HomeEmployee ExperienceCultureCelebrating Disability Pride: A Year-Round Commitment

Celebrating Disability Pride: A Year-Round Commitment

  • 4 Min Read

This July, Disability Pride celebrations spotlight the diverse experiences and contributions of people with disabilities. But true inclusion goes beyond one month. Learn how companies can move past ableism, build accessible workplaces, and tap into a vast talent pool that’s often overlooked.

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Image Source: Carl Lokko, iStock

Disability Pride Month, celebrated every July, honors the history, wins, and struggles of the disability community. This month is the same time as the birthday of the Americans with Disabilities Act (ADA), a big law signed on July 26, 1990. July 2015 was when Disability Pride Month started. During this time, there are parades, festivals, chances to learn, and events to speak up across the country. This movement tries to change unfair systems and stop people from looking down on disabilities.

Understanding the Vocabulary Around Disabilities

To create a place where everyone feels welcome, it’s key to know the words used when talking about disabilities.

  • Ableism is when people treat those with disabilities thinking that being “normal” is better.
  • Accessibility means giving people with disabilities the same chances to get info, talk to others, and use services as as anyone else.
  • Barriers are obstacles that prevent individuals with disabilities from living independently or accessing services, and can be attitudinal, physical, or social.
  • The ADA says a disability is a physical or mental problem that limits big parts of life. You can see some disabilities, like when someone has trouble moving around. Others you can’t see, like ongoing pain or mental health conditions.

Understanding these terms helps in recognizing the diverse experiences of people with disabilities and promotes a more inclusive and respectful workplace culture.

Diversity and Disability in the Workplace

People with disabilities represent the largest and most diverse minority group in the U.S., encompassing all abilities, ages, races, ethnicities, religions, and socioeconomic backgrounds. Despite this, they often face significant barriers to employment and full participation in the workplace.

According to the U.S. Bureau of Labor Statistics, individuals with disabilities are much less likely to be employed than those without disabilities. This disparity is often due to ableist attitudes and systemic barriers that hinder their opportunities. Mental health disorders are the most prevalent types of disabilities in the U.S., but disabilities can also be physical, intellectual, or developmental.

It’s important to see all the different types of disabilities to create workplaces where everyone feels welcome. When companies get what employees with disabilities need and think about their views, they can make a fairer and more productive work environment. This lets them benefit from the wide range of talents and experiences these individuals bring to the table.

Practical Steps for Promoting Disability Pride Year-Round

HR has a big part to play in creating a workplace that’s diverse and inclusive for workers with disabilities. First off, organizations should also invest in accessibility by allocating resources to ensure that all facilities and digital platforms are accessible to everyone. This includes appointing a Chief Accessibility Officer or consulting with third-party agencies for expert insights. Proactively addressing accessibility needs, rather than reacting to individual requests, demonstrates a genuine commitment to inclusion.

HR can also set up Employee Resource Groups (ERGs) that bring together people with disabilities, caregivers, and supporters. These groups give a chance to share stories, push for needed changes, and build a supportive community at work. Also, HR should make it easy for employees to self-identify by creating a safe and welcoming environment where employees feel comfortable disclosing their disabilities.

Training and education are important. HR should put together workshops about including people with disabilities. These can cover things like ableism making stuff accessible, and the different kinds of disabilities out there. This helps people understand more and challenges wrong ideas leading to a culture where everyone gets it and respects each other.

HR should collaborate with other networks to highlight the intersectionality of disability with various social identities. By appointing board members with disabilities and continuously monitoring the organization’s practices, HR can ensure that disability inclusion is an ongoing priority, not just a one-time initiative.

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