The CEO poses for a photo.
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61 million Americans live with a disability. Finding a job is even more difficult for those who use a wheelchair or a cane. Disability is often treated as a monolith, and derogatory terms like “disabled” are still used. There is a lack of people with disabilities in C-level and executive-level roles. If you’ve worked in corporate America, you may not have seen many executives with disabilities, but disabled CEOs are changing that.
“People need to realize that disability itself is not one thing. There are a range of diagnoses in this community,” said Wesley Hamilton, CEO and founder of the Disabled But Not Really Foundation, who has been in a wheelchair since 2012.
I recently had a conversation with CEOs about how they can make the workplace more inclusive for people with disabilities.
Guidance for professionals with physical disabilities
Like everyone, people with disabilities need mentors. There is a lot for young professionals to learn, from finding a job to managing work-life balance. Mentorship is a great way for people with disabilities to prepare for a managerial role. Contrary to stereotypes, many people with disabilities run companies and lead happy, successful lives.
“I think it starts with the kind of disability that you want to seek out, and then find out what they need,” said Eric Lupton, CEO of Lifesaver Pool Fence Systems, who says his cerebral palsy hasn’t prevented him from thriving in the C-suite.
“I’ve never had a bad day because only you determine the quality of your day. Every day, I can choose if it’s a good day or a bad day,” Lupton said. “And with all these superpowers that I’ve been given because of my disability, I’ve been able to really build and grow this business.”
Avoid offensive language
A lot of language related to disabilities is deeply offensive. From using the R-word to calling people slow, having a disability is not something to be mocked or erased. It is never acceptable to use words like “disabled” or “crippled” when describing someone with a physical disability.
If you work with employees who have disabilities, be sure to ask them how they would like to be referred to. Ask questions to avoid offensive terms and do a little research online. If you have a friend or loved one with a disability, talk to them about ways to make your language more inclusive.
Making the office accessible
This is the most important part of supporting people with disabilities in the workplace. Start by providing elevators, ramps, or other alternatives to stairs. Research the Americans with Disabilities Act and what the law requires. You can also hire a consultant to help you make your company or office environment more accessible.
“A lot of people with disabilities think they can’t work. I think a lot of that is wrong. I think there are a lot of people who want to be part of the workforce,” he said. People with disabilities can’t thrive in the workplace without accessible offices.
But Hamilton believes stereotypes about people with disabilities often prevent them from working in an office environment in the first place.
“Disabled people are more likely to lead independent lives if society perceives them as independent individuals. People see us as sick, dependent individuals,” Hamilton says. “Simply putting the word ‘capable’ in front of a person doesn’t tell you what they’re capable of, but getting to know them helps you understand their disability.”