Disability Inclusion Strategies

“Inclusion” without disability is still exclusion. (You don’t have to hate disabled people to be ableist) You just have to: - ignore disability in your policies & DEI strategy - treat ADA compliance as your only finish line - forget to budget for needed accommodations - hire for “culture fit” but avoid disabled talent Ableism doesn’t always sound like hate. In fact, ableism is usually just silence. Silence around underrepresentatuon Silence around reasonable accommodations Silence around stigma & bias toward disability That’s what this iceberg shows. Above the surface: good intentions. Below the surface: harmful inaction. As a person with a visible & invisible disability, I get frustrated for a few reasons but the main issue? Disability inclusion isn’t charity. There’s a clear business case for disability inclusion. Companies that lean into disability inclusion earn: 28% higher revenue 30% higher profit margins Still, 90% of companies claim to prioritize diversity but only 4% include disability in their DEI efforts. The human case is there. The business case is there. So what’s missing? Change. But what does real change look like? It’s not just a wheelchair icon or checking a box. It’s: - listening to disabled voices - auditing ableist hiring practices - measuring equity, not just optics - hiring/promoting disabled leaders - funding reasonable accommodations Ableism is the iceberg. Don’t let your culture sink with it. ♻️ Share so we can end ableism #DisabilityInclusion #EndAbleism #InclusiveLeadership #AccessibilityMatters #EquityInAction [image description: A graphic on a tan background that shows an iceberg in the middle. The title says the ableism iceberg and above the water is six statements: everyone is included, we don’t discriminate, disability imagery, ADA compliant, disability ERG, inclusion matters. Below the water it says what’s missing: no disabled bleeders, systemic in accessibility, ableist policies, ablest hiring process, invisible disability bias, neurodivergent erasure, no accommodations budget.]

You don’t stop being disabled when conference or event sessions end, so why do so many organisers forget about inclusion at conference dinners and networking events? It’s great to see more events offering sign language interpreters, quiet rooms, and accessible seating during the main agenda. But what about during the coffee breaks? The networking dinner? The drinks at the end? If those adjustments vanish the moment the keynote’s over, it’s not inclusion – it’s performance. Disabled people don’t just attend the content. We build relationships, grab lunch, join the side conversations. And if those moments aren’t accessible, we’re being excluded from the most valuable parts of the day. Having sign language interpreters available throughout all event elements; keeping quiet rooms open; offering seated areas during networking; telling people food and drink menus in advance; offering sighted assistance for intros; having portable hearing loops in place; or providing enetworking options. These are all things you can do to show you actually want to host an inclusive event in full, not just meet minimum requirements. Inclusion isn’t a scheduled item. It’s a commitment. #DisabilityInclusion #Disability #DisabilityEmployment #Adjustments #DiversityAndInclusion #Content

Hiring Teams, we need to talk... Don’t Fear Disabled People Most of the training you’ve had probably focuses on the risks, what happens if you discriminate or fail to provide accommodations. We get it, that’s important. But training should be about more than just avoiding legal trouble. We’re just like everyone else, we have needs. The difference? Our needs are rarely accounted for, so sometimes we have to ask for support. Don’t Judge a CV by Its Gaps Short employment periods or career gaps don’t mean someone is less capable or hardworking. For Disabled people, securing and keeping a job isn’t easy. We often lack the support we need, leaving us to struggle. Instead of assuming, just ask. With the right tools, we thrive. But that starts with understanding. You Don’t Need to Reassure Us If we disclose our disability, don’t say: “You don’t look disabled.” “I wouldn’t have known.” “You don’t seem it.” Disability is diverse, there’s no one way to be Disabled. If we choose to self-identify, the best response is simple: “Thank you for sharing. Is there anything we can do to make this process accessible for you?” Accessibility Isn’t a ‘Nice to Have’ Stop treating accessibility as an extra or a favour. It’s not about being ‘nice’, it’s about making sure everyone has a fair chance. If your hiring process isn’t accessible, you’re not just making it harder for Disabled candidates—you’re missing out on talent. Repeat after me, Accessibility Isn’t a ‘Nice to Have’, It’s Essential. Listen to Disabled Candidates We don’t need assumptions, we need action. If a Disabled candidate tells you what support they need, believe them. They know their own needs better than anyone else. Ask, listen, and follow through. It’s that simple. Inclusion Doesn’t Stop at Hiring Getting the job is one thing, keeping it is another. Don’t hire Disabled people just to tick a box. Ensure they have ongoing support, career progression, and the same opportunities as everyone else. Because real inclusion is about more than just getting through the door. Thanks for coming to my Ted Talk Carousel Description: A Disabled by Society carousel. Each slide is set on an off-black background with white text, and bright colours of blue, pink, orange, yellow, purple, and green are used throughout the deck. The opening and closing slides feature shapes in the same bright colours, along with stick people representing both visible and non-visible disabilities. The text above is the text from the slides. #WednesdayWisdom #DisabledBySociety #DisabilityInclusion #NationalCareersWeek

