October marks a significant month for diversity and inclusion advocates, as it is designated as Disabilities Employment Awareness Month.
In 2022, 21.3% of persons with a disability were employed, up from 19.1% in 2021, the U.S. Bureau of Labor Statistics has reported. For persons without a disability, 65.4% were employed in 2022, up from 63.7% in the prior year.
This month is a powerful reminder for workplaces worldwide to reassess their hiring practices, emphasizing fostering an inclusive work environment for individuals with disabilities. While there have been advancements towards workplace diversity, the journey towards full inclusivity is ongoing, with much more work to be done this month and year-round.
The Current Landscape: Challenges and Disparities
Coral Bamgboye, Global Head of ED&I at Robert Walters, has pointed out critical challenges that disabled professionals often face, particularly within the United States. “The lack of clear signposting for career progression is a major challenge for disabled professionals across the U.S. Companies must implement comprehensive and accessible training programs to ensure all employees have equal access to information and opportunities,” she commented. “This call for transparency and equal opportunity is crucial to dismantling existing barriers and providing disabled professionals with the support they need to thrive.”
A comprehensive study by Robert Walters, which surveyed over 6,000 North American professionals, revealed stark disparities in the workplace—a quarter of professionals with mental health-related disabilities reported a lack of awareness regarding career progression opportunities within their organizations.
This lack of visibility significantly impacts their career advancement and earning potential, with over 60% of professionals with learning disabilities making salaries of up to $28k.
On the other end of the spectrum, an additional 21% of professionals without disabilities earned over $75k compared to their disabled counterparts. Additionally, 47% of professionals with mental health-related disabilities felt underpaid at work, compared to 31% of non-disabled professionals. Bamgboye stressed, “These findings indicate a pressing need for organizations to ensure fair compensation and recognition for all employees.”
The Power of Neurodiversity: Embracing Inclusive Hiring Practices
Donte Blades, Assistant Director of Vocational Services at the Developmental Disabilities Institute (DDI), shed light on the hesitation some companies might have in hiring neurodivergent employees: “There could be several reasons why some companies may not fully understand or embrace the advantages of hiring neurodivergent employees,” he explained. This includes a lack of awareness about neurodiversity, prevalent misconceptions, and existing stereotypes that might lead to hesitancy in hiring neurodivergent individuals.
Sarah Danzl, CMO at Skillable, emphasized the need for education and awareness to break the cycle of misconceptions and biases: “Misconceptions are a symptom of a larger problem – not enough people are talking about neurodiversity,” she said. Danzl highlighted the importance of continual learning and advocacy to make a substantial impact, advocating for using emerging technologies focused on skill validation to ensure the right individuals are placed in suitable positions.
Proactive Steps Towards Inclusion
In the workplace, differences can be a superpower, and with 80% of neurodiverse adults in the U.S. unemployed, this highly skilled sector remains untapped talent.
To foster a neurodiverse-friendly environment, companies need to adopt comprehensive strategies. Blades recommends raising awareness through workshops, sharing success stories, implementing inclusive hiring practices, providing sensitivity training, establishing supportive work environments, offering flexibility, encouraging open communication, partnering with neurodiversity advocates, measuring progress, and leading by example. By embracing these strategies, businesses can create a culture where neurodivergent employees are valued for their unique perspectives, fostering a more innovative and diverse workforce.
Bamgboye adds that addressing the unique challenges disabled professionals face is paramount to creating inclusive work environments. “Creating a supportive workplace culture that values and accommodates diverse abilities is crucial for promoting career growth across all professionals,” she states.
Danzl, speaking from her personal experience as a neurodiverse individual, highlights the strengths that neurodiverse employees bring to the table: “When supported to work effectively and in a comfortable environment, neurodiverse staff can be a huge strength for your business,” she explains. She also stresses the importance of understanding and accommodating each employee’s unique strengths and needs, encouraging the creation of “user manuals” for team members to enhance communication and collaboration.
A Call for Continued Advocacy and Action
Disabilities Employment Awareness Month is crucial for reflection and action, urging organizations globally to step up and commit to more inclusive hiring practices. By addressing the specific challenges that disabled professionals face and fostering a supportive culture that values diverse abilities, companies can unlock the full potential of their workforce, driving innovation and success while contributing to a more equitable and inclusive society.
Read the full article here
