More than 60 million people in the United States live with a disability as a daily part of life. According to the Centers for Disease Control and Prevention (CDC), about 35% of Americans with disabilities suffer from conditions that affect their mobility, cognition, hearing or vision.1 Yet, physical and cognitive impairments don’t have to be barriers to a productive life. With the right tools and support, everyone can reach their full potential at work and at home.
“Whether it’s in our personal lives or in the workplace, support is critical,” says Jen Hort, co-chair of the Flex-Abilities Network (FAN) at The Hartford. FAN is an employee resource group (ERG) led by employees to raise awareness about all types of disabilities at the company and provide resources.“ An inclusive employer, educated teammates, and a strong network of friends and family can make all the difference in helping people of all abilities thrive.”
The Employer’s Role: Setting the Tone
Building and continuously maintaining an inclusive culture takes work, but through education, transparency and a commitment to compliance, employers and their management can lay the groundwork for inclusivity. Companies that welcome unique ideas, perspectives and backgrounds can lead their teams to achieve better business outcomes through innovation and problem solving.
“Two of the best things employers can do to support their employees is to have a strong understanding of the Americans with Disabilities Act (ADA) and champion inclusivity through judgment-free, open communication,” says Dan Vinch, a clinical manager specializing in vocational rehabilitation for The Hartford.
The ADA’s broad definition of disability provides protections and guidelines for both employers and employees. Physical disabilities come in many forms and may be permanent or temporary. Even pregnancy can qualify as a disability in certain instances. Knowing what to accommodate and how to accommodate by offering flexibility and embracing creativity can go a long way to attracting and retaining good employees of all abilities. Employers have a duty to foster a work environment that removes barriers to success, and this can often be achieved through simple solutions.
“A disability may impact someone’s ability to perform a task a certain way, but it shouldn’t be immediately assumed that an individual can’t do the task altogether,” says Vinch. “In most instances, there are plenty of ways to achieve the desired end goal, such as modifying work schedules, providing adaptive equipment or making available alternative communication methods for those with visual or learning disabilities.”
At Work: Teammates Help Make the Difference
An inclusive workplace is built upon a strong, supportive community. Employees of all ability levels should have access to training resources and employee resource or affinity groups. These tools can make a difference in their ability to succeed in the workplace and can provide management with valuable feedback.
“An employee resource group for people of all abilities can be educational and influential across many levels of the organization,” says Hort. “We’ve seen employee-led efforts change the way we do things within our own walls to be a more inclusive company, like ensuring hard of hearing teammates had access to sign language translation and remodeling facilities to provide those who are wheelchair-bound with access to some areas that were previously unreachable.”
“It is through the employee’s voice, in an environment where ideas are welcome and everyone has a seat at the table, that significant change can be made. ERGs also provide a sense of community for employees who may feel alone in their challenges,” says Hort.
Any employee resource or affinity group will take time to mature, but it all begins somewhere. Simply forming a plan to meet on a regular basis can be enough to set the stage for discussions that include all perspectives. To encourage participation and give managers and employees the information to help support discussions, companies can get a head start by compiling available resources into email templates or internal digital libraries. These guides can help open the door for communication between people with disabilities and their supervisors.
“Conversations surrounding a disability, should an employee choose to disclose it, can be difficult for everyone involved,” Hort says. “By having a library of resources at your fingertips, it demonstrates that the necessary support is out there and that you care.”
At Home: It Takes a Village
Our careers and workplaces don’t define us as individuals. People with disabilities sometimes have emotional or physical needs that require specialized support outside of their workspace.
“A disability can occur at any point,” says Vinch. “It may have occurred because of a traumatic event that drastically changes your lifestyle or the way you’re used to doing things. Understanding that you may have to reframe your own view of what success looks like – or how it’s achieved – can help set a positive mindset that lets you adapt and overcome the challenges you now face.”
Setting goals and creating motivation from within are key to rediscovering what success may look like with a disability.
“It takes a village,” says Vinch. “Remain actively involved within a community outside of work, know what resources are available and surround yourself with loved ones open to learning about your needs. These connections can go a long way to ensuring you can meet your own personal goals.”
We all need help to achieve our full potential, at home and at work, and success looks different for everyone. A positive mindset coupled with a community of supportive people and access to the right resources can help make a significant difference in a productive life.
1 The Centers for Disease Control and Prevention Disability and Health Promotion, viewed June 2024.
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