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1. How does ableism prevent people with disabilities from getting a job?
“Ableism” includes the belief that people without disabilities are better or more productive than people with disabilities; discriminating directly or indirectly based on someone’s disability. Companies may make assumptions of what people can or can’t do based on the disability, such as thinking that people with disabilities can only work as janitors or cart retrievers. Employers may be concerned about having to provide accommodations, or the potential cost of such accommodations. They may have fears that customers don’t want to deal with people with disabilities. They may have unfounded assumptions that people with disabilities have poor attendance or are more prone to injury on the job, (even though data shows just the opposite.) People with communication difficulties may find interviews a major obstacle; the interviewer may judge them based on their speaking skills, and not on their other abilities.
It is hard to prove discrimination in the hiring process; how do you prove that the reason someone wasn’t hired was because of their disability?
2. Can you give an example of how ableism reveals itself in the workplace?
People with disabilities may be treated differently than their non-disabled coworkers. They may be given “easier” work because of lower expectations, not considered for cross-training to learn new tasks, or not be offered promotions or other opportunities to advance in the company. People with disabilities may be looked down upon by co-workers that think the people with disabilities are just there to do menial tasks; they may not be invited to participate in social activities that others are attending. Sometimes the physical lack of accessibility is overlooked; the employer considers it a “favor” that they hired someone with a disability, so doesn’t want to hear complaints that things need to be changed for the person to have full access.
3. What are some of the barriers that prevent people with disabilities from advancing at work?
The bias of the “Medical Model” – that there is something “wrong” with people with disabilities that needs to be “fixed” to make them competitive with their peers. This can lead to low expectations, that people with disabilities can’t really do the same work as their coworkers; seeing only the disability, not the person: Thinking someone who uses a wheelchair couldn’t be a supervisor; how could someone who is deaf lead a team on a group project? Communication difficulties can be a huge barrier; others may think if they can’t communicate effectively, then they aren’t as intelligent or as capable as their peers. The “Social model” of disability suggests that the problem is not the person, but the societal barriers that limit accessibility. Identifying these barriers and finding accommodations to remove or reduce these barriers is a step toward inclusion.
4. How can non-disabled colleagues and friends be allies in the workplace and community?
It starts with our own attitudes of seeing people with disabilities as people first, as equals. Do we include people with disabilities in our social activities? Do we eat lunch with them in the cafeteria? When co-workers go out for a meal together, are the people with disabilities invited? If they are invited, are they included in the conversation? Even simple things like supporting businesses that hire people with disabilities, avoiding using language that demeans people with disabilities. People should talk directly to a person with a disability, allow them to make their own decisions. Get to know people as people. As we embrace our differences, we serve as role models to others.
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