Focus on Ableism at Work, Part Two: Unconscious Ableism at Work and How You Can Avoid it

By Fay Capstick

Last week we took a look at ableism, focusing on what it is and giving examples. Then we looked at how it impacts the workplace, such as through barriers, limited employment opportunities, microaggressions, and mental health. This week we will finish our deep dive into ableism by looking at unconscious ableism at work and how you can avoid it.

Remind me, what is ableism?

Ableism is discrimination against people with disabilities.

So, what can I do to avoid unconscious ableism?

Workplace Culture: Make your workplace a healthy place to be. This will benefit everyone, disabled or not. Consider what you can do to make your workplace a healthy place to be with a non-toxic and welcoming culture. One way to help achieve this will be through education.

Education: Make sure everyone is educated about the different forms that disability can take, including invisible. Those with invisible disabilities are also impacted by ableism. Having a team that understands the different forms of disability and the needs of disabled workers can help with unconscious bias and stereotyping. You could have awareness sessions or diversity training.

Watch your language: Unconscious bias and ableism can be evident in the language we use. Think before you speak about or to a person with disabilities. Do not use derogatory terms, and always remember that we are people first and foremost. Disability is only one small aspect of who we are. So, for example, try and refer to a ‘person with a disability’, rather than a ‘disabled person.’

Be Inclusive…

You can be an advocate for inclusive policies and practices in your workplace. For ableism to be tackled we need the able and the non-able to work together towards inclusivity. This can include your workplace policies relating to hiring, accommodations, professional career development, and promotions.

and that means including everyone!

You need to be active and take an active role in being inclusive. Make sure individuals with disabilities are included as standard in invites to meetings, social events, and decision-making processes. If they can’t or don’t attend, ask yourself why, and address the issue. It is vitally important that information and opportunity are equally open to all in your workplace - and that starts from the hiring process in the first place.

Unconscious Stereotypes: Society has many stereotypes of disabled people: who we are, how we feel, what we want, and what we can achieve. Many of these are derogatory and do not reflect the reality of life for many of us. Stereotypes are unhelpful and can be extremely upsetting. If you hear someone using stereotypes, please call it out. They honestly might not even realise that they have done it, but correcting them is a great opportunity for education. You can do this by gently challenging inaccurate assumptions with accurate information that can promote a more nuanced understanding in others.

Back to Microaggressions: Microaggressions can result in a toxic working environment, which is the last thing that you want. It could also result in feelings of isolation and exclusion. Further, it could create unhealthy attitudes to emerge. Microaggressions can be so subtle that we recommend that you bring in some diversity training to help get everyone on the same page.

Be 100% accessible

Try and make sure and encourage your workplace to be 100% accessible to all. This can include the building, facilities, technologies, and resources. Further, it will also include the digital sphere, by having accessible websites, software and communication tools. This will also benefit your clients and customers.

Be aware!

You can organise or be part of campaigns or training sessions that cover disability inclusion. These sessions can help everyone understand and challenge biases and foster a more inclusive working environment.

Be a leader!

If you see something that isn’t right or could be improved, say something. Be an example to others in your behaviour. Everyone should feel respected and equal at work and you can be an example of this.

Activities

Make sure any out-of-office activities and events are actually going to be accessible for all. Don’t wait until you are approached by a team member asking for provisions to be made, sort things ahead. This way no one will feel like they are being a bother or nuisance, which will particularly help any shy team members. Further, it is always possible that you haven’t thought of everything, so make it easy for team members to approach you with any accommodations that they might require.

The good news…

The good news is that all these things are easily possible, and you might even do all of them in your workplace already. If not, you can play an active part in making them a reality. Combating ableism, as with all inequalities, takes time, but it is achievable. This way we can all have workplaces that have a culture that values and supports people of all abilities.

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 athttps://parkershaw.co.uk/jobs-board