By Rob McInnes

What would you say to a group of workforce diversity practitioners who decided that they would exclude people with disabilities from their efforts? That was the question on the mind of someone that I spoke with recently. In their home state, my friend explained, the statewide organization of diversity practitioners, people responsible for ensuring equitable employment practices in their companies, had formally decided that issues for people with disabilities would not be included in any of their efforts.

Honestly, I was a bit dumbfounded to hear this. Now, I have had numerous encounters with individual diversity practitioners who excluded (or, at least, underplayed) disability issues in their work. I have also encountered several diversity-focused organizations that gave disability issues restricted air time in their meetings. But I have never encountered an entire diversity-focused organization that would openly declare a deliberate decision to exclude disability concerns from its agenda/mission.

That organization's stance is a stark testament to the worst in a somewhat unsettled relationship that is being forged between diversity and disability. While, at first glance, we might expect diversity to readily embrace disability as one would embrace a kindred spirit, it seems that they have suffered a rocky courtship over the years. Why would a diversity-focused organization choose to exclude disability concerns? I believe that the answer will be found within those who exercise leadership within that organization. It is individual people that are behind the policies and practices of any organization. How could those people possibly make such a decision?

Drawn from my observations, here are some of the reasons that a diversity professional might not fully embrace disability issues as an important focus of their efforts:

• Personal discomfort – Sadly, like too many other people, a lot of professionals in the arena of workforce diversity harbor their own personal discomfort with people with disabilities. Rather than confront this by initiating contact with people with disabilities, they seek to avoid the issue altogether.

• Lack of knowledge – Frankly, many diversity professionals don’t have much awareness of or expertise in disability issues. As diversity “experts”, they don’t want to highlight their weaknesses – so they simply exclude disability issues from their repertoire – or give them only cursory mention. This seems particularly true of independent diversity consultants, trainers and authors.

• Self-interest – Many diversity-related positions are held by people that belong to one or more of the groups targeted by diversity efforts… women, racial & ethnic minorities, etc. Admirably and understandably, many of these individuals are extremely passionate and committed to achieving equity for their own “group”. Unfortunately, this can sometimes limit the attention that they give to the issues of other groups.

• Legal focus – Some people in diversity-related positions are actually concerned only with protecting their companies – by meeting its legal obligations. As such, the attention that they give to a particular group will be pretty much in proportion to the respective legal obligations that they are under. If there isn’t a strong legal obligation to do so, they won’t be likely to be proactive about employment issues for people with disabilities.

• Nature of the business – I think it is safe to generalize this issue and say that people who work for companies that sell direct to the public are likely to be more disability-friendly than those that sell their products or services to other companies. Similarly, they are likely to be more inclusive in their diversity policies and practices. Retail companies are much more likely to be concerned about the equitable makeup of their workforces (and the resulting public image) than a company that manufactures drywall for the construction trade.

While all or some of those factors could explain why a person might not be personally drawn to disability issues, I still find it so strange that anyone engaged in diversity-related work could readily dismiss disability as a diversity concern. Arguably people with disabilities are as impoverished, as subject to discrimination and as excluded from equitable workforce participation as members of any other group – if not more so. This is not a small group either. Representing about 20% of the population, approximately 1 in every 5 people in North America have some kind of significant physical, mental or emotional limitation. Folks who work on behalf of any particular group should be aware that people with disabilities likely make up 20% of their constituency. Folks who represent people of Hispanic, African American or Native American heritage should be interested to know that the incidence of disability is even higher for their specific constituencies.

Diversity professionals, like everyone else, have to understand that disability is not some side issue to be easily brushed aside. Disability, in some form, is the shared life experience of almost 20% of the people in our lives and communities. Having a disability is not an unnatural or particularly unusual life experience for anyone to have. Disabilities in their varying forms are, in fact, extremely common and only serve to add more variety to what we know as the human experience. I almost cheered at a presentation by my friend Gary Karp when, having recited a list of commonly-encountered disabilities, he paused and reflectively commented; “Isn’t it wonderful… the fascinating array of characteristics of the human family?”

It is truly unfortunate, perhaps even shameful, that so many diversity professionals do not adequately include disability issues in their work. Their indifference to disability issues perpetuates further lack of attention/awareness within their circles of influence. Authors and trainers on diversity-related topics who neglect to include solid information on disability issues leave their audiences poorly-informed and ill-equipped on these issues – as well as giving the impression that disability issues are not an important part of diversity. Similarly, Diversity Managers or EEO Coordinators who neglect to fully address disability concerns in their workforces are culpable of not empowering their companies to productively employ the talents of people with disabilities.

