Tackling ableism at work
I am Dr Laura Chapman, but please call me Mole
VIDEO
Text
This presentation
can help with a supported conversation on organisational change.
Key questions:
1 – Invitation. How do we begin a conversation about disability, within a wider culture that speaks to individualised problems and medical solutions to matters of well-being.
2 - Society, language and culture. we rarely speak of the discrimination and inequality disabled individuals face, trying It Is underestimated by many, and a huge cost to disabled people and their families, organisations and society.
3 - Respectful language. Voicing our fears about speaking about disability helps us understand the problem of the lack of articulation on the subject. Learning about discrimination, as a protected characteristic, helps add nuance to our wording of who is affected by what.
4 – Bias and barriers. Due to distortion, 5 myths found in text, disability is equated to illness, and is often viewed as a personal problem, rather than understood as a systemic or a societal disadvantage.
5 - Institutional discrimination and societal injustice. The way we talk about disabled people as a group, a population, within society, is critical to how we speak about organisational responsibility. A do-do list, articulating how we speak as professionals, can help the organisation tells its story, without forgetting the voices of disabled people.
7 – Accountability. An allied response demands action that prioritises the interests of those most disadvantaged first, BEFORE extending to better working practice more widely. Understanding that privilege means not facing disability discrimination, not a luxury or identity. Importantly it is about flipping the myths to narratives that ask how we can change organisational culture.
8 - Responsibility, as a response to Disabled storytellers as authors, ensures growing legitimacy towards the disabled population.
Trust?
I undertook my research, because as a trustee, I was continually baffled by the lack of reference to the voice of disabled people, deaf and Disabled People's Organisation’s or Disability Equality in strategic conversation. While the people around me were sometimes fluent in their idea of feminism, they had no language to articulate the discrimination imposed on the disabled population. As I once described it, you could put 10 feminists in a room and get 10 definitions, but few could put a single word to the widespread and toxic nature of the inequality imposed on the disabled population. Omitting the situation disabled people face from strategic conversation does little to include their experience in storytelling more widely. Rather, it makes us believe their ideas are irrelevant to many conversations, some of which affect them directly. When it comes to matters relating to disability many don't know what they do not know. This means many often ignore, reinvent, or distort disabled people’s interests based on the tales they’ve heard about them. Trust is key because positive exchanges are ‘banked’, and leads to a mutual respect that builds up over time.
A fair world
I’ve been facilitating disability equality training for 30+ years, and invariably the feedback I hear most often is "I never knew what I needed to know". Many will say they’ve never thought about what ‘disability’ means to disabled people and society, they have been happy to assume the problem is someone else’s.
The assumption is often that disability is a personal or a health issue, maybe a problem for social care, but not within the remit of professional commitment or organisational duty. Sadly, these beliefs often sit far deeper in our hearts, than in our heads as worded-thought. Therefore what is assumed aren’t even ideas we challenge for ourselves, they are often hidden so deep they can’t be questioned. The landscape we live in, the culture around us in conversation, text and media, informs our mindscapes, as we bathe in words and images we rarely question - to use Sergiovanni's metaphors
Therefore rather than try to identify which identity gives us more power or disadvantage, it may be that deciding where to lend our strength is far more critical in addressing inequality more widely. I can voice my anger against racism, classism, sexism, homophobia, religious intolerance, and help protect family and gender choice, without rejecting anybody’s personal experience. However, I will need to acknowledge the voices of other groups face in order to take a stand against different discriminations in turn. I can’t agree without others without understanding their perspective! My allyship as a sister, a friend, a colleague and a neighbour is in the action I take to minimise the harm that heads their way. Only they can decide if I’m addressing their interests, or whether I’ve acted to make our shared space safer. I can’t call myself an ally, but others may call on it, and hopefully rely on it.
1 – Invitation
How do we begin a conversation about the barriers disabled people face, and the disability discrimination they encounter, in order to be proactive about a safe space for all?
It makes sense to address this matter in a proactive way before we invite more people to join in. A welcoming environment is one that fosters belonging, so asking those already present questions that anyone can answer. “What do you need to participate?”
