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Valuing Diversity = Valuing Disability

As an employer and professional with hidden disabilities, I am used to seeing many HR articles about, and have been a part of inclusionary business strategies towards recognizing, valuing and working with diversity in the workplace. For this post, I want to write about relatively new business efforts towards creating more inclusive workplaces for persons with disabilities, and offer some points on what this does and does not mean.

Until recently, I found few professional articles on the topic of recognizing that there existed a large minority of the workforce who have disabilities and that diversity inclusion efforts should logically direct management to undertake efforts to ensure they are represented at all levels of the organization as a distinct workforce minority. As the country moves towards full employment, and employers are looking at filling more positions with ?non-traditional” workers, that trend is starting to change.

So, now that people with disabilities are viewed as an official ?workplace minority,? what can we find concrete corporate and business community efforts at leveraging increasing recognition and inclusion of their employees with disabilities as a distinct category of workers in their diversity efforts?

Before getting to that, it is important to realize, that although businesses may now see us as an official workforce minority, people with disabilities do not have full protection under the Civil Rights Act as a recognized minority class. The ADA Amendments Act of 2008 https://www.eeoc.gov/laws/statutes/adaaa.cfm protects certain civil rights of people with disabilities, but is not a civil rights law.

Since the ADAAA passage and with increasing employer need to source, recruit and hire candidates outside of their typical profiles, numerous companies have adopted Diversity Management Teams, or Affinity Groups to incorporate disability as a distinct, diverse population https://www.cnbc.com/2015/04/24/the-10-global-companies-trying-to-lead-on-diversity:-study.html.

Corporations who have at least 4% of their workforce comprised of persons with disabilities, participate in DiversityInc?s annual Disability Equality Index. The Index focuses on 5 critical practices that increase inclusion and provide a culture where self-disclosure is not a career-ending experience. This link https://www.diversityinc.com/diversity-management/company-using-5-critical-practices-increase-disability-self-identification-rates shows the top 50 companies to work for where people with disabilities are valuable contributors recognized as equal to their non-disabled peers.

But unfortunately, DiversityInc?s list shows that these companies are the exception and not the rule, as most businesses continue to hold back on disability inclusion as a natural part of their business strategy. The main, ongoing problem as I see it, is that many companies have unexpressed fears about how to work with an employee who has a hidden or non-apparent disability (LD, ADHD, bipolar disorder) than those who have visible conditions. 

So, what are we to do? Well, there are some steps we can undertake to change the impression and messaging to create Disability Confidence, a term that encompasses the concept of Diversity, but not from the management disability perspective. Instead, it means a shift of emphasis so to a Valuing Diversity perspective- there is a difference. 

Valuing Diversity is not a new term, in fact it came about before the concept of Managing Diversity. Valuing Diversity is a strategy where management and HR look at the contributions of all persons who are working in a given workplace, and then engaging with them from a humanistic standpoint. Once the workplace takes out any stigma associated with a particular protected minority class, one then becomes aware that everyone is there for the same reasons  ? to contribute! 

I did my Master?s Thesis on this in 1992, it was on valuing diversity in the workplace, and found that a few companies were embracing it back then. Unfortunately, none of the companies or any research led me to where there was a focus on disability. The big picture of this concept as it relates to disability inclusion and diversity, is that it places an emphasis on developing ways to establish human and mutual respect for the person  ? no matter who they are. You learn to overlook personal bias and instead focus or celebrate the fact that we all have unique characteristics and possess unique strengths that bring us together in work and life to solve problems. 

Diversity Management Teams usually look at diversity from a strictly business standpoint. It is an organized method for getting people to work together toward company goals and objectives. There is normally comprehensive planning, tied to profits and performance. And yes, while profit and performance is important, it becomes much different in its message when integrating it by valuing diversity.  http://apps.prsa.org/Intelligence/Tactics/Articles/view/10944/1105/Respecting_and_Valuing_Differences_Corporate_Diver#.XDki-TaWyM8

Another example of how workplace civil rights laws do not cover individuals with disabilities, is that they are excluded from Affirmative Action (AA) protections. https://smallbusiness.chron.com/examples-affirmative-action-workplace-12019.html.  Affirmative Action legislation is grounded in moral and social responsibility and, as such, is tied to legal obligations contained in the Civil Rights Act of 1964. 

