Accessibility Advocacy in the Workplace

4 tips on allyship for disability inclusion at work: 1. Work on your own discomfort with disability. That's something that you can take accountability to work on yourself instead of bringing your discomfort to your disabled colleagues or expecting them to resolve it for you. 2. Meet people’s access needs without requiring them to directly disclose their disability or "prove" it. How refreshing it would be if your disabled colleagues could simply state their access needs without being asked why or for documentation. I should be able to request captions without naming a reason. I benefit from captions. It doesn't matter whether I benefit from captions due to my hearing disability or if I had another reason like an auditory processing disorder or being an English language learner. Creating this kind of environment is transformative not only for disabled employees but for everyone. 3. Once you know about an access need, keep advocating without naming names. A specific employee might have an access need like a fragrance free space, but there is no need to name them when advocating in the future. Sample script: "This isn't accessible for everyone. We need..." 4. Be the person who asks this question: "Have we considered disability + accessibility?" You don't have to know all the best practices to create change. You can be the conversation starter and the one who makes sure disability and accessibility aren't left out. Is this helpful? What other suggestions do you have? #DisabilityInclusion #Disability #WorkplaceInclusion

It's not often I am surprised by a question in a training. I have been doing disability inclusion work for 20+ years and I often feel I've heard every question. Well, yesterday I was surprised by a new one. During a training with about 50 people, one participant asked, "What if I just don't want to accommodate an employee?" I asked for clarification - and they said, they just didn't want to be "bothered". They felt employees should "just be able to do the job". 📍 First, I appreciate the honesty. This is hard to do in a large group. And this sentiment exists A LOT, but people don't often talk about it. So, I was actually happy it came up. 📍 Here are a few points we covered. 📍 Productivity: Don't you want your employees to perform at their highest levels? If by providing an accommodation an employee would be 10 or 30% more productive, isn't that good for you, the team and your business? 📍 Leadership: What kind of leader do you want to be? And what kind of leader do you want your team to have? Enabling employees to talk about their disability, and request accommodation needs makes for a caring, compassionate leader who wants the best for their employees. Isn't this the culture most organizations want to create? 📍 Retention: Employees who are accommodated, who get the tools and resources they need at work typically stay on the job longer and are more engaged. We know employees with disabilities have (on average) a 48% greater retention then those without disabilities. This is good for business. 📍 The Law: And the least interesting point, it is required by law. The Americans with Disabilities Act, which turns 34 this month, protects employees with disabilities in our workplaces. Workplace accommodations is a key component of the ADA. So, bottom line we all have things at work we don't want to be bothered doing. But we do them anyway because it is good for the project, the team, the business, or simply because someone asked us to do it. We need to change the perspective that a workplace accommodation is a "bother". Accommodations create better workplaces by providing employees with the tools they need to do the job effectively, and that should never be a bother. #Accommodations #EmployeeExperience #EmployeeEngagement

“How do you make space for your team members with disabilities? How do you ensure they have what they need?” Ooo, love this question. So 👋🏾👋🏾, hi, I’m disabled. I have a few co-occurring conditions, but one of them is RA (rheumatoid arthritis). Most folks think RA means achy joints—and yep, that’s part of it. But for me, it also means chronic pain, lung issues, and a daily fight with pins and needles. The physical manifestations often mean I need accommodations: cute circulation gloves, a wheelchair when I travel, ergonomic chairs, and more. My lived experience shapes the way I lead and how I think about access. It makes me hyper aware that accessibility isn’t a one-size-fits-all checklist—it’s a mindset that should be baked into how we work every day. Oh but Sadé…does that mean you need to have a disability to be a good leader or to create accessible environments? Nope. …BUT having folks with lived experience in positions of power often leads to transformative policies and practices—because we’ve had to navigate barriers ourselves. The biggest factor? Cognizance. Are you aware that your experience isn’t the end-all, be-all? Are you aware you might need to adapt, pivot, and actually learn from team members whose needs aren’t identical to yours? So my simple answer to your question is: 1. Learn more about disability justice AND rights. Learn more about accessibility AND accommodations (there’s a difference y’all). 2. Audit YOUR OWN biases, perspectives, and knowledge gaps—and ensure your staff has ways to build their knowledge too. (#SupportiveEnvironments) 3. ASK folks directly what they want, need, etc., at a comfort level that respects their boundaries. (#HRrealness) That’s the work. And it starts with being intentional about making space for everyone at the table—accommodations included. #AccessibilityMatters #InclusiveLeadership #SadeKnows #AskSadé