Ableism, the discrimination imposed on the disabled population, is so deeply woven into society’s storytelling, it is everywhere, but yet also unremarkable, and thus can be ignored easily. Much like ideas of classism and racism, you may not have the words for it even if you are subject to it. Like many women it took me many years to become a feminist, because it took time to find the ideas that gave me a working definition ( see blog Am I Disabled ?). Once I realised I had a choice, all my activity became anti-sexist. Slowly, it became easier to understand that while my experience was the prejudice I received, books on feminism gave me the language to articulate institutional sexism, misogyny and patriarchy. Together, these ideas gave depth and nuance to complexities of structure in our culture, which beyond each individual, weighed more heavily on women as a global population.
What does disability mean to you?
what do you already know? Where’s the evidence?
Record words and images that come to mind about ‘disability’
How do you think we react to these words?
What emotions do you think they stir?
Please do pause and consider this, or have a conversation about it
Hidden assumptions
Our culture, can be viewed as what we say, and how we say it. Language matters because what gets the most airtime in conversation becomes our reality - a shared narrative. The shortcuts we take, for example in office or technical terminology, phrases like ‘vulnerable individuals’ do not help convey complexity. Often they stop us questioning many of the assumptions within the concepts they convey. For example, does the phrase mean people need access requirements? Or does the phrase stand for a label of ability, an illness or worse a personal failure?
Consider your experience. 50 years ago ableism hadn’t been invented, it wasn’t something you could be accused of. To what extent have you experience discrimination? Sexism, racism, homophobia, classism, religious intolerance, rejection of family or personal choice? Maybe you faced several at once, the impact on Black working class women will be cumulatively higher. The evidence is significant!
2 – Disadvantage and discrimination
At the organisational level, the matter is greater than a lack of individual fit since disabled people have no less experience, skill or wisdom than their non-disabled colleagues. It seems, therefore, that organisations present barriers we don't acknowledge, as there is evidence that all types of differences have been accommodated somewhere. therefore, it is more likely that overall non-discriminatory practice is patchy. Disabled people face far greater barriers than most imagine. For business leaders, the challenge is therefore to view organisational change as a benefit to both disabled individuals and the wider community they serve.
While many disabled people enjoy their lives, most have probably struggled to have their rights upheld.
Evidence
A well-informed guess
In an organisation of 1000 employees, 100 workers will probably have an impairment or two, whether or not they identify as disabled. That is 7.7 million people nationally, 19% of all workers. Yet only 53.6% of disabled people in employment, compared to 81% of non-disabled people. That is half of the disabled population in the UK compared with around 8 in 10 of non-disabled people. 9 in 10 disabled individuals say they have experienced hate crime over the past year, and most will express this as a personal failure, not abuse.
Cost to society
Disabled people are more likely to live in poverty; because it costs £570 more on average a month to live with the costs of an impairment. People with mental health issues are 11 times more likely to be victimised, report being 'bullied’, live in poverty and struggle in education and employment.
Globally
The three-fold risk experienced by disabled people during the current COVID-19 pandemic results from: a greater risk of negative outcomes from the disease itself; a greater risk of reduced access to routine healthcare and rehabilitation which differentially affects them; and the damaging impacts of policy, strategy and planning efforts to mitigate the pandemic
An ethical crisis?
For many years, groups of activists, those opposing sexism, racism, classism, homophobia, have drawn our attention to hate crime, discrimination, societal disadvantage and global inequality. You’ll be aware of the Me Too campaign, and the Black Lives Matter movement. As a civil rights group within this movement, Disabled people and deaf and Disabled People’s Organisations, have fought for the rights of the disabled population for half a century. More specifically the the Disabled people’s movement has mobilised on a shared list of Interests, unlike charities and research which tend to focus on a single problem - most often problems defined by non-disabled clinicians or researchers acting on their assumptions about disabled people’s lived experience or the Interests
3 - Respectful language
How do we articulate the assumptions many can ignore?
As research suggests, the difference between political correctness and respectful language is not whether a word is right or wrong but why the meaning strengthens or counters a narrative that exists in everyday storytelling. The language we use about disability is typically negative and often medical. Professionals will often feel more comfortable talking about a diagnoses, impairment or conditions, than discrimination and inequality. Also, we often talk in ways that merely repeat the stereotypes we’ve internalised in everyday conversations. Current terminology is limited, for example, the word ‘disability is used to indicate ‘personal difference’, ‘labelled group’ and ‘inequality’. It’s not whether particular words are right or wrong, respectful language encourages each of us to think about the meaning and the context of our choice. Error is rarely as problematic as silence, most people are fairly flexible, as long as we feel others are mindful about the words used. There are often unclear boundaries between private matters, group interest and public debate. In organisation documents terminology is far more critical, because it is with the language that an organisation’s culture is defined.
