Shifting how we think about people with disabilities in the workplace

I’ve been chair of the Persons with Disabilities Committee at TD for the past 12 years and it’s been one of the highlights of my career.

Why? Because it’s taught me so much.

I’ve learned that the human experience is wonderfully varied and complex. I've gained a new perspective and discovered a community that is resilient, adaptive, and more than able.

I was given the opportunity to help create a workplace that is accessible and inclusive. We've made great strides, but I know there is more that we can do to ensure every employee has the opportunity to reach their full potential.

Shifting how we think

As many of you already know, this year marks not only the 30th anniversary of the Americans with Disabilities Act (ADA), but the 75th observance of the National Disability Employment Awareness Month (NDEAM).

For us at TD, these momentous anniversaries remind us how far we’ve come in establishing a barrier-free workplace. With cutting edge assistive technologies, and a thriving network of engaged employees with disabilities, we’ve made a lot of progress.

But it’s also a reminder that there is still a lot of work ahead of us, which is why we’re constantly searching for innovative ways to make our workplace environments flexible and accommodative.

Sometimes, however, it’s less about the technology and infrastructure and more about changing attitudes.

One thing I always stress is disability is not only about accommodation. With one in seven Canadians who identify as a person with a disability, we must also focus on balancing accommodation with contribution.

What does this mean? Well, let me put it this way - what excites you more? When an employer tells you all the things that they can do for you, or when they sit down and have a conversation about what you can do for the organization?

In other words, accommodation is about finding a way to maximize talent contribution. I believe that thinking this way allows us to see the potential in everyone. It allows us to realize just how able our colleagues really are. Part of moving forward is shifting our perspective and seeing things differently.

Focus on development

One thing we cannot lose sight of, especially in regard to our colleagues with disabilities, is talent retention and development.

The feedback we get, both internally and externally, is that organizations rightfully want to recruit differently abled people. However, they seem to always fall short on developing and building their careers.

Just like anyone else, it’s important that we focus on development. We must recognize that the onus is both on ourselves and the person that we bring into the organization to create career opportunities.

Lastly, I want to encourage everyone to do their part in making their organization a more accessible place for our diversely abled colleagues. For me, there is no better feeling than helping and supporting the people that make TD legendary.

What tips do you have for supporting our differently abled colleagues in the workplace? Share in the comments below!