How Disability Stereotypes Can Hamper Productivity
Stereotypes had an impact on Kathy Martinez’s life from the start. Her American-born, Spanish-speaking parents often had immigration officers pounding on the door to their home, demanding to see their birth certificates.
Stereotypes are also keeping people with disabilities out of the workforce or forcing them to hide in their places of business. But traditional efforts to create equality may have only ingrained stereotypes. Instead, Martinez said, it’s time to take disabilities off “the special shelf.”
“We have to have the expectation that people with disabilities are good team members,” she said. “Disability is not about ‘us’ and ‘them.’ We’re all an accident away.”
Martinez was featured as one of the Women We Love in our May 2010 magazine.
Martinez, who is assistant secretary of labor in the Office of Disability Employment Policy (ODEP), spoke to DiversityInc’s audience of chief diversity officers and executives at our two-day diversity event in Washington, D.C. A Latina, a blind woman and a lesbian, Martinez was appointed to ODEP by President George W. Bush, but that administration, unlike the current one, was not comfortable with her talking about her sexual orientation. “If we’re going to talk about inclusivity, we have to talk about being comfortable about who we are,” she said.
Ironically, when it comes to disabilities specifically, people with disabilities may contribute to discomfort in the workplace. Martinez said they may have been brought up not to bring attention to themselves and, therefore, do not ask for reasonable accommodations. “When you go to work, you expect productivity tools. You expect lights. I don’t need the damn lights,” she said. “It’s fine for you to ask for these things, but when we do it, it becomes a big deal. It takes on a negative life of its own.”
Instead, just asking what employees need or how they work can help alleviate the fear people still have of people with disabilities in the workplace. Her best advice: “Hire someone with a disability.”
1:16 am
I think it’s time that the word ‘disabled’ becomes a term of the past. I prefer to think of myself as “differently abled”, which says that while I may have some limitations, it doesn’t mean I am completely limited. There are many other ways I am useful and able to contribute to social and/or corporate environments just as anyone does! I am no less a human being than anyone else, and I expect the same treatment and accommodations to be provided along the way. We have to meet society half way; ask for and demand what is due to you – it’s your right!
11:52 am
I agree that eliminating the word “disabled” is an important part of what must happen. However, I disagree about being “differently abled”. What I do is the same as anyone without a disability. My training is the same and my ability is the same. So, the preference is having a disability. That’s simply a statement of fact. Being disabled is what is problematic.
12:06 pm
Fear and social disconnection are a vicious circle for PWDs (persons with disabilities) If you are out of touch, it’s difficult and scary to ask for simple accommodations which are your right and allow you to share your talents to the benefit of your work and community. Be a friend to those that are different everywhere you go. Smile and greet!
12:31 pm
For myself, I’m not a big fan of “differently abled.” It feels like a condescending term that able-bodied folks created in order to feel like they’re giving us a chance. I’m not saying that’s a fact — just how it feels to me.
I prefer, “_____ has a disability,” or “___ has a medical issue that needs accomodation.” Simple, straightforward, and not labelling me by my medical issues. My disability is one small part of me, like my hair or eye color. It’s not who I am. The danger in labelling is that we make the label the only descriptor, and that’s just not accurate or right.