July is Disability Pride Month, with July 26, 2023 being the 33rd anniversary of the signing of the Americans with Disabilities Act into law in the United States. This annual celebration to mark the ADA’s passage makes July a great time for business leaders to take action to ensure that everyone in their company feels a sense of belonging and that they are valued team members.
Employers can take many different approaches to better engage with employees who have visible and invisible disabilities alike to recognize their achievements and contributions. Below, eight members of Forbes Communications Council discuss the steps their firms are taking to ensure team members who have disabilities feel supported and proud to be part of the company.
1. Supporting Our Disability And Neurodiversity COB’s Work
We have nine communities of belonging, which are similar to employee resource groups. The disability and neurodiversity COB’s mission is to help make our company and product as accessible as possible to our employees, customers and partners of all levels of ability and neurodiversity by increasing awareness and empathy. This group enhances our culture of inclusion. – Rekha Thomas, Seismic
2. Living The Values Of DEI In An Inclusive Culture
Diversity, equity and inclusion are more than just buzzwords in my workplace—they are lived values. We follow guidelines closely, ensuring accessible environments and equal opportunities. Regular training sessions cultivate understanding and empathy. As a gay, autistic colleague, I appreciate how this inclusive culture embraces different abilities, helping people, including myself, thrive. – Marie O’Riordan, EML
3. Working With Influencers And Creators Who Have Disabilities
It’s incredibly important to work with influencers and creators who have disabilities, in the same way that it’s important to work with creators who represent different ages, genders and ethnicities. Your actual support of the community through real creator partnerships shows your dedication to amplifying their voices and listening to their (and their audiences’) challenges. – Keith Bendes, Linqia
4. Producing Inclusive Marketing Materials
People want to see themselves reflected in the company. Inclusion is vital. We not only present our vast array of people in our marketing materials, we work diligently to produce inclusive materials. For example, we burn captions on the screen of our videos for our viewers who have hearing loss. We have services for students to obtain the resources they need as well. – Kimberly Osborne, UNC Greensboro
5. Creating Opportunities To Collaborate With Neurodivergent Talent
We encourage diverse perspectives and actively seek to create opportunities for creative collaboration with neurodivergent talent. Recognizing and appreciating the unique strengths that neurodivergent individuals bring to the team helps challenge biases and ignite creative breakthroughs. We seek to promote a culture of respect and empathy by fostering understanding and dispelling stereotypes. – Stephanie Lewis, Drop Hat Productions
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6. Offering Flexible Work Setups And Ensuring Representation
We offer flexible work setups for employees who have disabilities. Yet, it goes beyond that; our marketing reflects the diverse world we live in. You’ll see individuals who have prosthetic limbs, wheelchairs and more—not just on specific occasions, but integrated across our platform. Representation matters, and it’s something we take very seriously. – Brittany Garlin, Vista Social
7. Providing Accessible Options And The Resources To Thrive
Accessibility is key in any business looking to be successful in this day and age. Whether it’s accessible websites and dashboards, flexible hours, remote work or project-based workloads, we find our employees are able to work their best when they are given the resources they need to thrive. Communicating these options up front leaves no doubt that they have a safe space within our company. – Asad Kausar, Dabaran
8. Helping People Add Value Regardless Of Circumstance
For us, having been built as a remote-first organization at a time when that seemed impossible (think pre-iPhone), truly supporting folks comes down to helping them add value to our organization regardless of circumstance. To be truly inclusive is not merely about a token gesture, but actually meeting every employee where they are and understanding what they need to be successful. – Patrick Ward, Formula.Monks
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