Language
In textual and conversational worlds, the words ’vulnerable’, ‘needy’, ‘special’ and ‘differently abled’ are often used to describe those labelled. So creating the belief, if not the idea, that it’s the person who has needs, not the support that is needed. Current terminology is limited, for example, the word ‘disability’ is used to indicate ‘personal difference’, ‘labelled group’ and ‘inequality’. Unclear boundaries of private and public debate.
Be specific
Talk to individuals, about groups, and proportions of stated population in different ways.
The individual – respect choice in preference, personal identity, and articulation of experience. Joe enjoys philosophy, says he is autistic and does not identify as disabled, Julie prefers Jools, identifies as Disabled, and loathes the discrimination she has experienced.
Disabled people – be aware of group – and networks – shared interests, this may also be defined as identity or activism, look for evidence provided by authors, groups or organisations that are DPOs - Disabled People's Organisation.
Disability Rights UK shares information about the interests of disabled people, a voice for the marginalised group. Inclusion London, is a Deaf and Disabled People's Organisation articulating the rights of people facing discrimination in the southeast.
The disabled population – place groups within society, and a presence within other groups. One in ten feminists are likely to be disabled women, 2 in 10 people can identify if they chose, because statistically, 20% of the population is likely to have an impairment.
Develop a Multi-tiered terminology
While we will need to seek to understand an alternative experience… speaking with more confidence about barriers, discrimination and inequality, helps us articulate conversations about disability regarding individuals, groups and populations differently.
4 - Bias and barriers
Institutional norms, and society’s narratives, shape our professional ideas about our everyday practice. we might be aware of unfair rules or expectations, having encountered them ourselves as barriers. Other beliefs may be so deeply buried in our ways of working that we rarely question them at all. So, how do we build confidence in articulating the stereotypes that lead to bias and spot the barriers that hinder progress?
It is not up to disabled employees or disabled clients to be more fluent about their experience (forests of documents on this topic already exist). The onus is on us as business leaders to articulate the barriers facing the disabled population in terms of discrimination and inequality.
Learning to unlearn
There are five myths that broadly distort the way we talk about disability that misrepresents disabled people in organisational storytelling. Adding stereotypes to the representation of disabled individuals, groups, communities and society. These distortions reinforce ideas that deny the experience of disabled individuals, the knowledge of disabled people’s groups, associations and networks, and therefore the interests of the disabled population.
Myth 1: Illness and institutional practice
Where in conversation and in documents illness and disability are used interchangeably, disability is seen as an individual problem in need of a cure. As a ‘problem’ it is perceived as a personal issue… and largely for someone else’s budget. Where practice cannot - or professionals will not – change, disabled people are more likely to be sent elsewhere.
Myth 2: Scale
The real number of people who could identify as disabled is large, 1 or 2 in 10. Some may have a visible difference, while many do not. It’s good practice, therefore, to articulate the disabled population as a global majority – rather than a minority group.
Myth 3: Fitting in
Disabled people are often viewed as completely separate group; yet they are among the women, LGBTQ+, Black and people of colour, and older people we refer to as the civil rights movement. This separation tends to draw a line between us and them. And in identifying some as subgroups, rather than part of a bigger population facing multiple barriers, the idea of privilege is viewed as a luxury, not an absence of disadvantage.
Myth 5: organisational silence
Following the medical myth, disabled people as a group, are often seen as the responsibility of other departments, organisations or institutions. rather than the cost to society of not employing, or poorly paying disabled workers. It would be better to see any extra cost as a good investment that secures the health of whole localities and the well-being of communities more widely.
Myth 6: Personal / private boundaries
In conversations, more specifically about disclosure, impairment and identity are often conflated. This means that discrimination and inequality are often ignored, with the focus of what’s-wrong imposed on the disabled individual. For example when saying they have a disability rather than they are disabled.
Left unchallenged, these myths, often evident in stereotypes, lead to prejudice - a reaction to the myth not the person. Reactive practice, such as the justifications for not working with disabled people, keeps assumptions going. The good news is that once these ideas are more clearly articulated, they are more easily recognised in conversation, and more easily avoided in text.
