the benefits are well worth the effort.
If you are unsure where to start your disability inclusion journey, reach out and let’s talk!