Fortunately, there are many diversity professionals (probably the majority of them) who, if they don’t have it already, are ready and willing to develop proficiency in disability issues if they are given the opportunity to do so.

I am fortunate to be associated with an informal association of diversity practitioners that holds a conference every year. Members of this group include corporate diversity managers, diversity consultants, diversity trainers and related professionals. Several years ago, they felt that their group was missing representation from people with disabilities. Over the past five or six years, they have been extremely proactive and successful in recruiting people with disabilities. For many years, they have been holding their annual event in an ideal facility – beautiful meeting spaces, great meals and guest accommodations, all at extremely reasonable rates… ideal in every aspect but one – it has very poor accessibility for people who use wheelchairs or have other mobility-related restrictions. Over the years, I think only one person with a serious mobility-related disability attended their conference – and that person managed to make do with the facility. Even though they have never had a need to be fully-accessible, to be consistent with their commitment to inclusion, this group felt that they had to find an alternate location. Very recently they selected a new site for their next conference – a site that doesn’t have all the benefits of the original one; but is accessible to all. This group of folks understands diversity.

Workforce diversity isn’t about exclusion, it is about inclusion. It isn’t about what group someone is most comfortable with. In fact, true diversity, isn’t about groups at all – it is about individuals. It is about creating a world where every individual, no matter their difference or uniqueness, has the opportunity to be welcomed for their talents and unrestricted by discrimination as they build futures for themselves and their loved ones.

© Rob McInnes, Diversity World, November 2004

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Two of our readers took the time to send us this feedback...

"I read the article on the disconnect between Job Developers and the business world with great interest. I was a Job Developer, and did indeed feel that disconnect. I felt quietly inadequate when interacting with businesses – being more at home in human services. And yet I'd also been a Career Counselor (emphasis on counselor) for several years before. I did understand the need to develop relationships within the business community, and made some inroads. But in this economy, I ran into two barriers: first, taking them to lunch. I'd love to do that. Unfortunately, the costs of being a contract job developer are so high and the pay so low, I was barely making minimum wage. I couldn't afford to buy them coffee. Second, trying to get any attention at all from hiring managers, whom I know are "real people", was almost impossible. This wasn't because they were unkind or insensitive to the issues of diversity. It's because, in this time of layoffs, they themselves are doing 2 or 3 jobs, and few have time to spare. And how can they consider a new employee (regardless of background) when they have just laid off hundreds of trained people? When the business sector suffers, we all suffer. Thanks for an enlightening contribution!"

"I couldn't agree with you more! I noticed the people I worked with on the grants all had social services backgrounds and while they did a fantastic job of caring for their clients, they were reluctant to call on businesses. When putting together a group of employees to do vocational rehab, I would suggest that there is always one person that has a background in business, HR, PR or sales. (And then do the Meyers Briggs so that they can all understand each other!)"

By Debra Brooks, LCSW

I was thrilled when asked to be interviewed for one of the most widely broadcast radio shows in the country. The topic was my experience as an adult with the kind of “invisible disability” that typically afflicts those with Attention Deficit Disorder.

Contrary to my expectations, the interview left me feeling stupid, inadequate and a hopeless failure. My dreams for a successful career were dashed to smithereens. The producer, who had appeared safe, gentle and knowledgeable, at the beginning, became one of the monster people who didn’t understand the first thing about AD/HD. Nonetheless, he believed he was fully informed and profoundly knowledgeable of its impact on adults.

A few minutes into the interview, he asked me with obvious irritability, “Why do you pause between your words, and why does it take you so long to get to the answer?” I took a deep breath, gathered my strength, and calmly explained he was witness to exactly what happens to an adult with AD/HD.

Despite arising at the crack of dawn to take my medicine long before the interview I still literally froze. My speech reflected my inability under pressure to think or talk without hesitation. If he had just offered me a word of encouragement or a bit of warmth I would have relaxed. But no, his seemingly mean-spirited criticism eroded my composure.

The chemicals in my brain were taking their sweet time getting moving. And under the glaring judgment of his demeanor they failed to behave with any degree of normality. They slowed my responses. The delayed speech made me seem dull. I was completely aware of what was happening to me and it only intensified the problem.

