When you ask any employer about diversity and inclusivity in the workplace, you’re likely to hear a resounding “Yes! Of course, we value it.”
Unfortunately, a company’s diversity statement or social media post doesn’t always reflect the reality on the ground.
So how do you really know if a company is truly inclusive, or if they’re just saying the right things?
For job seekers with disabilities, this is especially important because finding a job is only part of the equation. You need an environment where you’re not just hired, but supported, respected, and given every chance to succeed.
There are telling signs to look out for that reveal how deeply a company embraces inclusivity in its culture.
In this article, we’ll share practical tips to help you secure meaningful employment in inclusive environments, informed by listening to the lived experiences of employees with disabilities.
Creating Opportunities in an Inclusive Workplace
If you’ve applied for a job since 1991, you’ve probably heard of the Americans with Disabilities Act (ADA), which makes it illegal for employers to discriminate based on disability during the hiring process or beyond.
However, more than three decades later, it’s clear that simply “not discriminating” is a pretty low bar.
If people aren’t currently living with a disability, they probably don’t realize how different types of disabilities can impact job seekers or what kind of adjustments might be necessary.
And honestly, how could they? Society and workplaces are built for those who are “young”, “fit”, and “physically capable” – the ones who don’t have to think about accessibility every day.
Through Path-Now’s work as a disability ally, we hear this often. Yet, we know that people with disabilities bring incredible strength, resilience, and diverse perspectives to the workplace.
According to the 2023 Disability Inclusion Imperative report, companies prioritizing disability inclusion generate 1.6 times more revenue, 2 times more economic profit, 2.6 times more net income, and are 25% more productive than competitors.
Similarly, JPMorgan Chase’s neurodiversity program has shown impressive results, with new hires in tech roles being 90% to 140% more productive than those with 5-10 years of experience, completing their tasks with zero errors, and performing the work of two people on the business side.
Being part of the disability community, we like to say the ADA is the seed, but inclusion is the garden.
Here’s the good news: More and more employers are waking up to the fact that disabled talent brings real value to the table. They’re not just looking to check a box and ensure compliance – they’re dedicated to supporting, retaining, promoting, and working alongside disabled talent.
From global giants like IBM, Procter & Gamble, and Sodexo, which champion inclusive hiring practices, to small businesses like Maeve’s Place café in New York and Café Joyeux in the heart of Manhattan, businesses across the US are setting the standard for disability-inclusive workplaces.
The 2024 Disability Equality Index report highlights impressive progress in disability inclusion among U.S. companies. With participation growing sevenfold, 45% of companies now report disability data, up from 24% in 2023. Additionally, 71% of companies now ensure their digital products are accessible, compared to 64% in 2023.
How to Land a Job in an Inclusive Environment
Job hunting is hard enough, but for disabled individuals, it can feel like an even bigger uphill battle.
Sure, strides have been made in creating more inclusive workplaces which proves that meaningful opportunities exist across the spectrum, but there are still major hurdles – from AI-driven hiring tools that aren’t designed with accessibility in mind to employers with an outdated mindset standing in the way.
There’s also the digital divide to think about, where not having access to tech and assistive tools can make the job hunt even harder.
But here’s the thing: landing any job isn’t the goal. What matters is finding the right workplace – an inclusive environment where you’re valued, supported, and set up to succeed.
Even in workplaces that claim to be inclusive, disabled employees can sometimes end up in environments that aren’t truly supportive.
In some cases, accessibility is lacking – whether it’s physical barriers like buildings without elevators or digital systems that don’t accommodate assistive technologies. In other instances, the necessary accommodations, like sign language interpreters or adaptive software, may be provided but are poorly implemented or insufficient.
At times, companies might hire disabled individuals just for the sake of appearances, offering minimal support and treating them as token employees rather than valuing their contributions.
So, as a job seeker with a disability, how do you fight back? Here’s how.
Networking and Mentorship Programs
Networking can be a powerful tool for anyone seeking a job, and it is no different for individuals with disabilities.
Joining organizations like National Organization on Disability (NOD), American Association of People with Disabilities (AAPD), or local disability advocacy groups can connect you with resources, peers, and professionals in your field.
Beyond traditional networking, seek out mentorship programs that focus specifically on connecting people with disabilities to high-level professionals.
Programs like The National Disability Mentoring Coalition (NDMC) or MentorAbilities can introduce you to role models who have navigated similar challenges in their careers and can guide you toward high-impact roles.