It’s time to progress accommodation into appreciation. The real barriers for people with disabilities aren’t our bodies. It’s how society perceives us. Too often, outdated perceptions and ableism keep talented people from contributing fully in the workplace. Here are bold ways to combat ableism in the workplace: - Ditch the "Inspiration" Trope: Disabled professionals are leaders, innovators, and changemakers, not feel-good stories. Hire, promote, and pay us accordingly. - Audit Your Work Culture: Are accessibility and inclusion woven into decision-making, or are they afterthoughts? If the latter, it's time to rethink your approach. - Redefining "Professionalism" Bias against mobility aids, neurodivergent communication styles, or flexible work setups is ableism in disguise. Make space for diverse ways of working. - Invest in Disabled Leadership Diversity at the top transforms company culture. Actively mentor and elevate disabled professionals into leadership roles and around boardroom tables. - Make Accessibility Proactive, Not Reactive Waiting until someone requests an accommodation is too late. Embed accessibility into hiring, meetings, events and product design from the start. Let’s build society and workplaces that don’t just include disabled people but value, consider, adapt for and empower the path. Video description: Alycia sitting in a wheelchair wearing white top and jeans speaking at an event. #Disability #Leadership #Ableism #Inclusion #Workplace #Accessibility

One of our core goals at Neurodiversity in the Workplace is to reimagine how we support neurodivergent professionals—not just with accommodations, but with proactive, inclusive design. Too often, workplace accommodations are reactive. An employee has to: - Realize they need support - Navigate the internal request process - Wait for review, approval, and implementation This process can be time-consuming, stressful, and inefficient—not just for the employee, but for the organization. And here's the irony: most accommodations that are being processed cost little or nothing. According to the Job Accommodation Network, 56% of accommodations cost $0 to implement. Yet the delay and administrative overhead involved in getting to that solution often costs more than the support itself. So instead of waiting for someone to request what we already know many employees will need—we should flip the script to build those supports into the system from the start. Imagine if we took the most frequently requested accommodations and made them default features of the workplace through tools like: Universal supports, Manager toolkits, Built-in flexibility, Employee benefits additions, Open-access resources, etc... The tools already exist. The need is already clear. I'm focused on helping employers shift from reactive adjustments to proactive inclusion strategies—not just because it’s equitable, but because it’s also smart, scalable, and cost-effective. I’m excited to keep partnering, building, and sharing these solutions—and I invite others here to advocate for common-sense solutions, and share any ideas or examples where you have done this in the comments! #Neuroinclusion #Accessibility #UniversalDesign #Neurodiversity #FutureOfWork #DisabilityInclusion #HR #DEI #Leadership #WorkplaceInnovation

Over the past 5 years, I’ve been invited by more than 50 companies to give talks on how businesses should approach accessibility and inclusion for people with disabilities. ♿💼 My presentation focuses on three main areas that companies need to address: 1. Organizational Inclusion: Ensuring that people with disabilities have real job opportunities within the company and that they can develop their skills to the fullest, just like any other individual. 💪 2. Inclusive Communication: How to make both internal and external communication inclusive, using channels that allow effective communication and ensuring the message resonates with those of us who have disabilities. 🗣️📢 3. Inclusive Products and Services: Perhaps the most important aspect for creating an accessible world. How can companies design their products and services universally, so that anyone can use them effectively and independently? 🌍✨ For many leaders, it can feel overwhelming to figure out how to address this at a company level. What I aim to communicate is to use this structure: define the ideal long-term scenario, understand the current state, and build from there. 🔍🚀 Additionally, it’s worth considering a few quick wins to break inertia and start taking those first steps: - Find champions within the organization who want to lead this initiative. Ideally, these champions should be people with disabilities or those connected through family ties ("nothing about us, without us"). 🌟♿ - Adopt a mindset of continuous improvement, recognizing gaps and constantly implementing small improvements. 🔄✅ - Encourage universal design principles for all types of processes! 💡🌍 #Accessibility #UniversalDesign #InclusiveBusiness #DisabilityInclusion Wheel the World

