Culture and the Workplace: equality and awareness

The Power of disability equality in the office

Our conversations are often guided by what is socially accepted at work- rules. In this context, disability equality serves as a lens, directing our attention to the role of words within their respective contexts, highlighting the inherent power within conversations.

Powerful voices reveal where cultural authority resides and who wields it, while disability equality focuses on the interests of disabled individuals and the language of their communities. Viewed in a three-dimensional way, power can be individual, organisational and societal. Conversely, negative conversations can also reinforce prejudice, discrimination, and inequality, dominating and perpetuating biases within organisational storytelling.

Ableism, therefore, can accumulate from the individual level to group dynamics and across society, creating a distorted portrayal of the disabled population. Conversations that reinforce this structural power, and further cement the cultural representation and influence individual belief. In contrast, disability equality adds divergent ideas about the disabled population, reasserting the notion of self-representation for disabled people.

Dominant voices and established groups maintain their position because hidden complexities are effaced. So unintentionally, individuals may help to perpetuate the privilege of those controlling these conversations.  An ableist narrative, more specifically, therefore is rarely disrupted because it remains unseen within cultures Challenging it would require a significant amount of willingness and knowledge, as words would need to stand in opposition to deeply ingrained biases.

Workplace culture thus inadvertently excludes people and would benefit from undergoing transformation. Framing disability awareness and disability equality becomes indispensable. Historically, disability awareness has been primarily focused on explaining personal differences and addressing impairments. While such awareness is essential, it does not necessarily contribute to changing the overall organisational culture. Therefore, awareness and equality should be seen as complementary concepts.

From this perspective, disability equality should take precedence because it highlights the notion of group privilege, distinguishing between non-disabled and disabled populations. Disability awareness can then be integrated to inform the relationships we have with disabled colleagues. Disability equality can inform the organisation's conversations before individuals join, whereas awareness can only proceed with their consent after they've become a part of the working community.

Disability equality therefore needs to be a standing item on the agenda of strategic meetings. It is pertinent to the organisation's purpose, its financial aspects, its overall accountability, and sustainability, reflecting the organisation's impact on society.

Implications for Business

At the organisational level, the issue extends beyond individual fit, as disabled workers possess no less experience, skills, or wisdom than their non-disabled counterparts. The barriers arise because all forms of diversity have not been uniformly accommodated, leading to inconsistent inclusive practices.

The hurdles that disabled workers face often surpass what many employers might imagine. Business leaders should recognize that achieving organizational change benefits not only disabled individuals but also the broader community they serve.

Taking action necessitates vision at the senior management, leadership teams, and board levels. Focusing solely on individual-level adjustments can be time-consuming and costly without significantly altering departmental dynamics or the company's purpose.

It's important to note that approximately 80% of the disabled population has impairments that are not visible. Consequently, a equality approach will go beyond individual accommodations to meet needs we cannot see. A focus on the individuals themselves may inadvertently hinder more extensive efforts to recruit and support disabled individuals.

In conclusion, fostering a culture of hospitality in the workplace involves a dual approach to disability equality and awareness. Organisations need to strive for inclusivity that goes beyond individual fit, embracing diversity, and creating an environment that welcomes all individuals, visible and invisible differences alike. 

Transformation requires commitment, vision, and strategic planning at the highest levels of management and leadership.