Companies bound by AA, must keep records of recruitment, hiring, promotions, training, and terminations. There are goals set with companies to hire certain individuals based on the protected classes of minorities under the Civil Rights Act of 1964. Still, just like with any other labor or workplace law, the applicant must be qualified to do the job they seek. The AA focus has been devoted to increasing the under-representation of protected classes in jobs they were excluded from in the past based on discriminatory hiring practices, which still continues today. 

People with disabilities do not have full protections as an unrecognized class under the Civil Rights Act of 1964, so therefore are not included in these goals. This is one reason why the ADAAA was amended and passed again in 2008 and became a stronger, more effective law that went into effect January, 1, 2009. As wonderful as that update was and is, there are still no inclusion in Affirmative Action, as people with disabilities are not given the same classification as minorities under the Civil Rights Act of 1964. 

However, individuals with disabilities can be granted credits when they apply for governmental jobs (unlike private employers), but just like any other candidate applying for the same position, in order to be considered a qualified candidate, must be able to perform the essential functions of the job with or without a reasonable accommodation. https://www.eeoc.gov/eeoc/publications/ada17.cfm. Even with reasonable accommodations, they must be able to do their job without not presenting an undue hardship to the employer when asking for or using them. 

So, are we valuing the diversity of persons with disabilities? Are we fully including them in the workplace? As a job seeker, when you are interviewing for a job and you disclose that you have a hidden disability, did you later learn that the job you were in the running for went to someone else? Were you a qualified candidate for the job, or was it truly a violation of your protected rights under the ADAAA? How do you really ever know?  Are we really valuing diversity when the employee with a known mental illness becomes the only one not invited to join the rest of the girls to grab a bite in the cafeteria?   

Do you feel comfortable with the risk of disclosing to your boss when you know that promotion you are up for, will require you to do some math? Although you have been doing just fine on your job before disclosing and blending in, there was no problem because you were considered like everyone else. But now, you realize that the learning disability will show up in the new promotion, so should you make sure your boss knows or will you be passed up once they find out you may need an accommodation? What options do you have? You have many workplace rights in today?s world, but not the ease in using them. Our culture emphasized success and being the best, which can create a fear in others when they discover our ?secret? and sometimes it is our own fear that stops us. It is a lack of education and awareness that requires societal change- and we can work together to create this change!

A good starting point for everyone is to education themselves. Learn about what your rights are with the ADAAA. Learn about companies that have functioning, successful Affinity Groups

https://hr.toolbox.com/blogs/czarinaofhr/divisive-or-inclusive-lets-talk-affinity-groups-121511, and that pride themselves in hiring individuals with disabilities. Train yourself by taking Diversity Classes. You can find these classes online, in colleges, at libraries, workshops, associations, diversity meet up groups, just to name a few. The more open you are to others the more open others will be to you. Learn more about your disability, the more educated you are the more you can help advocate for yourself.We are all one of a kind as people with disabilities.

Think about every social justice and civil rights groups before us, think about what Martin Luther King did, think about the Women?s Movement, and think about how strong the LGBTQIA movement is though they are also still trying to gain workers? rights. They have made significant gains because of the millions of people who joined together on behalf of each other to get same sex marriage laws passed. 

People with hidden disabilities gain strength by educating ourselves, by knowing ourselves, by being the best employee any employer would want through dedication and honesty, by performing our duties as expected, and understanding that others have surely had hard times as well. We belong to the world?s largest population of unrecognized minorities and we are not alone. 

Go out and get some training, get to know all kinds of people, and appreciate their heritage, their backgrounds, their race, ethnicity, national origin, sex, gender difference, religion, age, and disability. You will stand out as a singular person who knows how to treat people in the workplace. When you yourself respect, are kind, are authentic to others, they in kind will be that way to you. You will be the one who Values Diversity and knows how to survive in the 21st Century Workplace.

