How and Why to Make Sure Disability is Part of the DEI Conversation in Your Business 

Updated January 17, 2024

Filed under Disability Awareness & Confidence, Inclusive Hiring

Reading time: 5 min | Posted by Dean Askin and Jeannette Campbell | Part two in a two-part series

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There’s an irony about disability inclusion, and how it’s changing the nature of businesses and work now, as well as driving more evolution of both in the future. 

As part one explored, disability is driving the future of work more than ever. But here’s the aforementioned irony: disability is still too often left out of the business conversation about diversity, equity and inclusion (DEI).  

Most DEI conversations tend to focus on gender and/or ethnicity. Disability is either left out altogether; or mentioned merely in passing as part of “other under-represented groups.” 

Disability dialogue is essential 

It’s essential to make sure disability is included in this dialogue — because disability inclusion is driving the future success of businesses; and driving change in the nature of work. 

The Presidents Group initiative in British Columbia, notes that “naming disability alongside other priority areas” of DEI “is a key practice at leading inclusive organizations.” 

The COVID-19 pandemic hasn’t “dampened intention, commitment or enthusiasm” about disability inclusion efforts and actions, according to The Valuable Truth 2022 report by The Valuable 500 

But here’s the thing: this doesn’t necessarily mean disability is being made an integral, regular part of the DEI business conversation. 

Other research by The Valuable 500 — the world’s largest CEO collective and business movement for disability inclusion — found this: 90% of global companies say they’re committed to diversity. But only 4% have a disability focus on diversity. 

Commitment or consequences 

You can’t just state your commitment to DEI — including disability inclusion — on your website or in a job posting. You’ve got to show your commitment through action.  

But this action probably won’t happen if you’re not making disability part of your DEI dialogue. And this means you’re not going to be able to create a truly inclusive culture in your business. There are major consequences of this: 

Reasons why disability gets left out  

There are plenty of business reasons why disability inclusion should be part of your DEI business conversations. So why aren’t more organizations — in Canada, anyway — making it so?  

Three ways to ensure dialogue happens 

These are all some of the key why’s for making sure disability is part of the DEI conversations you’re having in your business. So what are some of the ways you can make sure it’s included? 

The key takeaway 

The most important thing in making sure disability is included in the DEI business conversation is this: Simply start the dialogue. Then foster it throughout your organization.  

Once you do that, talking about disability will be easier and more comfortable for everyone you involve in the conversation. Making it part of the DEI dialogue in your business will become second nature. And ultimately, the proactive talk will lead to proactive DEI action on disability-inclusive hiring — which will lead to continued business success in the years ahead.  

Here are some tips for making sure your business is disability inclusive so you can confidently and fully embrace the changes happening now and in the future. 

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About the Authors 

Dean Askin

Dean Askin is the Communications Strategist for the Ontario Disability Employment Network.

Jeannette Campbell

 


Jeannette Campbell
is CEO of the Ontario Disability Employment Network.