Today, I find myself reflecting on a troubling trend in job postings that claim inclusivity while subtly discouraging applicants with disabilities. A perfect example comes from a job description for a Communications Manager with the Washington Nationals. The LinkedIn algorithm suggested I'd be a top applicant. A chance to blend my love of communication and baseball? My interest was piqued. On the surface, it outlines standard communication responsibilities—drafting press releases, coordinating interviews, and managing media relations. All of these align perfectly with the skills expected of a professional communicator. But then comes the Physical/Environmental Requirements section, which demands: • Standing for long periods. • Walking long distances. • Climbing up and down stairs. • Lifting up to 45 pounds. For a role focused on media relations, where exactly does lifting 45 pounds come into play? These physical requirements raise serious questions. Let’s unpack this: The job description explicitly states that the Washington Nationals are "dedicated to offering equal opportunity employment and advancement…including disability." Yet, these physical demands feel like unnecessary hurdles, particularly for disabled professionals. This disconnect is more than an oversight—it's a systemic issue. Arbitrary physical requirements often serve as a quiet signal that disabled applicants may not be fully welcome. Job descriptions like this one, with their misaligned physical requirements, highlight a glaring gap between intention and execution. They inadvertently screen out highly qualified candidates, not because they lack the skills, but because the posting assumes physical ability is synonymous with competence. Nowhere in my 15 years as a communications professional have I been asked to lift 45 pounds. Employers must evaluate if physical demands are truly essential. Is there a genuine reason for a communications manager to climb stairs or carry heavy loads? If not, these requirements should be removed. Companies claiming to value inclusivity need to ensure their job postings reflect that ethos. Accessibility isn’t just about wheelchairs and ramps—it’s about eliminating unnecessary barriers in hiring. Postings should explicitly encourage applicants to discuss accommodations. A simple line—“We are happy to accommodate your needs to perform essential job functions”—can make a world of difference. Language matters. If a company’s goal is true inclusivity, they must start by removing arbitrary barriers from their job descriptions. Let’s make sure equal opportunity is more than just a tagline. We're clearly in the off-season and the Washington Nationals latest job posting is a strikeout. Hopefully their next Communications Manager can encourage the use of inclusive language. #DisabilityInclusion #InclusiveHiring #DiversityMatters #AccessibilityForAll #EqualOpportunity #AccessibleJobs #InclusiveEmployment #RepresentationMatters #Nationals #GoNatsGo

What if you didn’t have to ask for accommodations? For many disabled workers, requesting accommodations feels like walking a tightrope. We fear judgment. We fear retaliation. We fear being labeled “difficult” or “needy.” All just to get what we need to do our jobs well. Accommodations like captions, ergonomic chairs, or flexible schedules shouldn’t require paperwork, doctor’s notes, or weeks of waiting. They should be as easy as grabbing a tool off the shelf. Because accessibility is not a favor. It’s a foundation. Imagine a workplace where support is offered without shame. Where access is standard — not exceptional. Where everyone feels like they belong from day one. That’s the future we’re building. Let’s normalize offering accommodations proactively — not reactively. Tag someone who’s creating more accessible workplaces. Share if you believe access should never be an afterthought. #Accessibility #DisabilityInclusion #Neurodiversity #WorkplaceEquity #InclusionMatters #DisabilityRights #HR #InclusiveWorkplaces Image description: A two-panel comic strip with the title at the top: “What if you didn’t have to request accommodations?” Panel 1 (left side): A Black woman wearing a dark blazer and white blouse sits at a desk with a laptop in front of her. She looks anxious, with wide eyes and furrowed brows. Her hands rest tensely on the keyboard. Three thought bubbles above her head read: • “If I ask they will know I am disabled” • “I will need to fill out paperwork and get a doctor’s note” • “I fear people will hate me for getting special treatment” A white box at the bottom of the panel says: “How it is” Panel 2 (right side): The same woman now appears happy and surprised. She is standing with one hand on her chest and the other reaching toward a shelf lined with six labeled boxes. She is smiling, eyes wide with delight. The boxes are brightly colored and labeled: • “WORK FROM HOME” (orange box) • “HEADPHONES” (blue box) • “FLEXIBLE SCHEDULE” (yellow box) • “WRITTEN INSTRUCTIONS” (green box) • “CAPTIONS” (red box) • “ERGONOMIC WORKSTATION” (orange box) A white box at the bottom of the panel says: “How it should be”

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