5 – Systemic discrimination and society’s injustice
Myths will distort the way an organisational story is told, and why consequently so few spaces are free from discrimination. No one questions what they do not - or no longer - see. For many the scale of this disadvantage is a revelation; and many will underestimate cost to industry and communities. Professionalwisdom is a beautiful thing, especially when applied to organisational practice and relationships. Often the dissonance in people’s minds is so great, that few can see beyond their own beliefs, and enables them to defend their own behaviour, even with ableism defined on a slide before their eyes.
This silencing is most evident in the textual world, where misrepresentation articulates them as untrustworthy group of speakers. Furthermore, they are not recognised as authors, thereby denied a voice as writers of knowledge in documents that reinforce their marginalisation.
Implications for organisations
At organisational level the issue is greater than a lack of individual fit, since disabled workers have no less experience, skill or wisdom than their non-disabled colleagues. While all type of differences have been accommodated somewhere, it still seems barriers are substantial, because overall better practice is patchy. Disabled workers face far greater barriers than most employers imagine. For business leaders, the challenge is therefore to view organisational change as a benefit to both disabled individuals and the wider community their business serves.
Positive action, therefore, needs to address both organisation and society strategically. This requires vision at senior management, leadership team and board levels. In order to avoid the time-consuming and costly tweaks at the operational level that rarely alter culture or company purpose. While few do nothing, and most do something, far more could be done at the strategic level to alter culture.
Speaking with authority
Adopting an allied position
Just ‘any effort’ isn’t sufficient, practice needs to be with the right effort and have a deliberate direction. While good, best and proactive practice sometimes equate, operational can be strategic, but rarely unintentionally. Because being better at treating people unfairly will not achieve more equitable outcomes. Practice might need to change to avoid the very activity that compounds the structural discrimination and inequality experienced by so many.
Addressing discrimination and inequality simultaneously is like tapping your head while rubbing your tummy, different actions are required at individuals, team and organisational levels.
Identified is a breakdown of trust where reputation lacks any acknowledgement of disabled people, disability equality or the interests of the disabled people’s movement. This a lack of legitimacy in organisational accounts within mainstream storytelling. As Oswick et al. put forward, a radical travelling theory is one that moves beyond its own domain of production to be adopted by existing ones with equal measure. Theory that adopts anti-ableism in its intent, therefore, needs a broad applicability and relatively abstract content; so that it can effectively begin ‘a process of repackaging, refining, and repositioning a discourse (or text) that circulates in a particular community for consumption within another community’ (2011, p. 323). Where legitimacy theory can be defined as the ability to respond to the disabled people’s movement as a civil group it will need to demonstrate an intent to address their interests through dialogue.
Do do list
Organisations present as cultures that disable workers, yet professionals need to feel able to participate fully – whether or not they have impairments themselves. To avoid the myths… a ‘do’ list responds to the comment “what can I say?!”
Do ask colleagues what they need to participate. Before a conversation about reasonable adjustments is possible, it is always a good idea to ask easier questions about flexible working. A question most professionals can answer allows disabled people the choice of whether to disclose – or not.
Do talk about the size of the disabled population, stressing vast numbers, huge inequality, lack of visibility and wide variation. This helps contradict the assumption that disabled individuals are few and far between. A separate group to those people facing sexism, racism, homophobia, religious intolerance, family and partner choice.
Do highlight the discrimination imposed on disabled people. Articulate professional identity separately, because respecting choice helps us focus on addressing unfair disadvantage.
Do make the assumption that disabled people have fought, and that to be visible an individual will have probably overcome huge barriers to achieve the life goals many can take for granted, there’ll be many more with impairments that you will not notice.
Do refer to D/deaf and Disabled People’s Organisations as the voice of the disabled population. Individual experience is just the first step, the bare minimum, you need to learn an articulation of institutional discrimination and systemic inequality people face.
Do refer to the societal and environmental aspects of discrimination – ableism – in the same way as you would have a speak in anti-racist or anti-sexist terms.
Do state often that organisational culture, and more broadly society, does not do enough to speak of the discrimination and inequality the disabled population are subject to – this failure to uphold human rights is ultimately a cost to all communities.
Do ask about identity, but allow individuals not to. This is far more respectful once a professional relationship has been established. Disabled individuals will have different words for experience, knowledge and wisdom on these issues – as do feminists. Allow for choice, and respect personal boundaries. Illness, impairment and difference, contrary to society’s storytelling, are private matters.
