By Janie Warner
Since the passage of the Civil Rights Act of 1964, the workplace has been tasked with assuring that access to employment is free of discrimination based on any number of individual characteristics. The additional laws surrounding the Americans with Disabilities Act (ADA) and amendments expanded this focus even more. Today, applicants and employees may expect that discriminatory practices are nearly non-existent, however they often find this is not the case.
One area where discrimination still exists is referred to as “ableism.” Ableism is defined as “any prejudice, bias or discrimination directed towards people living with disabilities” (What is Ableism and Why It Matters, Healthline.com, 2024). It is often ingrained in workplaces, sometimes unconsciously. For HR professionals, addressing ableism is crucial to fostering an inclusive environment and ensuring compliance with legal standards.
Let’s look at some high-level policies, practices, and solutions to address this all-too-common discrimination in today’s working world.
Why Policy Matters
Policy reviews are critical in mitigating ableism. Outdated or unclear policies can reinforce barriers to inclusion. By regularly updating workplace policies, HR can create a more supportive environment. Here are several areas HR professionals should focus on:
1. Hiring Practices: Are your job descriptions inclusive? Are you unintentionally excluding candidates with disabilities? Example: do you refer to “able-bodied” or list physical requirements that are not a bona fide job requirement?
2. Accommodations: Does your workplace provide clear and consistently applied accommodation policies? Do you have a standard process for employee requests and for your organization to assess possible accommodations? Do employees feel comfortable requesting accommodations or are managers less than enthusiastic when employees approach them with needs?
3. Performance Evaluations: Do your performance metrics include disabled employee needs and accommodations? Is everyone held to exactly the same standards? Or are considerations made for employees who need additional time to complete tasks specifically because of their disability accommodation?
4. Accessibility: Are your workspaces, technology, and communication methods accessible to all employees? Do you put yourself in the shoes of a person with a disability to see if your office spaces, buildings, furniture, and equipment are accessible to everyone?
5. Leave Policies: Do your leave policies accommodate the needs of disabled employees, including those with chronic physical or mental health conditions? Or are employees discouraged from taking time off to take care of their needs?
Examples of Ableism in Policies
Here are a few examples of ableism in workplace policies and how to address them:
- Job Descriptions with Unnecessary Physical Requirements
Many job descriptions include physical requirements that are not essential to the role, such as “must be able to lift 50 pounds.” These can discourage qualified candidates with disabilities from applying.
Solution: Tailor job descriptions to the actual needs of the job. If physical abilities aren’t critical, avoid mentioning them, or state that accommodations will be provided.
- Lack of Clear Guidelines for Accommodations
Without clear guidelines for requesting accommodations, employees may face delays or denials, creating unnecessary barriers.
Solution: Establish a transparent, accessible process for accommodation requests, and ensure managers are trained to handle them promptly. And this is especially important: Make sure that training is held regarding the “interactive process” and that all documentation is done according to strict guidelines.
- Inflexible Remote Work Policies
Rigid remote work policies can have a negative impact on employees with disabilities, especially those with mobility challenges or chronic illnesses.
Solution: Offer flexible working arrangements, such as remote work options or modified schedules, to accommodate various needs. Be sure to look at rigid break schedules (for those with conditions requiring time for additional bathroom breaks, food consumption, and medication application).
The Role of Training and Education
Training, of course, is essential to dismantling ableism in the workplace. Both HR teams and the broader workforce need education on how to create an inclusive environment for people with disabilities. Among others, suggested topics could include sensitivity training, inclusivity, and DEI initiatives. Communicating the organization’s commitment to inclusion is imperative for an ableist-free workplace.
Action Plan for Addressing Ableism
HR leadership must go beyond policy reviews and actively drive change. Creating an action plan and following through on the steps below and others is the recipe for success!
Step 1: Audit Existing Policies
Start by auditing current policies to identify areas where ableism may exist. Review job descriptions, accommodation processes, and consult employees with disabilities for feedback. If you do not have a policy, you need one!
Step 2: Provide Continuous Training
Ensure all staff, especially management, receive ongoing training on disability inclusion and rights. Consider workshops, e-learning, or guest speakers to keep the workforce informed. An informed workplace is a better workplace. Be sure that this training is not optional and is included as a regular part of your workforce education.
Step 4: Establish Accountability
Hold managers accountable for promoting inclusivity. Disability inclusion goals should be part of performance reviews, and progress should be tracked regularly. Not sure where to start? Consult with a DEI professional and discuss specific concerns. Hold regularly scheduled meetings to discuss any ongoing issues or new ones that arise. Ask managers to explain how they handled each situation.
Step 5: Get People Talking!
Encourage open discussions on disability inclusion. Create forums where employees feel safe sharing their experiences and suggestions for improving inclusivity. As for (anonymous) input from all employees regarding their experiences with disability accommodations, ask, “what can we do better?”
Step 6: Monitor, Evaluate, Adjust, Repeat
Ableism can evolve over time. Regularly monitor workplace culture and adjust policies and practices as new challenges emerge. As with any policy, people and their needs expectations change over time. Be sure you are always on the lookout for ways to enhance the employee experience and make ableism a thing of the past!
Final Thoughts
Eliminating ableism in the workplace requires ongoing commitment and regular action. HR professionals are instrumental in creating an environment where all employees, regardless of ability, can succeed. By auditing policies, providing education, and holding managers accountable, HR leaders can forge the path in building truly inclusive workplaces.
Vice President/HR Advisory Practice
McGriff