Unleash the Power of Diversity & Drive Bottom-Line Results

Recent budget cuts to diversity, equity, inclusion and accessibility (DEIA) programs mean leaders are left to figure out how to move forward with their initiatives in new, creative ways. Most businesses want a diverse workforce made up of individuals from all walks of life, as it brings a strong company culture and provides the ability to pivot in any situation and find a solution. However, adding programs costs money, and smaller brands may not have the funds to move forward. Consider these ways to protect workers’ rights in the face of budget constraints. What Obstacles Do Companies Face in Protecting Disability Rights? In addition to the challenges, you already face in protecting disability rights, like ingrained attitudes and organizational policies, recent economic and policy shifts may add even more. President Trump signed an executive order on January 22 to slash government-funded DEIA budgets. Companies already financially struggling may take the move as a signal to end private programs. Most organizations want to be fair and have a mix of employees from all backgrounds and abilities, but the cost of a focused effort may be too much to bear for smaller firms. Does DEIA Protect People with Disabilities? Although DEIA programs include workers with disabilities, companies can sometimes fail to focus on the aspect as much as diversity, equality and inclusion. Another thing that might hold businesses back is that not all conditions are apparent at first glance. Things such as mental illness can take a toll on a worker without reasonable accommodations. What can management do to ensure everyone feels part of the company culture? A few minor changes can make a job more accessible for people with disabilities and allow them to thrive in the workplace. What Can Companies Do to Improve Diversity and Inclusion for People With Disabilities? Paying attention to the details that make your building and policies more accessible and inclusive creates a welcoming atmosphere for all abilities within your organization. Redefine Disability Spend time going over your policies regarding accommodations. Does anything need to be tweaked? It's wise to include someone with a disability on the team who reviews current policies and suggests changes. How do you handle conditions that are more complex to identify, such as mental illness or chronic pain? Almost 50% of Americans receive a diagnosis of mental illness by 18, and around 25% will endure serious impairment as a result. In adulthood, those with unseen disabilities may feel overlooked and out of touch. Finding ways to include them and show you care can reduce stress. Tap Into Inexpensive Training Resources The costs of educating human resources (HR), leadership and employees can add up. Fortunately, many educational institutions offer free programs for anyone interested in embracing DEIA in the workplace. Additionally, many online platforms offer courses focusing on disability rights and inclusion strategies, which often include certifications that can enhance staff’s professional development without straining your budget. Further, consider reaching out to local advocacy organizations that specialize in disability rights. They may offer workshops or training at little to no cost, providing valuable insights and practical tools to foster a more inclusive environment, even without specific DEIA measures in place. Seek to Reward Unseen Efforts Use ongoing meetings as recognition ceremonies. Handing out rewards is great for overall morale and makes them feel valued. Unfortunately, many employees contribute effort behind the scenes and may feel overlooked when flashier jobs get all the praise. Make sure you brainstorm with all the people behind a successful project. Those who create the materials to drive the profitable marketing campaign are equally as important as the person in front of the camera or head of the department. Communicate With Employees If you've hired a diverse crew, one of the best ways to ensure you're protecting disability rights and serving the needs of your workers is to have a conversation with them. When you choose who to talk to, remember there are numerous types of conditions. Talking to the person in the wheelchair might seem an obvious choice, and one you should look at, but the staff member struggling with anxiety can be just as crucial to your input. Once you have an idea of the problems each employee faces, create teams to brainstorm how to solve them. Some solutions could be as easy as installing more wheelchair-accessible ramps, while others will demand complex solutions to put the worker at ease and ensure they can do their job without fear of repercussions. Your Brand’s Diversity Reputation If you want your company to be known for inclusivity, you should do more than go down a checklist of items to cover. Instead, think through every policy and how it might impact each staff member individually. Talk to those you worry might be affected negatively and brainstorm solutions. By prioritizing inclusion for all people in your employ, you'll create a team of loyal workers and develop a reputation for being fair-minded and accommodating.