The show’s producer was confused. We had talked on the phone several times before the interview. The practice phone conversation was to assure the producer that I was an effective representative of someone with AD/HD. Our informal conversations on the phone were absolutely satisfactory to the producer. We were both delighted with the prospect of the live broadcast because our informal conversations went so well.

The symptoms of AD/HD are like dark shadows in the life of person with AD/HD. Stealthily their manifestations move in and out, unexpectedly and suddenly. My hesitancy, at this point, was a result of the impact of his disdain that dampened my self-confidence. But this hesitance, and other such symptoms, can occur unpredictably depending on levels of anxiety, the time of day, or one’s comfort level.

AD/HD is a real neurobiological disorder that can have devastating effects on individuals and their families, left undiagnosed and untreated. Yet, even with proper diagnosis and treatment it does not go away. Never does a day go by that the lurking shadow doesn’t show itself. But with proper treatment and a constructive environment, the life of an AD/HD adult becomes more stable, less painful and the chance of career success becomes much greater.

A recently completed survey by Harvard researcher, Joseph Biederman, MD, reports lost household income due to attention deficit disorder within the U.S. is approximately $77 billion a year. The cost to Americans caused by Attention Deficit Disorder is higher than the $58 billion a year resulting from American adults with drug abuse problems; $44 billion a year loss from symptoms of depression or the $86 billion a year loss from alcohol abuse. Eight million American adults are estimated to struggle with the inattention, impulsiveness and hyperactivity of AD/HD. That comes to between 3% to 5% percent of our adult population. Corollary factors include job loss, lower income, higher divorce rate, and more driving accidents.

Following the interview I sat in my living room feeling completely lost. I stared into space. My sometimes escape hatch. The phone suddenly rang. The radio producer from New York spoke: “Hey, I just wanted to thank you again for the great interview”, he chirped. I thanked him. Sheepishly, I reported that I felt devastated by the interview. I explained what had happened during our interview. He was silent. I could tell he didn’t know what to say. He quickly hung up.

Informing someone, like the producer, who unintentionally has said something that hurts others is the right thing to do. It is the responsibility of mature adults, whether or not we have an Attention Deficit Disorder, to apprise friends of hurtful behavior. How else can progress and compassion overcome the insensitivity which causes pain to those who have disabilities?

Those of us who are too embarrassed to protest when we’re misunderstood must have the courage to speak up and educate others.

We need your help. Those of us with ADD day dream, forget this and that, interrupt others, leave piles of messes... but we are people with huge hearts and we will be glad to tell you kindly what you need to know about us.

(Debra Brooks, a Licensed Clinical Social Worker, is a nationally known speaker and author on Invisible Disabilities and the Workplace. She is presently researching successful leaders and business people who have Invisible Disabilities.)

The Canadian National Institute for the Blind and the American Foundation for the Blind have joined forces (and resources) to create "MentorMatch"—an online Internet service that pairs people searching for a career with a blind or visually impaired mentor currently employed in the desired field of employment.

A new online guide from the Equal Employment Opportunity Commission (EEOC) explains how the American With Disabilities Act applies to employment issues within the food service industry.

Disability Matters with Joyce Bender is one of the first international talk radio shows with real-time captioning focused on the employment and empowerment of people with disabilities. Hear prominent disability leaders such as Congressman Tony Coelho, Governor Dick Thornburgh, Andy Imparato and senior executives from the private sector. Disability Matters is on www.voiceamerica.com every Tuesday from 2:00pm - 3:00 pm Eastern Time. Text and audio versions of past shows are available.

The Canadian Council on Rehabilitation and Work (CCRW) has developed a series of 5 modules to help Canadian employers become more successful in employing people with disabilities. The modules of their new Disability Awareness Series (DAS) include workshops, videos and resource booklets. Topics covered include: attitudinal barriers, interviewing and hiring job seekers, job accommodation, supporting employees who develop disabilities and creating inclusive working environments. The DAS is available in English and French, and in both hard copy and on CD.

Would you like information or advice on a particular issue related to disability & employment? Tie into our network of over 3000 readers! Send us an email and we will post your question in our next newsletter.

A beautifully illustrated wall calendar featuring over 450 Holy Days/Festivals that are celebrated in countries around the world. The artwork in the 2005 Multicultural Planner is focused on the theme of "Global Dancers". Support your organization's Diversity commitment by distributing them to your employees.

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