Be seen, heard and validated: Creating a workplace that welcomes those with disabilities
Carolyn Cannistraro, a financial industry executive, shares how MS has changed her perspective of the workplace.
One of the key priorities among HR departments this year is DEI–diversity, inclusion and equity. From company culture to hiring practices, more businesses are looking for ways to be more welcoming to a range of talented individuals. Though racial and gender equity tend to receive the lion’s share of attention, they’re not the only areas that employers should be considering in their policy and procedure rewrites.
Related: Disability disconnect: Survey finds a big engagement gap with disabled workers
Carolyn Cannistraro works in the financial industry–she also has multiple sclerosis. Recently, Cannistraro shared with BenefitsPRO her insights on how people with disabilities can be a unique asset for employers, and what they can do to be more accommodating.
What unique perspectives or other benefits of people with disabilities bring to the workforce?
Many employers may not realize it but disabled workers are statistically and historically some of the most productive, profitable and loyal employees.
According to a 2018 Accenture report, companies that prioritize the inclusion of individuals with disabilities are 4 times more likely to outperform their competitors in shareholder returns. They also produce 28% higher revenue and 30% higher profit margins. The Department of Labor also found that employers who supported disabilities saw a 90% increase in employee retention.
A DuPont employee survey found 90% of disabled workers received performance ratings of average or above-average–which was higher than non-disabled workers.
As a woman who spent the first 22 years of my life without any disabilities and the last 26 years of my life fighting Multiple Sclerosis, I can tell you disabled workers know how to persevere. Everything takes more effort with us, teaching us how to problem-solve and persevere.
Just opening a heavy door or walking across the room requires more effort than the typical person. And when we see employers appreciating our effort and rewarding our work ethic, we want to show our loyalty in return.
How has your own experience impacted your work/view of hiring and inclusion practices?
I still remember the first time I sat in Bergdorf Goodman’s shoe department and realized I wouldn’t be able to wear high heels ever again. I broke down and started crying.
I believe that my experience of loss is similar to that experience of many people, who are receiving and living with a life-altering health diagnosis. Through no fault of their own, their futures are forever changed, unpredictable, and in some cases even with medication and the advancement of medical science, may still be at the mercy of the course of their illness.
No one discusses the many variations of loss that occur following a diagnosis on so many different levels: physical, spiritual, mental, and visceral. From the loss of one’s independence to the emotional loss, and the hit to one’s self-confidence that inevitably occurs, to name some of the many losses that may be experienced over the course of an illness.
With regard to inclusion and diversity in hiring practices, I am a big advocate that hiring managers and recruiting teams need to expand their view of “diversity” to include people with disabilities and not just race, gender, or the LGBTQ community. We are at a tipping point. It is time to bring people with disabilities to the table in our communities and in our corporate boardrooms.
People with disabilities bring unique characteristics and talents to the workforce that benefit employers and organizations. If we find the right jobs for the right people, it can and will increase the bottom line of companies. Given the unprecedented situation created by the COVID-19 pandemic and economic crisis, new ideas, new efforts and new leadership are needed to remake the economy and make it more inclusive for all.
Americans with disabilities are beginning to find new leverage in the job market. As the nation’s unemployment rate nears the lowest point in 50 years, companies are searching more widely to fill vacancies. I hope this pushes employers to adopt a more inclusive practice to support new disabled worker hires, giving us more hands-on training and more opportunities to help.
What challenges do people with disabilities face in the workplace?
The number one challenge I hear from disabled friends and colleagues revolves around whether they should tell others or keep it quiet. And, it runs the gamut from the application process, to the interview stage, and all through the hiring process with a line manager. If HR leaders become more aware of this internal conflict disabled people face, it will encourage our disabled population to feel safe interviewing for all jobs.
I do think there are also physical challenges in the workplace that disabled workers face and unfortunately employers aren’t able to experience it.
For example, we all see those blue buttons for doors to help people with wheelchairs, but most people don’t experience it from the disabled side. Right now, our vendors and HR team have been trying to get a blue button placed on the front door to help me get inside, but the HR team and vendor are not including any voices from the disabled community. They’re talking together but not bringing into the conversation the people most impacted.
I actually had a conversation with the vendor yesterday and showed him why the button can’t be three feet away from the door. I showed him how I could fall and trip. He was grateful and appreciative after I showed him how the blue button works from my perspective. Companies can alleviate many of these problems by putting a disabled person on their board. To understand, you must experience it.
How can employers address this population in their diversity efforts?
Employers can address the population of your diversity efforts by creating a culture that’s tolerant and inclusive right off the bat. We acknowledge Women’s History Month for Black heritage. Why can’t we acknowledge a national disability month? Allow disabled people to come forward and share their stories with coworkers who might not realize their trials and triumphs.
We also need to have structures and strategies in place to help people with disabilities be seen, heard and validated in the workplace every day. Companies would be wise to create and put together surveys to measure their own disability hiring practices and getting a sense of the percentages of disabled people currently on their payroll and their teams.
And then, to expand it a step further, it would be wise for CEOs and hiring managers to ask themselves if they are pleased with the level of talent by people with disabilities and whether that number representative of the community.
The CDC says 1 in 4 people are disabled. Who else among us is hiding their disability? We need to create a culture where in business, with our families, schools, political organizations, and even in our local book clubs, people are encouraged to bring their authentic selves to work every day, without fear of being seen as ‘less then.’
What other ways can employers create a more welcoming environment?
I believe communication and innovation are key strategies to creating a more welcoming environment for people with disabilities.It can also unleash their talent across corporate America.
Personal accommodations is one of the biggest actions employers can take inside the environment. Something as little as a rug can trip up disabled people. My coworkers might not notice it, but I can trip on a rug if I foot gets caught on it.
Going up stairs is dangerous too. I need to hold onto a banister for support and I go up one step at a time with both feet. This is what I have to deal with every time I walk in and out of my work garage. To be safe, I hold onto the wall and use my cane for support.
In my situation, my employer was very supportive when I voiced my concern. They removed all area rugs and allowed me to work on the ground entry floor that didn’t have steps. But I had to voice my concerns, and not all disabled employees might be so vocal.
Here’s a way for employers to improve communications. Create a survey or questionnaire, as to how we may increase awareness and attract people with disabilities into our corporations. It can help from the application stage through the hiring experience.
Most importantly, I encourage everyone to be curious. Being curious is both an exciting and empowering way of being able-bodied and disabled community members to support each other and work together at creating an equipment culture that is inclusive and productive for all. Curiosity about people who may be different from how they are. I invite people to suspend judgment and rather have the compassion to educate and empower ourselves to support each other and being the best versions of ourselves.
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