Suggested Books For You:

The Most Important Asset: Valuing Human Capital
1st Edition by Robert J. Greene


 

Same But Different
by Holly Robinson Peete, RJ Peete, Ryan Elizabeth Peete


 

Don’t Cramp My Style
by Simon Cramp


 

Hidden Inequalities in the Workplace: A Guide to the Current Challenges, Issues and Business Solutions (Palgrave Explorations in Workplace Stigma) 1st ed. 2018 Edition by Valerie Caven (Editor), Stefanos Nachmias (Editor)

Submarine Parenting toward College Success: Starting with the IEP and Working Their Way Forward!

As a general rule in our society, many parents struggle with acknowledging that there is anything ?wrong? with their kids who have disabilities, but at the same time live in fear that they can?t protect them forever.

Often, if parents even acknowledge their child?s developmental deficits, they will tend to hope and believe it is something they will outgrow, taking whatever steps necessary to ?protect them? from the stigma of being viewed as different or less than their peers.

Other parents assume guilt and torment that their child?s limited life path is somehow their fault for what was passed on to them genetically, or believe their kid?s behaviors are the result of what someone or a group did to them.

In both instances, this approach can easily turn into unnecessary over-parenting protection in an effort to predict and control perceived risks to their children safety, sense of identity and social inclusion/exclusion.

As well meaning as these attempts at shaping their child?s future might seem, they must stop travelling down this path.? Over involved parents get ?beat up? too much, and in my workshops focused on this topic, I share the many names which parents get called, such as Helicopter Parents, Bulldozer Parents, Snowplow Parents, and worse.

Instead of maintaining ongoing commitments that limit parental and special needs children?s growing up options, I advise that they should work at becoming Submarine Parents who are both informed and engaged to ?dive? down and ?cruise? along with the natural flow of their child with disabilities life development.

Submarine Parents are able to let themselves and their children have a life, but know when to put the periscope up to look around, assess what is going on and then make a determination if their children want or need them to get involved.

If the need is present, Submarine parents ?surface? and ?cruise? in for a closer look, but will only intervene (not interfere!) if that want and need is there.? If it?s not, then Submarine Parents ?dive? again with the comfort of knowing they are still prepared and ready to engage when they are wanted or needed.

My message to parents struggling to sort these conflicting concerns and find better balance is to remember that you still have all the big guns of parental advocacy at your disposal and don?t have to relinquish any of them! However, I would like to show that you likely won?t need to over-engage them as often, if you can open up to honest, personal insights and begin let go of your worst-case scenario fears.

Successful Submarine parenting means not only acquiring new coping skills and strategies, but choosing to use them only when the level of conflicts makes it necessary, especially as a child gets older and are faced with more complex social, learning or adjustment issues.

Let?s face it, there are many factors affecting the way a person turns out as an adult.? Neurology is one critical factor, along with societal expectations, excess technology use, dietary choices, chemical insults, and other outside, non-controllable influences.? Simply, growing up in the modern era with all these aspects to mediate has made effective parenting more conflicting and complicated than ever.

Because of these factors, many parents become afraid to look forward, plan for options and realistically face what their children will be dealing with when they become adults. Therefore, instead of automatically thinking that you, your kids, society or just one group of kids did it all wrong, I get parents to look at how they can help their kids be successful based on their individual strength and ability-based capabilities.

The following examples will help everyone understand and hopefully become better prepared for this mindset by considering the consequences of over-parenting and underestimating their child?s ability to handle life challenges:

  • How this will affect them?
  • Why do they need to understand their rights?
  • How does this help them advocate for themselves?
  • How can becoming empowered makes my child a stronger and more confident individual?
  • How expecting and allowing my child to become empowered, makes me a stronger and more confident parent?

On a personal level, many of my colleagues and associates don?t know that in addition to being a person with multiple hidden and physical disabilities myself, I have also raised two successful adult children with hidden disabilities.

Throughout their lives, I have worked very hard to help them understand how having these conditions affects them as it relates to their interaction with others, importance of doing all assigned school work, and after teaching them the basics of an IEP, having them participate in the development of that document and annual meeting.

In order to begin creating the ability to stand on their own, parents must inform them of the purpose of testing, understanding what the results mean/don?t mean, and the importance of active participation in their educational development.

That means that parents should become an expert first.? To become a more informed expert parent, please start with reviewing the following article, which does not include any statement saying your child cannot attend an IEP, no matter what their age or functional capabilities : https://www.parentcenterhub.org/meetings/.

