Why Disability Matters in DEI Initiatives

“Inclusion” without disability is still exclusion. (You don’t have to hate disabled people to be ableist) You just have to: - ignore disability in your policies & DEI strategy - treat ADA compliance as your only finish line - forget to budget for needed accommodations - hire for “culture fit” but avoid disabled talent Ableism doesn’t always sound like hate. In fact, ableism is usually just silence. Silence around underrepresentatuon Silence around reasonable accommodations Silence around stigma & bias toward disability That’s what this iceberg shows. Above the surface: good intentions. Below the surface: harmful inaction. As a person with a visible & invisible disability, I get frustrated for a few reasons but the main issue? Disability inclusion isn’t charity. There’s a clear business case for disability inclusion. Companies that lean into disability inclusion earn: 28% higher revenue 30% higher profit margins Still, 90% of companies claim to prioritize diversity but only 4% include disability in their DEI efforts. The human case is there. The business case is there. So what’s missing? Change. But what does real change look like? It’s not just a wheelchair icon or checking a box. It’s: - listening to disabled voices - auditing ableist hiring practices - measuring equity, not just optics - hiring/promoting disabled leaders - funding reasonable accommodations Ableism is the iceberg. Don’t let your culture sink with it. ♻️ Share so we can end ableism #DisabilityInclusion #EndAbleism #InclusiveLeadership #AccessibilityMatters #EquityInAction [image description: A graphic on a tan background that shows an iceberg in the middle. The title says the ableism iceberg and above the water is six statements: everyone is included, we don’t discriminate, disability imagery, ADA compliant, disability ERG, inclusion matters. Below the water it says what’s missing: no disabled bleeders, systemic in accessibility, ableist policies, ablest hiring process, invisible disability bias, neurodivergent erasure, no accommodations budget.]

Disability in Diversity: The Missing Piece When I start a new contract or job, one of my first meetings is with the Chief Diversity Officer. Why? Because disability is often the forgotten piece of the diversity puzzle. Despite completing two DEI certification programs, I was surprised to find that neither the instructors nor my classmates understood disabilities or accessibility. It’s a glaring omission, considering that people with disabilities make up 19% of the American population, yet remain underrepresented in diversity initiatives. Companies may have disability ERGs and run recruiting campaigns, but internal accessibility often falls short. Many employees with disabilities struggle with inaccessible tools and are afraid to speak up, fearing job security. Instead of true accessibility, they’re often offered “reasonable accommodations” that feel more like “separate but equal,” perpetuating inequality within the workplace. It’s time for change. Disability must be a specific component of diversity, and accessibility teams need to collaborate with DEI teams to ensure all tools are accessible. Aligning these efforts will create a better experience for everyone. Want to learn more? Read my latest article below to explore how we can bridge this gap and make organizations truly inclusive. 🌍 #Accessibility #Diversity #Inclusion #DisabilityRights #WorkplaceInclusion #DEIB https://lnkd.in/gkSPpKeg

Recently, I've been reflecting on the troubling trend of companies removing 'equity' from their DEI initiatives, a move now endorsed by the SHRM. This shift is particularly harmful to the disability community. Equity ensures that everyone has what they need to succeed. For disabled employees, this might mean accessible workplaces, assistive technology, or flexible work arrangements. SHRM's decision to drop 'equity' from its strategy undermines these critical supports. The Wall Street Journal's Ray Smith reports the organization is "moving away from equity language to ensure no group of workers appears to get preferential treatment." However, this perspective ignores the unique barriers faced by the disability community and other marginalized groups. Removing equity from DEI efforts sends a concerning message: that the specific needs of marginalized groups are less important. This is not just a theoretical issue; it's a tangible setback. A recent piece by Bloomberg's Khorri A. Atkinson explored the impact on colleges and universities that have already begun eliminating hundreds of DEI-related jobs, impacting support for historically marginalized students. In the workplace, this trend could mean fewer accommodations and less understanding of the unique challenges faced by disabled employees. Moving through the world with various disabilities, I’ve experienced firsthand the difference that equitable policies make. Equity isn't about giving some people an unfair advantage; it's about leveling the playing field. Without it, disabled employees like myself are left at a significant disadvantage. We need to recognize that inclusion without equity is incomplete. Equity should be uncontroversial. It just means equality of opportunity. “Who are the people that find 'equity' confusing?" Deb Muller, the CEO of HR Acuity, told Axios’s Emily Peck. This is why the removal of 'equity' is so alarming—it risks undoing years of progress and harms those who rely on these measures the most. I urge my fellow advocates and allies to speak out against this shift. It's crucial that we maintain a holistic approach to DEI that includes equity. We need to push for policies that recognize and address the diverse needs of all employees. What are your thoughts on SHRM's decision to drop 'equity' from their DEI strategy? How do you think this will impact the disability community and other marginalized groups? #DisabilityAdvocacy #InclusionMatters #EquityInDEI #DEI #Accessibility #DiversityAndInclusion #EquityForAll #DisabilityRights #DisabilityPrideMonth #InclusiveWorkplaces #Advocacy