Senior Leadership Executives meet in an office setting.
We’re approaching Disability Pride Month, and I’ve got a mission for all the bigwigs out there. You know who you are - the ones with the corner offices and fancy titles. Now, don’t get all jittery; this mission doesn’t involve capes or secret handshakes (though that would be cool). It’s about leading the charge for disability inclusion. And no, I don’t mean sending out a company-wide email with confetti emojis. 🎉
Let’s get real. A survey by the Business Disability Forum showed that disabled employees are climbing mountains just to get workplace accommodations. Diane Lightfoot, the CEO, said something that made my ears perk up: “Accessibility and inclusion need to be embedded in all aspects of the organization and its culture.” Embedded, like chocolate chips in a cookie, but way more important.
So, senior leaders, here’s your not-so-secret mission:
1. Set Clear Inclusion Goals: I’m talking laser-focused. Not just for Disability Pride Month, but all year round. Because, guess what? Disabilities don’t take vacations.
2. Allocate Resources: Throw in the budget, the manpower, the coffee machines - whatever it takes! Make sure disability inclusion isn’t just a poster on the wall.
3. Lead by Example: No, you don’t need to wear a superhero cape (but again, cool). Just promote an inclusive culture. Attend disability awareness programs, maybe learn a secret handshake or two. When your employees ask for accommodations find a way to say 'Yes' instead of 'Prove it!'
4. Encourage Employee Engagement: Create platforms for employees to share experiences. And listen! You might learn something.
5. Monitor Progress: Keep an eye on how things are going. If it’s not working, change it. If it is, don’t fix what ain’t broke. Listen to disabled employees. Our experiences are valuable. We know what we need. If we're coming to you with a problem, we've been thinking through solutions ahead of time. Trust us.
6. Communicate the Value of Inclusion: Tell everyone how awesome it is to have a diverse workforce. And mean it. Did I mention listening to disabled employees? Our voices should be front and center, but true allyship involves non-disabled employees amplifying our message.
7. Partner with External Organizations: Phone a friend, call an expert, send a carrier pigeon. Get insights from disability advocacy groups.
8. Celebrate and Educate: Use Disability Pride Month as a launchpad. Celebrate achievements, educate the masses, and keep the momentum going.
Remember, Disability Pride Month is more than a calendar event; it’s a call to action. So, senior leaders, grab your metaphorical capes and let’s make every month Disability Pride Month through actions that speak louder than words (or emojis).
Share your thoughts, ideas, and secret handshakes for disability inclusion in the comments below.