The Valued Employees You’re Missing: People With Disabilities

In the disability community, John Kemp, executive director of the US Business Leadership Network (USBLN), is in the minority. He started life with his disability—which he manages now with two prosthetic arms and two prosthetic legs—but just 17 percent of people with disabilities are born with their disabilities. The other 83 percent acquired a disability along life’s path. That, Kemp explained to DiversityInc’s audience of chief diversity officers and executives at our two-day diversity event in Washington, D.C., is why most people with disabilities do not identify with the disability community.

“Why do we have to make a business case that we belong?” Kemp asked. “Our employees should look like our customers, like our suppliers, like our shareholders.”

To attend DiversityInc’s March 2–3 event, featuring New York Times Columnist Frank Rich, Ernst & Young Chairman and CEO Jim Turley and others, click here.

In October, the percentage of people with disabilities in the labor force was about 21 percent. That percentage hasn’t changed since the passage of the Americans with Disabilities Act in 1990. Many workers with disabilities—particularly disabilities that are not easily seen—do not disclose their disability to employers or coworkers. Kemp said that this “hiding” takes considerable effort and, thus, hurts productivity. “We have a long way to go to create safe environments for employees with disabilities.”

The good news is that progress is possible. Kemp recommended that employers emulate children in being open. “Children confront us; adults avoid us,” he said. “Children are the ones doing it right. They ask, ‘Can you drive?’ ‘Can you play basketball?’ ‘Can you hold this?’ That’s OK. It’s the separation, distance and avoidance that cause problems.”

Employers should also avoid making assumptions about a person’s abilities. “People who aren’t disabled, when confronting disabilities, think it’s worse than it actually is. ‘I don’t think this person can do the job,’” Kemp said. “Ask and let the person tell you what he or she can or cannot do.”

Finally, positive psychology and identifying with the core values of the disability movement—including heightened acceptance of differences, interdependence, humor and future orientation—can help bridge those gaps. There has been some progress as younger workers with disabilities are more willing to disclose their status and ask for what they need to be productive, but the problem isn’t solved, Kemp said. “We’ve got a long way to go and it will take a long time.”

2 Comments

  • Anonymous

    as a man with a disability and being African American Male it is very difficult. for every one black male hired there are 20 on the streets and its getting worest for miniroties with disabilities. I have a degree in history and Political Sci. and it took 10 years to get a job. so thanks for the article now i hope you print one for miniroties with disabilities

  • I really appreciate the thoughts on children being allowed to ask questions as this is how acceptance begins. When my son came to see me at work when he was about 3 he asked why one of our workers had a “wooden eye” and was rather fearful as the person approached him. As they shook hands and spoke for a moment he turned and said, “he is nice”. My son took those early experiences and has done presentations for school on the great abilities of the people he has met by doing volunteer work at the agency during his youth. He spoke about treating each person, with or without a disability with dignity and respect. Interesting that in the article you speak about those of us who were not born with a disability, but will have one during our lifetime. It brings the point home that we all could become disabled at any given point in time. My son shared with his fellow classmates that if we treat others as we would like to be treated then there is no need to judge someone who may look or act differently. Thanks for sharing.

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