Redefining Leadership: The Urgent Need for Disability Representation in the Boardroom

A silhouette of three people sitting in a boardroom.

We're almost halfway through Disability Pride Month. While companies proudly proclaim to be dedicated to diversity, equity, inclusion, and accessibility efforts, it's time to address an elephant in the room - the glaring absence of disability representation in the boardroom. Despite strides in workplace disability inclusion, one area remains stubbornly resistant to change - the highest echelons of corporate leadership.

According to Disability:IN's latest Disability Equality Index, only 7% of the 485 surveyed companies including Nike, Meta, Hilton, and Amazon reported having a director on their board who openly identifies as disabled. This same percentage represents the number of companies that even mention disability in corporate governance documentation concerning the nomination of new board directors.

Yikes.

This lack of representation is not just disappointing, it's detrimental. The boardroom is where strategic decisions are made, where the culture of an organization is shaped. Without representation at this level, how can we expect to foster an environment of true inclusivity?

I understand the stigma around disability and perceived ability to succeed in the workplace. But let me be clear - disability does not equate to inability. We, as disabled individuals, have unique perspectives and abilities that can greatly contribute to the success of any company.

Ted Kennedy, Jr., co-chair of the Disability Equality Index, said it best: “Boards govern more effectively when members bring diverse abilities and perspectives to the table, but disability continues to lag behind gender and ethnicity in board diversity considerations."

It's time for change. It's time for companies to seek out, appoint, and report on board-level disability representation. Not just to tick a box, but to truly embrace the value that diversity brings.

This Disability Pride Month, let's not just celebrate disability. Let's advocate for disability representation where it matters most - in the boardroom.

The Culture Shift: A Not-So-Secret Mission for Senior Leadership (and a Nudge for Disability Pride Month)

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.

Return to Office Policies Will Hurt The Disabled Workforce

The quote "No employee should be forced to choose between career advancement and their health where an accommodation exists to mitigate roadblocks." in all caps white lettering behind a faded background of a workstation with a chair and laptop.

“Remote work and remote-work options are something that our community has been advocating for for decades, and it’s a little frustrating that for decades corporate America was saying it’s too complicated, we’ll lose productivity, and now suddenly it’s like, sure, let’s do it,” said Charles-Edouard CATHERINE, director of corporate and government relations for the National Organization on Disability.
—Ben Casselman, The New York Times

A global pandemic made telework necessary. Nobody thought twice about it once the non-disabled workforce was threatened. At USPTO, an agency renowned for its telework program, I was initially asked to provide additional medical documentation in support of my request to modify my telework schedule as the pandemic emerged. Only after the pandemic was declared a national emergency was that request deemed superfluous.

Remote work remains a major victory for the disabled community and we are grateful for the attitudinal shift. As the New York Times points out, the increase in telework is a boon for disabled workers. A newly released study led by Adam Ozimek, Chief Economist at the Economic Innovation Group, found more than 35 percent of disabled Americans ages 18 to 64 had jobs in September. That was up from 31 percent just before the pandemic and is a record in the 15 years the government has kept track.

As long COVID continues to impact the workforce, telework represents a vital support system of opportunity. There were 1.05 million more disabled working-age Americans in August 2022 compared to January 2020, according to data compiled by Richard Deitz, an economist at the Federal Reserve Bank of New York, Axios reports.

However, despite the enormous win of telework, societally, we have short memories. The return to office efforts many companies are pushing highlights the all-too-pervasive ableist attitudes of many employers. The recent The Wall Street Journal article “The New Rules For Getting Face Time at the Office” notes that while adjustments are being made to accommodate the hybrid nature of pandemic work, there remains an unfair advantage for in-office workers.

“It’s all about being more salient in the boss’s mind,” Jeffrey Pfeffer professor of organizational behavior at Stanford University Graduate School of Business, told WSJ. “Whether it’s fair, you’re increasing your chances of landing high-profile assignments, raises and promotions, simply because your name pops into the heads of those making decisions.”

This divide ultimately leads to disabled employees feeling like second-class citizens in our own jobs. No employee should be forced to choose between career advancement and their health where an accommodation exists to mitigate roadblocks. Leadership needs to make concerted efforts to engage employees and provide equal opportunity regardless of where the work is being done.

