A Guide for Disabled Individuals in the Workplace
I think it is an all-too-common stereotype that disabled people can’t work, don’t work, or choose not to work— to say nothing of having a successful life-long career. Well, with my disabled husband approaching retirement from a 40-year career in the tech industry, I’m here to cast some shade on that stereotype. Additionally, we do in fact, have a lot of disabled friends who are happily employed.
Working when disabled, while absolutely possible, isn’t without its challenges. Some of those challenges can be complex. Everything from disclosing your disability to advocating for necessary accommodations, and dealing with discrimination, ableism, and bias. The journey to a fulfilling career can sometimes feel like navigating a maze, especially when trying to balance personal privacy with the need for accommodations and equality in the workplace.
With the right strategies and robust self-advocacy, disabled people can thrive in most any (ideally) inclusive and supportive employment environment. The reality is, employing disabled workers can result in a more inclusive workspace simply because they work there. While I don’t think it is the disabled employee’s obligation to make their office inclusive per se, I think there are opportunities to for learning, understanding and acceptance.
To Disclose or Not to Disclose
Deciding whether or not to disclose your disability to your employer is a deeply personal choice and one that comes with many considerations. Disclosure can provide legal protections, access to accommodations, and potentially foster a more understanding work environment. Consider whether these benefits outweigh your concerns.
It is a good idea to familiarize yourself with federal and state employment laws. The Americans with Disabilities Act protects disabled employees from discrimination and mandates reasonable accommodations. There may be additional state laws on the books that can provide more employment rights for disabled people. It just depends on where you live.
A reasonable accommodation is defined as:
Under Title I of the Americans with Disabilities Act (ADA), a reasonable accommodation is a modification or adjustment to a job, the work environment, or the way things are usually done during the hiring process. These modifications enable an individual with a disability to have an equal opportunity not only to get a job, but successfully perform their job tasks to the same extent as people without disabilities. The ADA requires reasonable accommodations as they relate to three aspects of employment: 1) ensuring equal opportunity in the application process; 2) enabling a qualified individual with a disability to perform the essential functions of a job; and 3) making it possible for an employee with a disability to enjoy equal benefits and privileges of employment.
They say that timing is everything. If you decide to disclose your disability, choose a time when you feel comfortable and prepared. It may be during the job application process, after receiving a job offer, or once you've started working and recognize a need for accommodations. As a general rule of thumb, however, it is not a good idea to be deceitful or try to “hide” any potential conflicts with carrying out your employee tasks. For example, if part of your job requires you to lift and move heavy boxes all day, and you have a back condition that prevents you from doing this task, you need to disclose that to your employer. Together you will decide if a reasonable accommodation can be made.
Advocating for Accommodations
Once you've decided to disclose your disability, the next step is to request accommodations.
Try to be as specific as possible. Clearly identify the accommodations you need to perform your job effectively. Whether it's adaptive equipment, modified work hours, or physical modifications to your workspace, being specific can facilitate the process. You might need or want to provide documentation to corroborate your need for an accommodation. While not always required, providing documentation from a healthcare provider that outlines your needs can help legitimize your request.
Try to approach the conversation as a collaboration between you and your employer. Be open to discussing how the accommodation will benefit your productivity and the team. Violations of employment law should not go unchallenged, but walking into accommodation requests with a hostile, demanding or threatening tone will most likely result in a fractured relationship with your supervisor or employer.
Lastly, I have a favorite quote that is: “Don’t take no from someone who doesn’t have the power to tell you yes.” Know the chain-of-command when it comes to decision-making in your workplace. Large companies often have a dedicated department that is responsible for disability employment issues. Alternatively, if you work for a smaller company, make sure the supervisor or HR manager you are interacting with has the authority to legitamately address your concerns and can take action on them. If they don’t, respectfully find out who does, and CC them, while going above to the person who does.
Addressing Discrimination and Bias
Unfortunately, despite laws and policies that are designed to help protect disabled workers, inherent ableism, discrimination and bias can still occur in the workplace. If you find yourself in an employment situation where you are being denied a lawful accommodation, or even worse, are experiencing a hostile work environment, the following are some suggestions on what you can do.
Tip #1 Document Everything: Keep detailed records of any instances of discrimination or bias, including dates, times, witnesses, and the nature of the incident. Make sure if you are engaging in communication with others, you do it in writing. Keeping a written record of what is happening, or progress that is being made, even among cooperating individuals is crucial for an accurate record and accountability. As I always say, anyone who isn’t afraid they are doing something improper shouldn’t mind this kind of record-keeping.
Tip #2 Know Your Rights: Educate yourself on your legal rights and the employment policies and procedures of your employer. When it comes to needing to file a complaint, follow the process outlined by those policies, as well as for outside government agencies, if necessary. Don’t forget to also familiarize yourself with your employer’s decision-making management staff.
