Embracing “Diverseability”: Transforming Workplace Inclusion Beyond Diversity

In today’s workplace, most professionals recognize the acronym “DEI” and its core values. However, introducing “DEIA” often leads to confusion regarding the “A” and its significance.

While some understand the meaning of “accessibility,” its definition can differ based on context (physical vs. information accessibility). This lack of clarity highlights a crucial point: disabilities affect individuals across all demographics and life stages, regardless of age, race, gender, or any other identity factor.

By excluding individuals with disabilities from DEI conversations, organizations miss out on a wealth of knowledge, talent, perspectives, and lived experiences. Furthermore, individuals with disabilities often demonstrate remarkable resilience, a valuable asset in any workplace.

The Employment Gap:

Despite advancement in DEI initiatives, the employment gap between individuals with and without disabilities persists. Data from the Bureau of Labor Statistics (BLS) report, “Persons With a Disability: Labor Force Characteristics – 2023,” underscores the urgency of addressing this disparity. While strides have been made, there remains a substantial discrepancy in employment rates and opportunities, as the report shows:

• Overall Employment Rate of Disabled Population:
  • 2022: 21.3% (highest on record)
  • 2021: 19.1%
  • Increase: 2.2 percentage points
• Comparison to Non-Disabled Population:
  • 2022: 65.4%
  • Gap: 44.1 percentage points
• Unemployment Rate:
  • 2022: 7.6% (individuals with disabilities)
  • 2021: 9.9%
  • Decrease: 2.3 percentage points
  • Comparison to Non-Disabled Population: 3.5%

For a more detailed breakdown by demographics, disability type, and other factors, refer to the full BLS report: https://www.bls.gov/news.release/disabl.nr0.htm

Bridging the Gap: Strategies for Inclusive Hiring

Here are three key strategies your agency can implement to ensure individuals with disabilities are included in the hiring process:

1. Build Accessible Workplaces: Conduct a comprehensive audit of physical and digital spaces, identifying and addressing barriers. This includes website and software platform accessibility, accessible building features, and assistive technology availability.
2. Foster Innovation: Research demonstrates that diverse teams are more creative and innovative. Including individuals with disabilities strengthens the exchange of unique perspectives, leading to better solutions and problem-solving approaches.
3. Improve Public Service: By understanding the needs and experiences of individuals with disabilities, agencies can design and deliver public-facing services that are truly accessible and responsive to all citizens.

From Strategy to Execution: Effective Implementation

Effective implementation of inclusive hiring strategies is paramount to driving meaningful change. Here are four ways you can ensure successful “diverseability” implementation:

1. Recruitment & Onboarding: Partner with disability-focused organizations for recruitment, implement inclusive interview practices, and provide accessible onboarding materials and procedures.
2. Employee Resource Groups: Establish Employee Resource Groups (ERGs) for employees with disabilities and allies. These groups foster community, support career development, and provide valuable feedback to leadership.
3. Inclusive Communication: Utilize accessible communication formats like plain language, closed captioning, and alt text for images. Encourage active listening and respect diverse communication styles.
4. Leadership Commitment: Visible leadership support is critical. Train leaders on disability inclusion, ensure representation in decision-making bodies, and hold them accountable for progress.

Beyond Inclusion, Towards a Culture Shift

However, fostering a culture of inclusion extends beyond policy mandates and initiatives — it requires a fundamental cultural shift. Accessibility must be ingrained in the ethos of organizations, transcending mere compliance to become a core value. By championing “diverseability,” organizations not only harness the diverse talents and perspectives of individuals with disabilities, but also reaffirm their commitment to creating equitable opportunities for all.

Remember, inclusion is not about checking boxes; it’s about creating a society where everyone has the opportunity to participate and thrive. While the term “DEIA” may require further education and exposure, everyone understands the principles of “diversity.” Through collaboration, we can foster a broader understanding that “D” can also stand for “diverseability,” signifying a workplace that embraces the talents and perspectives of individuals of all abilities.

Doug Goist is the program manager, workforce development, at NSITE, the talent enterprise for National Industries for the Blind. A recognized leader in the field of technology accessibility, Doug has worked with the U.S. Department of Defense, the military services, federal agencies, and private sector partners. Through NSITE, Doug provides accessibility consulting for the private and public sectors and identifies career tracks, professional development, and educational resources for job seekers who are blind and visually impaired. https://www.linkedin.com/in/douglas-goist/

Photo by Marcus Aurelius