Embracing Employment: Disability is Not a Dirty Word
By Jodie Cowie
In a world where inclusion often seems like a distant ideal, it's time to confront a crucial issue: disability in the workplace. Disability Action Week last year brought this to the forefront of my mind, reigniting a longstanding concern: how do we ensure that disabled individuals have not only just access to employment, but how are they genuinely valued and supported within workplaces?
Reflecting on my own journey, where I found myself unexpectedly transitioning from a world where my identity was strongly tied to my work, to one where a disability—albeit invisible—redefined my capacity to partake in work in the same way. This shift has made me question the importance of employment in my life, particularly as I have been unable to return to work full-time. Internalised ableism and ongoing challenges in navigating employment have further complicated matters.
However, rather than focus solely on personal experiences, it's essential to delve into the broader societal attitudes toward disability and the disabled community, especially when it comes to employment.
Let's start with the word ‘disabled’. Frequently, it is stigmatised through broader society to significantly undervalue the capability and contributions that the disabled community have to offer. It is perceived negatively and stereotyped in a large cluster of misunderstanding whereby disability and/or being disabled equals less than others.
In my personal experience, I find that people are often challenged when I use first person language, perhaps due to the invisible nature of my disability or perhaps because according to their own assumptions of what someone who is disabled looks like, I don’t meet that limited and narrow definition.
Living with an Acquired Brain Injury (ABI), I've come to realise that it's not the ABI that's inherently disabling, but rather the lack of accommodation and understanding in a world that often overlooks accessibility needs. Each instance where my needs are ignored, misunderstood or I'm segregated from others, serves as a reminder of this disabling environment. Embracing the social model of disability has empowered me to speak up and embrace this aspect of my identity.
It's time to change the lens in which we look at the term ‘disabled’ – it's not a dirty word. Rather, it can be a powerful tool for advocating for our access needs and reshaping how workplaces approach inclusion and accessibility.
Experience has taught me that well-meaning people and good intentions alone, aren’t enough. A fundamental shift is needed in how we conceptualise inclusion for disabled individuals in the workplace. Equally, while compliance with legislation is necessary, it too, is not enough. We must intentionally strive for truly inclusive environments where everyone can be their authentic selves, and know that there should be no shame, embarrassment, or trepidation around this.
Inclusive environments have a culture of safety.
Overlaying this with a human rights framework of the Convention on the Rights of persons with Disabilities (CRPD) highlights the importance of equity. Understanding fundamental rights such as, people with a disability have the same access as everyone else to the physical environment, transport, information and communications, and other facilities and services, as well as effective measures to ensure equal right to work, including reasonable adjustments to be made to the work environment. It's not about having "special needs"; it's about leveling the playing field to ensure equal opportunities for the disabled community, my community, whether that be in recruitment, promotion, or everyday activities.
As a disabled person navigating the workplace, I deeply appreciate when my access needs are considered without hesitation. Feeling valued and understood as a team member makes all the difference. Counting out or segregating individuals based on disability only perpetuates exclusion.
As I have been learning to navigate the world despite the challenges, I received some invaluable advice: don't underestimate your value because of disability or your reduced capacity. Capacity and capability are not one and the same, and disabled individuals have immense contributions to offer in the workplace.
Disability shouldn’t be a barrier to employment—it should be seen as an asset waiting to be unlocked to benefit the workplace. I encourage people to work in partnership and strive to create truly inclusive workplaces where every individual, regardless of ability, is able to flourish, and more importantly where every employee feels genuinely valued and provided with equal opportunities for success.
References
- For more on societal attitudes see (PDF) Defining Disability: Understandings of and Attitudes Towards Ableism and Disability (researchgate.net)
- For more on Human Rights frameworks see pdf (humanrights.gov.au)