Disability Equality
Seeking and responding to ‘lived experience’, is essential yet an unsatisfactory minimum, as it only addresses the prejudice and barriers at individual level. Furthermore, we can’t ask every labelled learner in turn what they understand by discrimination, without imposing on their time and generosity. We have to trust the voices those who have also gained research evidence and professional wisdom on these matters. Disability equality give us frame, a language, like torchlight in the darkness, that highlights a specific sensitivity to ableism. As feminism gives us a sensitivity to sexism in the male gaze. Through its lens, disability equality helps us question the ableism in ideology by highlighting misrepresentation in discourse. The Disabled people's movement in the UK has used the term Disabled for many years. Disabled, rather than people with disabilities, is used to emphasise the idea that Disabled people are disabled by the world rather than having a difference. Also, the oppression imposed on disabled people has a character. For many this can be viewed as a form testimonial silencing apparent in the telling of globe-local our stories. While storytelling may seem neutral, many authors, unwittingly, tend to focus on personal experience, and if trusted at all, use their own assumptions to replace the evidence or the working wisdom of academics and professionals identifying as disabled. For a growing number, therefore, using the term disabled, reflects a journey - a step into a movement. It is a choice to write, and co-author, on shared interest: speaking with activism and with intent to disrupt.
Disabled people themselves express as their interests - the story they tell. The civil rights movement, disabled people have organisations who tell a story of shared interest. The disability activist and scholar, Oliver, refers to alternative ways of questioning experience:
the medical model as asking the question: ‘What is wrong with you?’.
And, the social model as asking the question: “What is wrong with society?’
Definitions
Without a definition, there is no way of identifying the characteristic discrimination imposed on disabled people. If we don't speak about ableism, it doesn't exist, because it is not something we give time to - or that we acknowledge. I work to two definitions based on what I’ve read:
Ableism: a specific type of oppression, akin to homophobia, racism, classism, ageism, and sexism, held in the culture and language that inform society’s debates.
Anti-ableist: a defined position against ableism, the characteristic oppression that disabled people face - as in feminist or anti-racist. Theorising, for example, with an anti-ableist legitimacy involves explicit reference to disabled people as tellers in a storytelling that holds their interests at their heart.
6 – Accountability
A definition of accountability, that refers to the character of discrimination, helps articulate and intentional intent within organisation purpose in everyday practice. Suggested by Sinclair’s writings, the idea of a chameleon serves well as a metaphor for accountability. Because, as an animal that can change its colours to represent its surroundings, as the picture illustrates the beastie still manages to clearly display a response to discrimination without changing its being. An organisation wishing to represent its human rights imperative, can choose to state the interests of the disabled population within its accounts by making them explicitly within its storytelling, thereby still keeping its integrity and purpose. This implies its responsibility to also provide a trustworthy account of that dialogue. If the dialogue is skewed, the population is mis-represented, then those that are entitled to have a voice in the conversation are effectively silenced. The account is no longer proof of legitimacy, as it does not articulate equity, a shared decision about interests and fair participation in stewardship.
The legitimacy gap
A shorthand for lack-of-accountability, the gap is often a prejudiced response, a reaction to myth, rather that acknowledgement of voice. The legitimacy gap refers to the amount organisational storytelling differs from interests [Disabled People's Organisation].
Business leaders who acknowledge the significance of disability equality can more ably respond in both personal, organisational and public conversations by talking of barriers and injustice. Pragmatic equality, or justice for disabled people, requires that discrimination does not add to the other injustices in the world…
Another way of thinking about it might be to say that a world that is (pragmatically) equal in respect of disability should contain the same degree of inequality between disabled people as there is between non-disabled people. (Wolff, 2011).
7. Responsibility
How do we ensure our organisational storytelling aptly articulated the interests of the disabled population?
shorthand for lack-of-accountability, is the response to myth not voice. The legitimacy gap refers to the amount organisational storytelling differs from interests [Disabled People's Organisation]. Business leaders who acknowledge the medical model’s significance can more ably respond in both personal and a public conversation by talking of barriers and injustice.
Figure 1
Responsibility – Storytelling
A recognisable telling, the voice of The Disabled people's movement, is useful for guiding organisational conversations away from ideas of individualised or medicalised problems, and instead encouraging shared responsibility. Notions of ownership here is critical, recognising Disabled people as a civil rights group, a legitimate voice for human rights accountability. Disabled people face daily disadvantage because of the way our society is organised.
As well as physical barriers, the social model highlights the fear and lack of understanding that perpetuates discrimination, and that society continues to marginalise, segregate, exclude and abuse Disabled individuals based on ableist storytelling.