Action over Optics During NDEAM

Dawn Gibson, Christina Miller, and April Thompson

We’re less than a week into National Disability Employment Awareness Month. The stories of companies talking about the value of diversity, equity, inclusion, and access are everywhere. The truth that far too many of us in the disability community know however, is that for many of them, the goal is optics over action. Looking past the check-the-box mentality employed by so many and digging deeper we recognize awareness of disability employment (or the lack of it) is not really the issue. Apathy and indifference, however, are rampant.

-A woman went viral on TikTok after exposing her employer for not accommodating her for her dyslexia and ADHD, The Daily Dot reports.

-A worker with a back condition was fired from Virginia-based Resource Metrix after she requested an ergonomic chair, according to the U.S. Department of Labor, in a story published by The News & Observer Publishing Company.

-Walt Disney World, is under fire after a Cast Member took them to task in a public Facebook/Meta post for refusing to accommodate her Cerebral Palsy.

These are not isolated instances. Rather, they represent a small fraction of the injustices faced by disabled people in the workplace every day. Further, they underscore what can often feel like a Sisyphean task for the disabled community. Not only do we struggle to find employment, but due to a lack of employer empathy and understanding around reasonable accommodations, we struggle to keep it.

To combat the stigma, many of us don’t disclose, opting instead to work without accommodations and subsequently struggle to perform. Paradoxically, this often leads to being fired, perpetuating the myth that disabled people aren’t cut out for gainful employment. All of this while we watch leadership in our organization tout disability awareness and inclusion from the rooftops.

Meanwhile, the effects of long COVID continue impacting the workforce.

Up to 4 million people are estimated to be out of work because of long COVID symptoms, according to The Brookings Institution's August report.

Between Sept. 14 and Sept. 26, more than one in four adults with long COVID reported significant limitations on day-to-day activities, per the Centers for Disease Control and Prevention data.

The number jumps closer to 40% for respondents who are Black, Latino or disabled — three groups disproportionately affected by the pandemic.

Employers must do better providing accommodations for employees. 1). It’s the law. 2) As the disability population increases, the demand for them will skyrocket. There’s no turning back and employers need to brace for that eventuality.

Our unique perspectives solve organizational challenges, they don’t create them.

H/t Fiona Lowenstein of Business Insider for this resource.

How to ask for ADA health accommodations at your job, according to 5 workers who have

#leadership #work #disabilityawareness #ndeam #resonableaccommodations #deia #disability

The World Economic Forum

“There is a global disability inequality crisis. And it can’t be fixed by governments and charities alone. It needs the most powerful force on the planet: business.”
— Caroline Casey, Founder, the Valuable 500

Diversity, Equity, Inclusion and Accessibility (DEIA) is a topic advocates talk about daily. So much work is happening and yet simultaneously so much work remains. Oftentimes, I think of advocacy the way I think of a book jacket. The material might be the same but different covers may resonate with each member of your audience.

As the World Economic Forum kicks off in Davos this week, I thought it was important to highlight the Valuable 500 Initiative—the largest global network of chief executives committed to disability inclusion. Launched in 2019, the initiative aims to “set a new global standard for workplace equality and disability inclusion by engaging 500 private sector corporations to be the tipping point for change and to unlock the business, social and economic value of the 1.3 billion people living with disabilities across the world.”

Some of the world’s biggest companies including Apple, Microsoft, Google, Sony, and Verizon are among its participants.

Although 90% of companies claim to prioritize diversity, only 4% of businesses are focused on making offerings inclusive of disability according to the World Economic Forum.

A May 2022 report published by the Valuable 500 also found that:

• 33% companies surveyed have not developed or begun to implement a digital focus on accessibility
• 29% of companies have a targeted network of disabled consumers or stakeholders.

The cost of excluding people with disabilities represents up to 7% of GDP in some countries. With 28% higher revenue, double net income, 30% higher profit margins, and strong next generation talent acquisition and retention, a disability-inclusive business strategy promises a significant return on investment.

On the federal level, data on inclusion efforts tells a similarly disheartening story. A newly released report by the EEOC found that persons with disabilities remain heavily underrepresented in leadership positions; 10.7% of disabled employees are in positions of leadership vs 16.4% for those without. Further, the report noted that people with disabilities were 53% more likely to involuntarily leave federal service than persons without disabilities.

Clearly, both privately and publicly, a lot of DEIA work remains. These disconnects in the data further support the need for advocacy around not only things like Global Accessibility Awareness Day, but also an increase in disability representation to effectively close these gaps.

Let disabled people not simply have a seat at the table, but a voice in the conversation. Your company will be better off for it.