Sometimes, disability isn't a physical limitation, but a consequence of a broken system. A system lacking true Diversity, Equity, Inclusion, and Belonging (DEI&B). 🤲 Diversity. Our Boardrooms are filled with brilliant minds, but are they diverse in thought and experience? The absence of individuals with disabilities can create a blind spot, hindering our ability to understand and serve a wider customer base. ☝️Equity. Do we have a level playing field for all ideas? Without accessibility features, communication tools, and inclusive practices, talented individuals with disabilities might be unintentionally excluded from the conversation. 🤝Inclusion. Do we foster an environment where everyone feels comfortable contributing? 👏Belonging. Do board members with disabilities feel truly welcome, valued, and supported? Can they be themselves and contribute authentically without fear of judgment? Unconscious bias can lead to dismissive attitudes towards ideas or perspectives that seem "different." Talented individuals with disabilities are present, but their voices are unheard, their potential untapped. They may even choose to leave the conversation altogether, feeling unwelcome or unsupported. This lack of DE&I creates a real disability. A disability to access opportunities, contribute meaningfully, and fully participate in the Boardroom. 🤷♂️What can we do? 1️⃣ Champion DEI&B initiativesthat actively seek and support Board members with disabilities. 2️⃣ Embrace accessibility from physical spaces to communication tools to inclusive language. 3️⃣ Challenge unconscious bias through training and open dialogue. 4️⃣ Create a culture of psychological safety where everyone feels comfortable speaking up and sharing their perspectives. By building a truly diverse and inclusive boardroom, we dismantle the invisible disabilities that hold us back. We tap into a wider pool of talent, gain new insights, and ultimately, make better decisions for our organizations.

A common myth is that people with disabilities cannot be effective employees, based on false assumptions about productivity and costly accommodations. This bias creates significant barriers to employment for a skilled and diverse talent pool. In reality, studies show employees with disabilities have equal or better performance, retention, and attendance. Most workplace accommodations, like flexible hours or software, are simple and low-cost. Employers should foster inclusion by educating teams on bias, ensuring accessible hiring, and openly encouraging accommodation requests. This unlocks a valuable workforce driven by ability. #DisabilityMyth #InclusiveWorkplace #HiringForAbility #Accessibility #DisabilityInclusion #Equity #DisabilityJustice #Disability #DisabilityRights #NDEAM2025 #ADA Image Description: A digital graphic with a light gray background titled “Myth vs Fact: Disability.” The top section, labeled with a red “MYTH” box, says: “People with disabilities can’t work effectively.” The bottom section, labeled with a blue “FACT” box, reads: “With reasonable accommodations, people with disabilities perform as well as - or better than - their peers, bringing creativity and problem-solving skills to the workplace.” On the right, there is an illustration of a person in a wheelchair working at a desk with a laptop. At the bottom is the text “@AsieduEdmund” with a small accessibility icon.

The truth about DEI (yes, we're going there 🙃). Let’s talk about the parts that don’t get posted on company pages. The hard stuff.  The blind spots. The places where good intentions fall short. Because even the most well-meaning organizations can miss the mark. Here are 3 common blind spots, and how to fix them: 1. Talking about diversity without addressing power. You can’t create equity if only the same people are making decisions. ✅ Fix: Redesign who’s at the table and who gets to lead the conversation. 2. Centering race and gender while ignoring disability. Disability is the largest minority group in the world, yet often left out. ✅ Fix: Make disability inclusion part of your inclusion strategy, not a separate checkbox. Apply an intersectional lens. 3. Prioritizing optics over lived experience. Hiring “diverse talent” means nothing if their voices aren’t heard or valued. ✅ Fix: Build feedback loops and safe spaces where people can share their truths without fear. No organization is perfect. But every organization can do better. Which of these blind spots have you come across in your inclusion journey? Let’s have a real conversation below 👇 #DEI #DisabilityInclusion #InclusiveLeadership