Disabled Storytellers an alternative storytelling
Making the organisational storytelling accountable to disabled people as a group is not the responsibility of one policy or a single department. The idea that ‘disability’ has a stand-alone file conflicts with the idea that every worker can respond willingly and effectively to avoid discrimination. The task is to alter environments to tackle disadvantaged - the responsibility is shared.
This presentation
1. Individual : the small changes put in place to remove, minimise or reduce the impact of the barriers that disabled people face.
2. Organisational: Having established a conversation about the workplace barriers faced by disabled people, it will be far easier to reach out with greater confidence to each individual professional.
3. Institutional: education with the intent of taking knowledge to the sector and beyond
4. Practice, purpose and vision may need to change. From a responsible business perspective moving towards an anti-ableist perspective is a way of levelling the field and aligning to Sustainable Development Goals.
8 - The end of a tale but the beginning of a journey
Together, the sections spell out an alternative understanding of working with disabled people. Starting with language, workplace culture can change, and the transformation depends on us to follow the lead of the disabled community* - more specifically those who have actively challenged the attack on their human rights.
The document provides an extended terminology that will help you to talk with increasing confidence about:
ï the individual / disabled person, their skills, experience and knowledge;
ï disablism the barriers, negative attitudes and working practices faced by disabled people but not by their non-disabled colleagues within organisations, sectors or professions (eg fear, lack of awareness, avoidance, micro-aggression, stairs, complex or incomplete policies);
ï ableism – the misrepresentation or silencing in the documents, communications and wider storytelling of organisations;
ï impairment, condition, difference or functioning – private information, the disclosure of which is a disabled individual’s choice to disclose: the same is true for their identity as a disabled person
ï inclusive practice an ongoing process of adjusting equitably to diversity.
It is all very good news, as addressing the prejudice, discrimination and inequality disabled workers face.
Appendix
Planning. What can the organisation do? Now, in 10 months, and in 10 years? What can be identified as unhelpful, but beyond the organisation’s influence, a commitment to keep moving forward in our relationships with disabled people, groups and communities.
Planning for culture change: vision, possible, action |
Working on a culture belonging - A first step - access check list in order to reflect joint approach - it may be helpful to start by identifying the barriers disabled people face within our organisations. In the real world, the categories are rarely clear-cut but this task may help to extend thinking beyond the basics such as ramps and accessible toilets. Approach the organisation from the position of a newcomer, and evaluate from the very first welcome.
With discrimination in mind how do we develop strategies that both reduce the myths and rather build on the positives of existing practice? |
Identify initial barriers in your organisation:
At an Individual level -
Address bias, environment, and culture.
At an organisational level
Education, joint planning, research, professional networks.
At an Institutional level
D/deaf and Disabled People’s Organisations’, disability networks, purple space etc.
The idea of "creativity" and "originality " are good examples of accepted assumptions. However, the stereotype of the wise professor waking with an earth shattering idea is due some rethinking. Research suggests that new ways of understanding the world rarely arrive overnight. More often breakthroughs are the work of huge teams, people expending effort over many decades. Furthermore, tipping points often rely on many mistake and wrong routes travelled in paths that circuitously take us towards a new perspective.
Enter strategic aim, direction and vision, and their implication culture change. Setting a dream, is not a strategic plan, and not 3-6 month goals. Each have their place. Operational activity needs to align to the dream, focussing on what is possible. Occasionally aligned with the strategic aim, some action will get us closer to the dream, a glimpse on a world where disabled people’s rights are fully honoured. Much operational activity is not strategic. It is not that vision is lost, but activity does not align to it, we often need to be more in line with the evolving picture, rather than more exact in the technical aspects of daily work. A strategic ideal - addressing global inequality- keeps us on track. The finished efforts, while being a drops in the ocean, is inching towards a better world.
A triple gain This document presents clear ways of articulating matters of disability (both at work, and in life more generally) to ensure that disabled employees and clients are fully respected and included in the life of your organisation. By understanding the disability employment gap and increasing your confidence in matters of language, you’ll be better able to provide the right support for your employees. In a three-tiered approach, dealing with: 1. prejudice, 2. institutional discrimination, 3. and inequality … disability equality offers far more than a cost-saving exercise for professionals seeking to employ disabled individuals. This reminder may help you remember to audit your company policies and recruitment process, so that they are more inclusive for all. |
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Padlet - Disability: related stories
https://padlet.com/molechaps/sazzscjozqle
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