Affordable housing for people with I/DD is in low supply. Learn what ALSO is doing to make a difference.
Affordable housing for people with I/DD is in low supply. Learn what ALSO is doing to make a difference.
Are you living with a disability and currently looking for employment opportunities? Do you know someone with a disability who wants to find a fulfilling and well-paying job?
There’s an excellent chance that you answered yes to at least one of the above questions.
The opportunity for individuals with disabilities to attain equal access to competitive employment in a career of choice is a major factor in their health, well-being, and financial independence. On top of that, disability employment is a necessary element of Diversity, Equity, and Inclusion (DEI).
October is National Disability Employment Awareness Month (NDEAM). At ALSO, we’re proud and strong advocates of equal opportunities in employment for people with intellectual and developmental disabilities. We’ve seen firsthand how the people we support contribute to the workplace and flourish in their chosen careers. This month, we celebrate NDEAM by bringing you best practices and important tips to help those with disabilities find inclusive workplaces.
In order to really understand what’s meant by inclusion in the workplace, let’s talk about how it’s different from another word we often hear about: diversity. Diversity is frequently equated to hiring practices. For example, it’s important to hire employees that reflect diversity in disability, race, sexual orientation, religion, national origin, etc. (Incidentally, hiring people with disabilities is noticeably lagging behind these positive trends.)
Inclusion, on the other hand, demonstrates a true appreciation of all employees in a company’s diverse workforce. The Indeed Diversity, Inclusion and Belonging Team1 defines inclusion as:
“Actions and behaviors that create a culture where employees feel valued, trusted and authentic—and that their voice is heard so they can contribute fully and thrive.” (paragraph 6).
In an inclusive workplace, active steps are taken by company leadership to help every employee feel that they are an important part of the organization. An excellent first step is to facilitate training towards a greater understanding of diversity and inclusion (D&I). Additionally, employers should set company-wide goals and support employee resource groups to improve diversity and inclusion practices.2
For people with disabilities, the tangible result of these increases in understanding of D&I includes the following:
LEARN MORE: Assistive Technology in the Workplace for People with Disabilities
LEARN MORE: How Labor Unions Help Reduce the Pay Gap for Workers with Disabilities.3
Why is it important for anyone to be employed in a job that pays well, provides high-quality job training, is welcoming of diversity, and is fulfilling? Healthy communities and societies are built on the supposition that everyone needs good job opportunities. Those of us who have satisfying, well-paying jobs gain multiple benefits, including:
Inclusion in the employment of people with disabilities is particularly important because, historically, these equal opportunities have been withheld from this part of the population. Even though they are typically underemployed, individuals with disabilities represent the largest minority population in the world. Furthermore, they are a huge part of the consumer market.4
LEARN MORE: An expert at the Job Accommodation Network talks about the ABCs of Inclusion.5
LEARN MORE: The Benefits of Diversity and Inclusion in the Workplace.
Several pieces of legislation, including the Rehabilitation Act and the Americans with Disabilities Act (ADA), have spurred a series of regulations and executive orders that direct federal agencies, state and local governments, to protect qualified applicants with disabilities from discrimination. Additionally, they established affirmative action laws and created extensive employment services resources designed to assist job seekers with disabilities in finding jobs.
Although these laws lay a strong foundation to help people with disabilities get and keep competitive employment opportunities, the work doesn’t stop there. People with disabilities and those who support them must use the skills of observation, analysis, (and confidence) to make sure that workplaces truly embrace disability inclusion best practices. This is often called holding true to the Spirit of the Law.
The team at ALSO has 5 great tips on how to find disability-inclusive workplaces.
You can learn a lot about a company’s commitment to inclusion by looking at their website. Thanks to the Web Content Accessibility Guidelines,6 website professionals have extensive guidance to help them develop websites that are accessible to individuals with various types of disabilities.
Check out the company’s websites for these signs of inclusion:7
When conducting a job search and speaking to recruiters and potential employers, it’s important for people with disabilities to be confident about their strengths and abilities. This advice applies not only to the job interview, but also when conducting a job search, filling out applications, and speaking with recruiters at employment agencies.
No matter what your related job skills, strengths, and abilities are, we suggest that you connect them to the job description. Check out these examples:
If a job involves customer service: Highlight your abilities at always being friendly and polite.
If a job involves working with children: Let them know that you’re an artist and would be very helpful during art activities.
If a job involves computer work/data entry: List any related training you’ve had on your resume (including what you might have learned during vocational rehabilitation services).
Even if a hiring authority might be unsure or unclear regarding the specifics of disability inclusion, they may steadily become surer when job candidates talk about how they can be a good team player and part of an organization’s success. So, instead of simply finding jobs that embrace disability inclusion, you may even be able to have a hand in creating one!
LEARN MORE: Interview Confidence Tips for Workers with Disabilities 8
Many say that the job interview process is just as much for the job candidate to see if they would like to work for an organization, as it is for an employer to find the right employee. Here are a few sample questions, suggested by Stephen McQuinn, Senior Technical Recruiter at Indeed,9 that job candidates can ask about diversity and inclusion.
“An inclusive environment is valuable to me, how do you promote inclusivity amongst your teams?”
“What resources and/or benefits do you offer employees?” [Look for things like employee resource groups; flexible lunch breaks to accommodate healthcare appointments; disability benefits]
“Does the company provide D&I training such as Unconscious Bias?” (paragraph 21)
If they offer a tour, make observations of the space, and of the other employees. Are hallways wide enough to accommodate wheelchairs? Is the microwave in the break room within reach of all users? Do you get the feeling that all employees are appreciated for their individual contributions?
LEARN MORE: 5 questions about disability that employers can’t ask in a job interview.10
The Disability Equality Index®11 is an independent resource that was developed by Disability:IN in collaboration with disability community advocates and corporate executives. In this voluntary program, companies receive a score from 0 to 100 on their policies and programs related to disability inclusion. Scores of 80 and above are recognized as Best Places to Work for Disability Inclusion.
LEARN MORE: Companies that scored 80 and above for 202412
The Workforce Recruitment Program (WRP)13 is a free resource for college students and recent graduates with disabilities. It connects federal government agencies with job applicants with temporary and permanent positions.
Andrea Upton Kea,14 Director of the FDIC (Federal Deposit Insurance Corporation) has this to say about hiring students with disabilities:
“It has allowed us to open up our minds and look at some of the initiatives that we work on differently…they ask us questions and challenge some of our assumptions…” (When it comes to finding employers dedicated to disability inclusion, these are the kind you want)!
LEARN MORE: Getting signed up for the Workforce Recruitment Program.15
ALSO provides employment services for people with developmental and intellectual disabilities throughout Oregon. We deliver a person-centered approach that honors individual career choices and respects your desire for meaningful, well-paying employment.
The productive relationships we establish with employers are second to none. Along with providing support and training so that people with disabilities succeed in their chosen career path, we are extremely effective in advocating for reasonable accommodation strategies.
Each day, we are the true ‘mythbusters’ in helping employers, family members, and communities celebrate the ALSO Vision of full community inclusion.
The NDEAM theme for 2024 is Access to Good Jobs for All. We invite you to celebrate with the ALSO Team—not only during October, but throughout the year. Whether you are a job seeker, employer, or family member/friend, we welcome you to explore our many educational blogs and resources. Learn more about supported employment today!
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