These programs not only offer networking opportunities but can also provide insight into how to position yourself in industries or roles that you may not have initially considered.
Many companies also partner with these organizations to identify and recruit top disability talent, giving you access to job openings that aren’t publicly advertised.
Neurodiversity and Accessibility Advocates
Advocacy for disability and neurodiversity is gaining momentum, with companies increasingly seeking advocates to support diverse teams. Leverage these movements to your advantage by becoming involved in advocacy groups that focus on both disability inclusion and neurodiversity, such as The Valuable 500.
Engage with mentors or hire coaches who are specialists in disability employment, as they can guide you in navigating corporate cultures, negotiating accommodations, and applying to companies that truly value accessibility.
By positioning yourself as both a leader and advocate for accessibility, you enhance your value to employers that are forward-thinking about inclusivity.
Universal Design and Assistive Technologies
Research employers who go beyond basic ADA compliance and integrate universal design principles. Universal design refers to creating work environments, technologies, and processes that are accessible to everyone, not just those with disabilities.
Target companies that incorporate assistive technologies as standard tools, not just as accommodations. These include speech-to-text software, screen readers, ergonomic workstations, and remote collaboration tools.
Companies like Microsoft and Salesforce have a culture where accessible tools are integrated into everyday operations, fostering a supportive environment for everyone.
Company’s Stated Values
Before applying or attending an interview, take time to review the company’s stated values, mission, and diversity policies. These are found on their website or in recruitment materials.
Admittedly, such statements may not tell you much about their day-to-day practices, but they indicate that the company is at least aware of and addressing diversity and inclusion topics.
Look specifically for commitments to accessibility, equity, and support for people with disabilities. For example, does the company highlight inclusion initiatives, partnerships with disability advocacy groups, or accommodations for employees?
These statements can give you a baseline understanding of whether the organization is making an effort to be inclusive in their culture.
Insider Perspectives from Employees
One way to know if an employer provides an inclusive environment is to research current and past employee experiences.
Use platforms like Glassdoor and LinkedIn to connect with people who have worked at the company. Look for reviews or posts related to diversity, workplace culture, and accessibility.
Reach out directly to employees (especially those who may share similar experiences or identities) to ask about the company’s approach to inclusivity.
Personal Branding with Unique Disability-Centered Strengths
Instead of merely listing qualifications and skills, shift the narrative toward your unique experiences and how they contribute to your professional identity. People with disabilities often have valuable insights into resilience, adaptability, problem-solving, and creative thinking – skills that are highly essential today.
Build a personal brand that highlights these strengths. Create a LinkedIn profile, resume, or portfolio that showcases your ability to innovate, adapt, and approach challenges from a unique perspective.
For example, if you’ve used assistive technology or navigated challenges in new ways, this can highlight your resourcefulness and drive. People who see the value in diversity of thought are more likely to engage with your profile.
Accessibility of the Interview Location
Before attending an interview, ensure that the location is accessible and accommodates your specific needs. This might include checking for wheelchair ramps, nearby disabled parking spaces, accessible bathrooms, or features like hearing loops for those with hearing impairments. If you use a guide dog, confirm that they are welcome.
Questions like, “Is the entrance to the building step-free?” or “Are there elevators available to access upper floors?” are valid and reasonable to ask.
Moreover, the employer’s response to your inquiry can offer insight into their awareness of accessibility issues. Inclusive companies will ensure that candidates with disabilities are interviewed under conditions equal to those of able-bodied applicants.
Portfolio of Solutions for Accessibility Challenges
One of the most powerful ways to impress potential employers is by showcasing the tangible solutions you’ve developed to overcome accessibility challenges. This can take the form of a project portfolio where you highlight:
- Software or tools you’ve created or modified to be more accessible
- Solutions for improving accessibility within physical or digital workspaces
- Any personal projects where you implemented innovative accessibility features
By presenting such a portfolio, you not only demonstrate your skills but also highlight your commitment to creating inclusive workspaces. This proves you are not just looking for a job but are invested in long-term change with forward-thinking approaches.
Discussing Your Disability, If At All
Talking about your disability in an interview or otherwise is entirely a personal choice – it’s illegal for an interviewer to ask about your disability or its nature/severity under the ADA.
However, an interviewer may ask about your ability to carry out job responsibilities and ask you to explain how you would approach those tasks. It’s important to be open and honest in these situations, as this will show that you’re fully capable of handling the role.
Discussing your disability openly can also help you gauge the employer’s response, offering insight into their inclusivity and supportiveness.
