Advocating for Diversity, Inclusion, and Accommodations in the Workplace

It’s one thing to say that you are on board with the idea of promoting diversity, inclusion, and accommodations in the workplace. It’s another thing entirely to successfully advocate for these things.

Here’s something to think about: The Centers for Disease Control and Prevention notes that approximately 25% of all U.S. adults live with a disability.

Now, let’s take a look at another statistic, this one shared by the U.S. Bureau of Labor Statistics:

In 2019, 20.8% of Americans with a disability were employed or actively seeking employment. However, the labor force participation rate for people without a disability was nearly 69%.

That’s a wide gap no matter how you look at it. Furthermore, it’s a gap that needs to be closed in the years to come.

How to Do Your Part

Rather than wait for others to dive in and do the right thing, consider taking action. With the right approach, you can successfully advocate for diversity, inclusion, and accommodations in the workplace.

Here’s what you can do to get started:

1. Review Your Employee Handbook

This is where you’ll find information on diversity, inclusion, accommodations, disabilities, and discrimination, among other details.

As you review your handbook, make note of what is and is not included. From there, consult with your HR department to discuss your concerns and potential changes.

Continue to push, and you’ll end up with company policies that are better for every employee.

2. Keep Everyone in Mind

If you’re going to advocate, you would do well to advocate for everyone.

For example, it’s important to take steps to help people with physical disabilities—such as vision or hearing— perform at a high level. This is where reasonable accommodations come into play. Colorblindness, for example, is recognized as a mild disability and is rarely considered among HR departments when discussing reasonable accommodations. Yet for some, accommodations could be necessary.

Consider that some employees may need assistance as a result of mental health ailments. HR and other employees can advocate for improved mental wellness by starting conversations and encouraging work-life balance.

3. Sensitivity Training

Some people make mistakes in regards to diversity, inclusion, and accommodations in the workplace simply because they don’t understand the challenges others may be facing.

This is where sensitivity training can help. This covers subject matter including but not limited to:

Discrimination
Disabilities
Anger management
Mental health
Sexual harassment
Diversity

It doesn’t matter if you conduct sensitivity training in-house or hire an outside consultant or firm to assist with the process, the end goal is the same: to ensure that every employee has a clear idea of what is and is not acceptable.

Don’t Wait to Take Action

As a leader, it’s up to you to take steps toward making your workplace a better place for everyone. It doesn’t matter if you’re speaking up for those who are disabled or helping employees with mental fatigue during the winter months, you know what it means to do the right thing.

There’s no greater feeling than realizing that the steps you’re taking are paying off.

About Noah Rue

Noah Rue has written 11 posts in this blog.

Noah Rue is a journalist and content writer, fascinated with the intersection between global health, personal wellness, and modern technology. When he isn't searching out his next great writing opportunity, Noah likes to shut off his devices and head to the mountains to disconnect.