Action Tips for Inclusivity
Creating an inclusive environment is a collective responsibility. Here are ways you can support inclusivity:
Listen with Empathy: When someone shares their disability experience with you, listen without judgment or comparison. For instance, saying something that conveys “That sounds difficult, and I believe you.” Do not question the legitimacy of someone’s disability. If it is invisible, avoid statements like “You look fine to me.” People with disabilities put a lot of energy into appearing okay.
Educate Yourself: Do not place the burden of understanding disabilities on the person. Take initiative and learn about disability in your personal and professional life. Recognize that chronic illness is the leading cause of disability in the United States. Learn about the different conditions that constitute invisible disabilities and understand the intersection of disability with other identities. These actions show genuine care on your part and will help your colleagues and team members perform to the best of their abilities.
Challenge Stigma and Assumptions: Be an ally of people with disability, by addressing assumptions about disability. When someone questions if invisible disabilities are real, respond with facts about their prevalence and impact. If your colleagues express frustrations about accommodation requests, remind them that accommodation provides a measure of equity. Speak up when the discussion of disability seems to ignore the realities and experiences of people with disabilities.
Advocate for Systemic Change & Inclusive Policies: Support policies and resources that improve disability inclusion. Advocate for adequate funding for disability services offices. Push for comprehensive faculty and staff training on disability inclusion, particularly regarding invisible disabilities. Support flexible work and learning arrangements that benefit people managing chronic conditions. Encourage your institution to go beyond legal compliance to genuine inclusion. A research study showed that organizations that adopted inclusive initiatives reported a 26% increase in productivity.16
Disabilities are different: It is common for non-disabled people to misunderstand the reality of living with specific conditions. The experience of people with the same disability may be different. For example, anxiety disorders can manifest in diverse ways depending on the individual. Having knowledge of or experience with a disability is not enough to understand the unique experience of your colleague or students with the same condition. Your role is to listen and understand their experience and how to support them. Research shows that managers who are empathetic and listen to their team members’ experiences report a 63% increase in team wellbeing 16
Support Self-Care and Community: Prioritize your own well-being, recognizing that supporting others requires taking care of yourself first. This is especially important for those who themselves navigate disabilities while supporting others. Connect with or help facilitate affinity spaces where people with shared experiences can find community. Create support groups at work, where people can share their experience and support each other. Recognize that sometimes the most valuable support is simply creating space for people to exist without having to constantly explain or justify themselves. Managers who create safe and supportive spaces for their team were viewed as more approachable than others.16 Advocating for these spaces and encouraging people to join them can make employees with disabilities feel seen.
Respect Privacy and Be Flexible: Understand that disclosure is a choice. Someone may need accommodation without wanting to give details of their diagnosis. Focus on the barrier, like “I need written instructions because I process them better,” rather than the condition. Rigidity harms inclusion. If a policy disproportionately affects those with disabilities, reconsider it and accommodate their needs.