Furthermore, as your child turns 10, they should begin to become included in the IEP process, such as being present in some planning meetings with teachers, especially if they are old enough to understand. Parents should use their own good judgment here.

Additionally, parents should begin to have discussions with them about what they are going to do to challenge or make their children more comfortable in taking necessary, calculated life risks. Doing so with plenty of practice and encouragement enables our kids to become the confident and successful people they are capable of becoming. Here is an article that helps in this regard: (https://www.scarymommy.com/iep-meetings-should-include-child/).

Personally, my kids are diagnosed with similar disabilities to mine, but are also somewhat different.? My 35-year old son, is employed as a Business Operations Manager, earned a Bachelor?s of Science in Marketing, is diagnosed with Asperger?s (Level I Autism (https://www.healthline.com/health/high-functioning-autism), Attention Deficient Hyperactivity Disorder Combind Type (ADHD, ?https://www.healthline.com/health/adhd/inattentive-type), and several specific Learning Disabilities (LD, https://ldaamerica.org/types-of-learning-disabilities/) and Bipolar II disorder (https://www.medicalnewstoday.com/articles/319280.php). Diagnostically, he is almost my clone!

My 31- year old daughter works as a Supervisor of Social Workers at a large hospital, holds a Master?s in Social Work (MSW), and is diagnosed with several types of LD, ADHD Combined-type and Non-Verbal Learning Disabilities.? She has become a master of self-accommodation as she has figured out a system that enables her to be a high achieving professional.

Both of my kids were formally diagnosed early, with my son being diagnosed at 18 months. This was critical in his ability to achieve his high quality of life, as it allowed him to receive early intervention all the way through his school years.? My daughter was diagnosed in fourth grade, receiving timely interventions throughout the rest of her school career.

Both of my kids continued to use self-advocacy tools and strategies in college, as they knew how to recognize, request and utilize appropriate accommodations. An important key to their independence and success has been their willingness and skill in being confident people who are not afraid to disclose when appropriate https://www.washington.edu/doit/invisible-disabilities-and-postsecondary-education). My son continues to receive accommodations in the workplace (https://askjan.org/toolkit/#tools-for-employees).

Over the course of my 33 years of professional experience, I have yet to review or see a diagnostic evaluation of a person in their adult years containing only one diagnostic category of functional impact.? My preference is to look at all the related symptoms, reviewing specific clinical factors that match specific diagnostic criteria, and then targeting needs/strategies to access or receive services.

As children move beyond public educational settings, it is also important for parents to know that colleges are not responsible for making everything work for a student with disabilities.? The following article provides some tips on what post-secondary institutions can and can?t do for students with diagnosed conditions, helping show what is and is not a realistic expectation from parents: http://www.ok-ahead.org/handbook/myths.html.

Ultimately, self-advocacy (https://www.brainline.org/article/self-advocacy) is perhaps one of the most critical skills your child can learn as a person, especially as a person with a disability.? Skillful practice during the child?s formative years makes it easier for them to know when it is ?appropriate? for deciding when and how to disclose to an educator, employer, friend, or even someone they are in a relationship with.

As a short review, in order to become an effective and healthy Submarine parent make sure to:

  • Know your facts about special education laws, services, supports, parental rights for securing a free, appropriate public education in the least restrictive environment.
  • Start kids out at a young age through involvement in:
    • Meetings
    • Understanding their condition
    • Realizing their symptomology
  • Help children, teens and young adults understand disabilities (not differences) are recognized medical conditions defined by law as disabilities, which entitles them to rights and protections guaranteed by law.

Our kids can call their disability a difference with others when they are unsure of peer understanding, but they must also be brave enough to think like a critical thinker (https://goodmenproject.com/featured-content/ways-enhance-childs-critical-thinking-skills-kvnw/) knowing when, how or if they will disclose, which are skills that need to be taught.

Furthermore, developing and skillfully using critical thinking strategies will help our kids realize that there are always at least two ways to think about one?s position in life!? Whether or not our young adult children take classes on Critical Thinking in college, we must try to encourage them to practice them throughout their young lives, and getting them ready for this eventuality will be a benefit now- for everyone in the family!