Employers in truly inclusive environments are likely to respond positively and be willing to discuss reasonable accommodations without hesitation.
Again, by law, you are not required to bring up your disability. If your disability will be visible or likely to be noticeable, you still have the option not to mention it. However, many job seekers do choose to disclose their disability later in the hiring process.
A possible reason for doing so could be to request accommodations. For instance, an interviewee may decide to share their disability after receiving a job offer in order to inquire about potential accommodations.
Addressing Disability-Related Needs with Practical Solutions
If your disability could affect your ability to perform certain tasks, it’s important to address this during the interview, but reframe it in a practical and positive way. Instead of focusing on limitations, highlight how you can overcome them with specific solutions.
For instance, if you have visual impairments, mention that you use a screen reader to access written content, so you can review documents and emails without issue.
If accommodations are necessary, phrase your needs constructively: “As long as I have access to a workstation with a keyboard that meets my needs and good lighting, I can carry out all the tasks required for the position without issue.”
Interviewers are more likely to be convinced by candidates who present a clear process than by those who simply say, “That’s something I can handle.” So be sure to explain not only that you’re capable of doing the job, but also how you would go about doing it.
Interview Questions For the Employer
An inclusive job search isn’t just about showcasing your skills – it’s also about determining if the company is the right fit for your needs. During the interview, take the opportunity to ask thoughtful questions to gauge the employer’s commitment to inclusion.
For example, you can ask:
- “How does the company support employees with disabilities?”
- “Can you share examples of accommodations provided to employees in the past?”
- “What efforts does the organization make to ensure accessibility in its facilities and digital tools?”
- “Does the company have employee resource groups (ERGs) for people with disabilities or other inclusion initiatives?”
Asking these questions not only shows that you are proactive and invested in finding the right environment but also helps you identify whether the employer truly values inclusion.
Language and Etiquette During Interviews
During an interview, the language and etiquette used by the employer can reveal a lot about their inclusivity. Pay close attention to how the interviewer addresses topics related to diversity or disability, as it often reflects the company’s preparedness and awareness.
For instance, inclusive employers are likely to use respectful, person-first language and avoid making assumptions about your abilities or needs.
If an employer appears unfamiliar with basic disability etiquette – like avoiding intrusive questions or using appropriate terminology – it could indicate a lack of inclusivity in their workplace culture.
Use these cues as a litmus test: inclusive organizations typically ensure their team is educated and prepared to engage respectfully with all candidates.
Requesting Reasonable Accommodations
An inclusive workplace ensures all employees can perform their roles to the best of their abilities.
Under the ADA, employers are required to provide reasonable accommodations to qualified individuals unless doing so would cause undue hardship.
Before you start your job search, figure out what accommodations you’ll need to do your best in the role – whether that’s adaptive technology, a flexible work schedule, or a particular type of workspace.
Grab a pen, some paper, and a cup of coffee, then take a moment to reflect on your daily routine. Are there certain things you do or need that should also be considered in your workplace?
If an employer is resistant or unsure about providing reasonable accommodations, it should raise a red flag. Ideally, you want to work with an employer who understands that accommodations enable you to perform at your best and contribute meaningfully to the company.
Final Thoughts
Path-Now has been helping job seekers with Intellectual and Developmental Disabilities (IDD) in California since 2022.
Our innovative mobile application is designed to help individuals easily connect with community service providers, making it easier than ever to access the support they need. We’re creating a bridge between people and the resources to help them excel professionally.
Whether it’s connecting with a mentor, finding inclusive employers, or accessing specific services, we make it our mission to provide you with access to the right resources at the right time. We understand the difficulties people with disabilities face, not only in finding jobs but also in finding inclusive work environments that truly understand their needs.
Our platform offers more than just a connection to services; it provides guidance in key areas like job readiness, career development, and finding employers who prioritize inclusion and diversity.
With plans for continuous improvement, Path-Now is expanding its offerings, aiming to reach even more people and make a lasting impact in the lives of individuals with disabilities. Our goal is to create a workforce where everyone, regardless of ability, has the chance to build fulfilling careers.
As Path-Now grows, it remains committed to breaking down barriers for people with disabilities, ensuring that they not only find a place in the workforce but also feel valued and supported throughout their careers. This is just the beginning of a larger mission to transform the way we approach disability and inclusion in the workforce.
By creating your free profile on Path-Now here, you gain access to California’s largest network of inclusive employers and service providers. Get started!