Thoughtful Diversity, Equity, Inclusion, and Accessibility (DEIA) efforts can remove societal barriers, reduce stigma and help affected parties feel empowered and visible rather than frustrated and overlooked. As someone tasked with implementing and improving these inclusion efforts, how can you track what’s going well and identify problems that may cause unintended consequences — such as isolation — for employees with disabilities? How DEIA Efforts Can Inadvertently Isolate Employees While most businesses implement DEIA efforts with the goal of truly benefiting employees, these efforts can inadvertently lead to isolation or alienation for workers with disabilities. Some ways that DEIA efforts can backfire include: One-size-fits-all solutions: Implementing standardized accommodations without considering individual needs can make employees feel overlooked. A generic set of resources might not address specific challenges an individual faces, or might perpetuate stereotypes about the disability, which in turn can lead to feelings of frustration and exclusion. Tokenism: When DEIA efforts focus on meeting diversity quotas or showcasing diversity for PR purposes, employees with disabilities may feel like they are being used as tokens rather than valued team members. Lack of input: If DEIA initiatives are implemented without genuine engagement and input from employees with disabilities who are directly affected, the efforts may miss the mark, and employees may feel that their voices are not heard or valued. Overemphasis on differences: While its important to acknowledge and celebrate diversity, an overemphasis on differences can sometimes lead to segregation. Creating separate programs or spaces for employees with disabilities without integrating them into the broader organizational culture can reinforce a sense of "otherness." Failure to truly address systemic barriers: DEIA efforts that focus solely on surface-level changes without addressing systemic barriers can leave employees with disabilities to continue dealing with challenges in fully participating in the workplace. How to Evaluate DEIA Efforts for True Inclusion So how can businesses truly support inclusion for all employees? The following are several tips for creating successful DEIA initiatives that don’t come across as demeaning or isolating for employees. 1. Track and Publish Relevant Data Tracking data and making it available for review is an excellent starting point for truly inclusive DEIA efforts because it allows people to rely on hard facts rather than assumptions and guesswork. Some organizational leaders may believe their organizations excel at supporting workers with disabilities, but the data could tell a different story. Consider tracking key performance indicators such as: How well the organization hires and retains employees with disabilities. Whether those parties feel comfortable speaking about their experiences. If people with disabilities participate in career development programs. How successfully employees with disabilities achieve workplace goals. Whether accommodations help workers perform at their best. Anonymous surveys can help you gauge many of these things. However, you should also be supportive of self-disclosure so that employees understand they can come to you with both wins and concerns. A 2024 study revealed a median self-identification rate of just 5% for new hires mentioning their disabilities. Implementing a voluntary and confidential disclosure process could give you a more accurate picture of workplace experiences for employees with disabilities. The same research indicated that 45% of companies now publish diversity reports containing disability data. That’s a significant improvement from 2023, when only 24% of respondents indicated they published such reports. 2. Rely on Lived Experiences While Making Accommodations The daily challenges faced by people with disabilities vary greatly depending on their circumstances. However, one crucial thing you can do is listen to those directly affected to understand which accommodations will help them most. Sometimes, working through an employee’s accommodation requests is all about collaborating to see which solutions would work best for them based on factors like workplace layout and specific employee duties. In 2024, the Department of Labor made it easier for employers and other interested parties to get feasible accommodation ideas by providing a list of options that worked well in the past. The resource contains more than 700 accommodation ideas that employees and their employers can use. A 2024 study by Deloitte indicated that working from home is more accessible for 48% of employees with disabilities. However, only 9% reported they were permitted to work from home every day despite the numerous benefits. Fifty-seven percent of respondents said it is easier for them to get work done in their homes, while 55% said working from their residences reduces health threats. Such arrangements can also facilitate access to necessary care, as 46% of those polled mentioned. 3. Review Any Negative Impacts or Shortcomings Your organization should also assess documented instances of failures to abide by relevant laws. For example, a business could begin by examining any documented cases where the company did not meet Americans with Disabilities Act (ADA) compliance. Businesses that fall short of ADA laws and regulations may get fined up to $75,000 for their first offenses, with the amount rising to $150,000 for future violations. Responsible business leaders should treat these first infractions as a wake-up call by reviewing documentation of the fines and what was done to better adhere to guidelines in the future. Some of the negative impacts of noncompliance are less obvious than steep fines, though. Your company’s messaging can either reassure employees with disabilities that their lives and experiences are valued or cause them to feel more isolated. Examine corporate messaging and how it reflects impacted parties. Sometimes, small changes can make a big difference. Referring to someone as “a wheelchair user” rather than someone “confined to a wheelchair” is an example of empowering language. Your company’s communications showcase its overall values. Whether creating a press release, social media post or other piece of distributed information, the language should ideally reflect people of all abilities. Give employees a channel to express concerns over instances of noninclusive language, physical barriers or other problems. This feedback can highlight areas the business should focus on to create positive impacts for those with disabilities. 4. Determine Whether Accessibility Is Part of the Culture Those responsible for creating and upholding accessible and inclusive work environments should also consider the extent to which accessibility is a cultural norm for the company. People with disabilities are more likely to have smoother, supportive experiences if they can seamlessly integrate into the workplace with as little friction as possible. Estimates indicate approximately 1.3 billion people worldwid e have significant disabilities. People who design mobile apps and other products with large target audiences understand the importance of including inclusive characteristics and features — such as keyboard- and gesture- based navigation, legible fonts and logical navigation patterns — which make experiences more enjoyable for everyone. Similarly, an inclusive culture makes workplaces more nurturing by allowing people with disabilities to be their authentic selves. Take a top-down approach by ensuring the company’s leadership is fully on board with making accessibility improvements and investments. Additionally, training programs can help people develop empathy and negate stereotypes. Inclusion Is a Long-Term Commitment As you evaluate the impact of current DEIA efforts and planned enhancements, adopt the right perspective by remembering to treat the work as a priority rather than a box-checking exercise. Acknowledging that your workplace may have room for improvement is the first component to making progress.