Tip #3 Seek Support: Don't hesitate to seek advice and support from advocacy groups, legal advisors, or counselors who specialize in disability rights. Don’t think that you are the only one who has gone through what you are experiencing. Odds are someone else has too. Connecting with advocacy and support groups, both in person and virtually, can help not only give you the emotional and psychological support you need, but also actionable tips on how to move forward to achieve a positive outcome for your particular situation.
Fostering an Inclusive Work Environment
As I mentioned in the introduction to this blog post, being an advocate for yourself can also pave the way for a more inclusive workplace for all. I encourage disabled workers to share as much about their lives and their disability as they feel comfortable. Communicating about your experiences can educate your colleagues and promote a culture of inclusivity. For employers who don’t have a lot of disabled people on staff, it might be a good idea to recommend training sessions or resources on disability awareness and inclusivity to your HR department or leadership team.
While no one wants to be the “token disabled person,” there can be real empowerment through advocacy. Even if someone has never worked with a disabled person before, they may have a friend or a family member who is disabled, and learning from your experiences can help them be more understanding, empathetic and inclusive in all of their relationships with disabled people. In short, through daily interactions with you, they can learn to address some of their own ableism. Ableism that they probably didn’t even know existed.
Lastly, some statistics and benefits of employement of disabled people
Navigating the workplace as a disabled individual comes with its set of challenges, but with the right approach to disclosure, accommodations, and tackling discrimination, you can achieve a successful and fulfilling career. Remember, advocating for yourself not only benefits you but can also make your workplace more inclusive for everyone. Your contributions are valuable, and your rights are non-negotiable.
Even though this post is a guide for disabled individuals in the workplace, I want to conclude with some information and statistics about disabled employment. While I definitely advocate for more disabled employment, there has been positive progress made in recent years. And the studies that have been done about disabled employment clearly indicate that working for disabled people is just as needed and beneficial as it is for non-disabled people. It is a crucial aspect of our ability to live independent lives with greater autonomy and dignity.
According to the U.S. Bureau of Labor Statistics about Persons with a Disability: Labor Force Characteristics Summary for 2023, approximately 22.5% of disabled people in the United States were employed, marking the highest recorded employment rate for this group since comparable data began to be collected in 2008. This represents an increase of 1.2 percentage points from the previous year. Additionally, for the working-age population of disabled people (ages 16 to 64), the employment-population ratio was 37.1% in 2023.
The same study noted that workers with disabilities were nearly twice as likely to work part-time compared to workers without disabilities. About 29% of workers with disabilities usually worked part-time, as opposed to about 16% of workers without disabilities.
The fact is, that employment can significantly improve the lives of disabled people through various means, such as enhancing financial independence, increasing self-esteem, fostering social inclusion, and improving overall quality of life. Here are some statistics and insights on how being employed benefits disabled individuals:
Financial Independence: Employment enables disabled people to earn their own income, reducing dependency on social security benefits and increasing their ability to afford necessary care, assistive devices, and general living expenses. For instance, data from the U.S. Bureau of Labor Statistics in 2020 indicated that the median earnings for people with a disability were $23,848, compared to the median for those without a disability, which was $39,811. Although this highlights a wage gap, it also emphasizes the importance of employment for financial independence among disabled individuals.
Health Benefits: Working can contribute to better physical and mental health. Employment provides a sense of purpose and routine, which is beneficial for mental health. According to a study published in the Journal of Occupational Rehabilitation, employed disabled individuals reported better health outcomes and lower levels of depression and anxiety compared to those who were unemployed.
Social Inclusion and Self-esteem: Being part of a workplace helps disabled individuals to socialize and build networks, reducing feelings of isolation. A report by the Office for National Statistics in the UK found that employed disabled people had higher levels of life satisfaction and happiness than those who were unemployed. This social inclusion can significantly boost self-esteem and a sense of belonging.
Skill Development and Career Advancement: Employment offers opportunities for disabled individuals to develop new skills, gain experience, and advance in their careers. This professional growth contributes to personal fulfillment and economic stability. The U.S. National Organization on Disability reports that companies that actively seek to employ disabled individuals often find that these employees are highly motivated, reliable, and bring unique perspectives that contribute to the workplace.
Reduced Poverty Levels: Employment can significantly reduce poverty levels among disabled individuals by providing a steady income. According to the World Bank, employment is a key factor in lifting disabled people out of poverty, with employed disabled individuals being significantly less likely to live in poverty than those who are unemployed. Employment significantly impacts poverty levels among disabled individuals. In 2019, about 25.9% of individuals with disabilities aged 18-64 living in the community in the United States were living in poverty. This contrasts with an 11.4% poverty rate among their non-disabled counterparts, highlighting a substantial disparity of 14.5 percentage points between the two groups.
Contribution to the Economy: Beyond personal benefits, the employment of disabled individuals contributes to the economy. The Institute for Corporate Productivity found that inclusive hiring practices, including the employment of disabled individuals, led to increased innovation, better market reach, and overall enhanced business performance for companies.