Focus on Ableism at Work, Part One: What is Ableism?
By Fay Capstick
This week we shall start a two-part series looking at ableism. We will start by investigating what ableism actually is and give some examples of ableism in practice at work, including stereotyping, microaggressions, and exclusion.
In part two, we will go on to look at how you can help to avoid unconscious ableism at work.
So, what is ableism?
Ableism is discrimination against people with disabilities. A lot of the time it can be unconscious, other times it is more conscious. It can make disabled people feel inferior to non-disabled people. It can include things like not making everything equally accessible for disabled and non-disabled workers, stereotyping of disability, exclusion, and denying opportunities to disabled people (again, either consciously or unconsciously).
Can you give me some examples of ableism?
Absolutely!
Exclusion: Your workplace and workplace activities might not be suitable for people with disabilities. For example, if you have an office with a ground floor suitable for disabled workers, but their team work upstairs, then while you have a disabled-accessible workplace for them, you are making them feel singled out for their differences.
Stereotyping: This happens when you make assumptions about a person based on what you think their disability and limitations, skills, and preferences are. If in doubt ask us! All disabled people are different, and just because you might have experience with one disabled person doesn't mean that anyone else is the same. Most disabled people are very happy to tell you what accommodation they need and we don’t expect colleagues to be medical experts or mindreaders.
Microaggressions: We have mentioned microaggressions in previous blogs. They are so important to avoid because they can make people feel terrible. Microaggressions include comments or actions that can belittle, demean, or in some way exclude a disabled person or make them feel ‘less than’, or not as valuable as other workers. A lot of the time these comments can be unintentional, and certainly not intended to hurt or exclude, but they can still have an impact.
Inaccessibility: We have mentioned how it might be that not all areas of your offices are accessible. However, inaccessibility can apply in other areas too. Is your website suitable for all users? If you don’t know, you can get it assessed for accessibility. Are the products or services that you provide suitable for all users? All it takes is a little forethought to make things accessible for all.
Discrimination: Do you offer opportunities for employment and promotion at work to all? Never assume what a disabled person might want or be capable of without talking it through with them. They might massively want that promotion even if it means extra hours.
Assumptions: This one applies to everyone, disabled or not. Never assume that a disabled person can or cannot do something, or can or cannot be interested in doing something. Look to their unique strengths and abilities and make your workplace and opportunities inclusive.
Can you tell me more about how ableism impacts the workplace particularly?
We have touched on this above, but ableism can have a significant impact on the workplace. Here is more detail on some of those ways:
Limited Employment Opportunities: When you look at applicants for a job are you giving equal value to those from people with disabilities? Do you stereotype disabled applicants when they come for an interview, be it f2f or over the phone? Never assume what a disabled person (or any person) can do. If they have applied for the job, then they obviously think they can perform it: believe them!
Remove Barriers: This applies to the physical and virtual. A barrier is anything that can hold an employee back or prevent them from properly engaging in all the things that a non-disabled person can do. This can be anything from outside steps with no ramp provision to websites that aren’t accessible to those with vision impairments.
Make Accommodations: Have you done everything that you can to equal the playing field for all your workers? Do you have adapted workstations available? Can you make provisions in the work kitchen area? And can you meet requests for flexible working? All of these little things can help massively.
Advancement at work: As we saw, assumptions about what a disabled person is capable of are ableist, and might result in your disabled employees not being able to fulfil their potential for advancement and promotions in your business. Or, for any work-related activities, it may be an incorrect assumption that they cannot or do not want to participate, for example, with team building exercises.
Mental Health: Ableism can also impact the mental health of disabled workers. Constantly trying to navigate a world not designed to meet our needs, coupled with discriminatory attitudes, can have a detrimental impact. Think about the mental health support that your workplace has in place and whether it includes everyone in its scope.
What does this mean?
In the workplace, as in the wider world, ableism is an important problem to raise awareness of and tackle.
The good news!
It is essential that there is a culture of inclusion and acceptance at work, and that modifications are in place so that the workplace and equipment are accessible. There need to be equal opportunities for every team member to progress and further their careers. A diverse, innovative, and positive workplace is a great place to be for everyone, and the good news is that it can be easily achieved with just a little planning and thought.
Next week we will look at how you can tackle unconscious ableism at work.
Final thoughts
At Parker Shaw, we have been at the forefront of the sector we serve, IT & Digital Recruitment and Consulting, for over 30 years. We can advise you on all your hiring needs.
If you are looking for your next job in the IT sector please check our Jobs Board for our current live vacancies at https://parkershaw.co.uk/jobs-board