A digital illustration of the Washington Nationals logo prominently displayed in the center, surrounded by vibrant red, white, and blue accents. The background features a baseball diamond with dramatic lighting, creating a sense of energy and pride. The design emphasizes the team's colors and tradition in a bold and professional style
Today, I find myself reflecting on a troubling trend in job postings that claim inclusivity while subtly discouraging applicants with disabilities. A perfect example comes from a job description for a Communications Manager with the Washington Nationals. The LinkedIn algorithm suggested I'd be a top applicant. A chance to blend my love of communication and baseball? My interest was piqued. On the surface, it outlines standard communication responsibilities—drafting press releases, coordinating interviews, and managing media relations. All of these align perfectly with the skills expected of a professional communicator.
But then comes the Physical/Environmental Requirements section, which demands:
• Standing for long periods.
• Walking long distances.
• Climbing up and down stairs.
• Lifting up to 45 pounds.
For a role focused on media relations, where exactly does lifting 45 pounds come into play? These physical requirements raise serious questions.
Let’s unpack this: The job description explicitly states that the Washington Nationals are "dedicated to offering equal opportunity employment and advancement…including disability." Yet, these physical demands feel like unnecessary hurdles, particularly for disabled professionals. This disconnect is more than an oversight—it's a systemic issue. Arbitrary physical requirements often serve as a quiet signal that disabled applicants may not be fully welcome.
Job descriptions like this one, with their misaligned physical requirements, highlight a glaring gap between intention and execution. They inadvertently screen out highly qualified candidates, not because they lack the skills, but because the posting assumes physical ability is synonymous with competence.
Nowhere in my 15 years as a communications professional have I been asked to lift 45 pounds.
Employers must evaluate if physical demands are truly essential. Is there a genuine reason for a communications manager to climb stairs or carry heavy loads? If not, these requirements should be removed.
Companies claiming to value inclusivity need to ensure their job postings reflect that ethos. Accessibility isn’t just about wheelchairs and ramps—it’s about eliminating unnecessary barriers in hiring.
Postings should explicitly encourage applicants to discuss accommodations. A simple line—“We are happy to accommodate your needs to perform essential job functions”—can make a world of difference.
Language matters. If a company’s goal is true inclusivity, they must start by removing arbitrary barriers from their job descriptions. Let’s make sure equal opportunity is more than just a tagline.
We're clearly in the off-season and the Washington Nationals latest job posting is a strikeout. Hopefully their next Communications Manager can encourage the use of inclusive language.