People are discriminated against simply because they do not fit an image of what is “normal.” During National Disability Employment Awareness Month (NDEAM), there are many celebrations. It is a time for deep reflection on ableism in the workplace and how people with disabilities are viewed year-round because they are not perceived as “normal.” -Donna Chan

What makes a person normal? The answer is entirely subjective. If someone dyes their hair green it is called quirky, dressing oddly is called eccentric, and who tends to have mishaps is called clumsy. In the workplace, once a manager or coworker assigns a label, it usually sticks as a perception and influences interactions. These are simple examples, so now consider people with visible and invisible disabilities. People think in terms of “normal” when assessing situations, emotional responses, behaviors, and appearance. Society has constructed ideas of what normal is and looks like, and people living in the culture adopt the ideas. One of the consequences of adopting the cultural aspect of normal is ableism. Ableism is the term used for discrimination against people with disabilities because they are not seen as “normal,” and this has many implications in the workplace.

Ableism can manifest in various forms, such as assuming that all people with disabilities are the same or incapable of accomplishing specific tasks. Ableism can also involve intentional or unintentional exclusion from activities, spaces, or opportunities available to non-disabled individuals. It is essential to recognize and challenge ableism to create a more inclusive and equitable society for all individuals, regardless of their abilities, and change can begin in the workplace.

Changing the Workplace Construct of Ableism

Like all forms of stereotyping, bias, and discrimination, it is never easy to change people’s perspectives, especially when rooted in cultural upbringing. Ableism begins with the perception that people with disabilities are inferior in some way to people who are not, and from there, people with disabilities are placed in a mental box as lacking competence, skills, reliability, or other attributes. The social construct of ableism includes elements such as a history of exclusion from schools and jobs until the Americans with Disabilities Act (ADA) and Individuals with Disabilities Education Act were passed and being discouraged from working due to support programs limiting earnings amounts. Despite these and other laws, ableism thrives.

Though various inclusion laws were passed, exclusion from and in the workplace continues. For any organization to achieve full diversity, equality, inclusion, and belonging (DEIB), ableism must be addressed. Employers can play a significant role in helping society change its negative attitudes toward disabilities by changing perspectives in the workplace.

When it comes to overcoming ableism in the workplace, several steps can be taken. Firstly, it is important to educate oneself and others about ableism and its impact on individuals with disabilities. This can involve learning about the experiences of disabled people, as well as how ableism can manifest in the workplace. Create psychologically safe opportunities for people to discuss their life and work experiences. Regular dialogue is critical to changing people’s perceptions and false assumptions. For example, non-disabled people are uncomfortable around people with disabilities, and their interactions express that discomfort. They talk too loudly, back away when talking to a person with a disability, offer assistance for things the person can easily manage, and so on. The non-disabled may also make statements they do not realize are uncomplimentary, though not intended to be so. For example, telling a disabled person he is an inspiration when he is building a career which any employee can do, is condescending even though it is meant as a compliment. Asking a disabled person what is “wrong with her” or saying to someone with an invisible disability, “You don’t look like you’re disabled,” are discriminatory statements. The intent is often good, but the effect is negative because the statements are based on a lack of knowledge about people with disabilities.

Another crucial step is actively creating a more inclusive and accessible workplace environment. This can involve making physical accommodations, such as providing the necessary resources (which often cost nothing) and implementing policies and practices that support the needs of employees with disabilities. Though the ADA requires reasonable accommodations, the management attitude is essential to the process. Employees witness true inclusion if accommodations are managed as sincere opportunities to meet employee needs, not legal requirements. If accommodations are reluctantly made, the negative perceptions concerning people with disabilities are reinforced. It is also important for organizational leaders to be trained in the appropriate ways to challenge ableist attitudes and behaviors when they arise, whether from colleagues or peers. This can involve speaking up when ableist comments are made or advocating for the needs of disabled colleagues.

Overcoming ableism in the workplace requires a top management commitment to education, awareness, and action. By working to create a more inclusive and equitable workplace, employers can help ensure that all individuals, regardless of their abilities, can thrive and succeed. Respect people with disabilities, Hold leaders accountable for developing an inclusive workplace and promote workplace accessibility.

Celebrating the True Inclusive Normal

National Disability Employment Awareness Month (NDEAM) is celebrated each October, and it is an ideal time to break through the bias of ableism through the celebration of people with disabilities. Martin Luther King’s quote about not being judged by the color of skin but by the content of character is familiar to most people, but there is much discussion about what it means in today’s society. MLK’s daughter Bernice King said, "When he talked about the beloved community, he talked about everyone bringing their gifts, talents, and cultural experiences. We live in a society where we may have differences, of course, but we learn to celebrate these differences.”

NDEAM is about celebrating differences. It could be considered a time to continue creating a new normal in which inclusion means people are not judged by how they look, walk, speak, hear, see, or process information. Ideally, they are not judged at all. Of course, people respond to the differences in other people, but acceptance and appreciation for the differences is the goal of ending ableism. In an inclusive workplace where everyone feels belonging, people with disabilities are accepted as contributors of innovation, skills, creativity, new perspectives, and competencies. They are a source of access to new markets, improved product designs, enhanced community involvement, and critical information concerning true inclusiveness. They can help organizational leaders develop more effective social responsibility policies and programs. People with disabilities are people. Period.