Disability-related workplace complaints were the second most-common discrimination complaint filed to the EEOC in 2020, and according to data published by the National Bureau of Economic Research, job candidates who disclose their disability are less likely to receive interest from employers.
Kristen Parisi, Morning Brew
Disability advocates talk a lot about representation. We talk about it so much we get tired of banging that particular drum. However, the underwhelming truth is, we remain underrepresented at work, in media, in advertising, and in society. As we enter the last week of Disability Pride, where the megaphone for us is a tad louder than normal, I want to talk about why that matters.
Representation is the foundation of inclusiveness. If we can’t be seen or acknowledged, if our perspectives are devalued or ignored, we are powerless to affect change. For this reason, representation in the C-Suite is particularly pivotal.
Yet, despite accounting for 20 percent of the global population, only four percent are openly out as disabled in the workplace according to the latest Disability Equity Index from Disability:IN. Not surprising given the added fears and anxieties that accompany workplace disclosure; concerns around equitable treatment, reasonable accommodations, changes in perceived abilities, and lower wages.
When it comes to media, a 2021 GLAAD report found only three and a half percent of characters in broadcast television shows during the 2020-2021 season had a disability. Of those, only 12 percent were portrayed by disabled actors according to a 2018 White Paper by the Ruderman Family Foundation.
The last example of underrepresentation, (which is being generous), is Pottery Barn, who last week unveiled their new Accessible Home furniture line—150 of their best-selling pieces redesigned with inclusivity in mind. Putting aside the company’s own admission that its high prices are likely to create a barrier to entry for their target market—one look at the models used in their campaign highlights one seemingly glaring omission—actual disabled people. It appears nobody within their marketing team could locate any of the roughly 1.5 billion disabled people worldwide to showcase their new furniture and opted instead for non-disabled models in hospital style wheelchairs. They want our money, just not our representation. Thankfully, Keely Cat-Wells, Tiffany A. Yu, MSc and the team at C Talent have put them on notice for future campaigns.
With these few examples, we remind you that the mere act of representation is not enough. Optics are not enough. Awareness is not enough. Being made aware is quite literally the first step, not the end goal. Awareness must be followed by inclusive action, without it, you’ve slipped into indifference.
Representation matters. Representation gives us a seat at the table. To all of the executives and C-Suite leaders, I ask you: What are you doing with it?