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October is National Disability Employment Awareness Month:<\/strong> The goal of this initiative is to celebrate individuals with disabilities strengthening the workforce and bring awareness and education concerning the issue.[\/caption]\r\n\r\nOur challenge in the area of disabilities is learning to transcend our perception of someone's limitations, to adopt universal design thinking and practices in order to accommodate a range of abilities, and, to extend the possibilities for both individual and collective business performance.<\/p>\r\n
Disability Awareness<\/h2>\r\n
General perception and understanding of those who are different is due to a combination of factors including a lack of exposure to people with disabilities, the vague definition of disability, and privacy and discrimination concerns. The Americans with Disabilities Act (ADA) defines an individual with a disability as a person who has a physical or mental impairment that substantially limits one or more major life activities, a person who has a history or record of such an impairment, or a person who is perceived by others as having such an impairment. Further, people with disabilities are not required to disclose their disability, and indeed, they are often advised not to\u2014at least in the job search process.[footnote]\"Should I Say I Have a Disability on Job Applications?\" Monster<\/em>. Accessed October 15, 2025. https:\/\/www.monster.com\/career-advice\/article\/disclose-disability-on-resume[\/footnote]<\/p>\r\n It's important to note that not all disabilities are visible or accompanied by obvious cognitive or processing challenges. It's possible to work with someone for a long time before you learn that they have a disability. Some disabilities can be invisible or usually unobtrusive Multiple sclerosis (MS) for example, can lay dormant and then flare up resulting in mobility issues, fatigue, vision problems, and impaired coordination. Additionally, some mental health conditions (like [pb_glossary id=\"2760\"]ADHD[\/pb_glossary] or [pb_glossary id=\"2761\"]OCD[\/pb_glossary]) can impact a person's work but are completely invisible.<\/p>\r\n People with disabilities are under-represented in media and entertainment\u2014a situation that the Alliance for Inclusion in the Arts<\/a> is seeking to address. ReelAbilities<\/a> is the largest film festival in the U.S. that focuses on showcasing films by, or about, people with disabilities.<\/p>\r\n<\/section>\r\n People with disabilities can experience unique communication challenges whether they have sensory impairments (blindness or deafness), cognitive disorders (autism spectrum disorder, post-stroke challenges), or physical disabilities (head trauma or neurological injury).\u00a0In particular, some communication difficulties in the workplace can include the following:<\/p>\r\n Whether individuals have disclosed a disability or not, the way you approach a communication breakdown or misunderstanding matters.<\/p>\r\n Other things to consider are:<\/p>\r\n If you notice a communication breakdown or misunderstanding, it is of utmost importance to treat everyone with dignity, respect, and courtesy. Be patient, be supportive, and take as much time as necessary to listen to the individual because it can make all of the difference.<\/p>\r\n Technology accommodations might include the use of large display screens, screen readers, and\/or voice recognition software. In order to communicate effectively across a range of abilities, businesses also need to design materials\u2014from onboarding and ongoing communications to training and development\u2014with accessibility in mind. Rather than adjusting materials and programs to accommodate a person\u2019s particular disability, a best practice is to use a Universal Design for Learning (UDL)<\/a> approach so that no change is necessary.<\/p>\r\n Universal Design for Learning (UDL) is an educational framework that aims to improve and optimize teaching and learning for all people based on scientific insights into how humans learn. UDL guides the development of flexible learning environments and materials that can accommodate individual learning differences. It emphasizes providing multiple means of representation, action, expression, and engagement to support the diverse needs of all students, including those with disabilities.<\/p>\r\n<\/section>\r\n The concept and language of UDL were inspired by the universal design movement, proposing that \u201cproducts and environments be designed to be usable by all people, to the greatest extent possible, without the need for adaptation or specialized design.\"[footnote]Rose, D. H., Meyer, A., Strangman, N., and Rappolt, G. Teaching Every Student in the Digital Age: Universal Design for Learning.<\/em>\u00a0Association for Supervision & Curriculum Development, 2002. http:\/\/www.ascd.org\/Publications\/Books\/Overview\/Teaching-Every-Student-in-the-Digital-Age.aspx[\/footnote]<\/p>\r\n As with many conceptual frameworks, there are different approaches to achieving UDL. The following 7 core principles provide the framework for an online educational certification program at Saddleback College:<\/p>\r\n These principles clearly contribute to a fair, inclusive, and effective workplace. The advantage is that applying the design principles also makes information more accessible to people for English language learners. The clarity that the design principles require also contributes to clear communication across other diversity dimensions\u2014for example, cultures and ethnicities.<\/p>\r\n There are also simple, practical adjustments we can make in our one-on-one interactions that will facilitate effective communication. The following eight recommendations, adapted from a toolkit for medical practitioners, are equally relevant to communicating with people with disabilities in the workplace:[footnote]\u201cGuidance for Person-Centered Care of Adults With Intellectual and Developmental Disabilities.\u201d Vanderbilt Kennedy Center for Research on Human Development. <\/em>Accessed July 18, 2024. https:\/\/iddtoolkit.vkcsites.org\/communicate-care\/[\/footnote]<\/p>\r\n Just as our history is not our destiny, our frame of reference doesn\u2019t need to limit our future possibilities\u2014individually or collectively, as a business or society. Disability rights are not only civil rights, they\u2019re human rights\u2014the right to strive to achieve our full potential, whatever that is.\u00a0<\/p>\r\n [ohm2_question height=\"500\"]14876[\/ohm2_question]<\/p>\r\n<\/section>","rendered":" In a work setting, we are also exposed to individuals with varied skills, talents, and abilities. Another component of diversity in the workplace is the wide range of physical and mental abilities of people you may work with. A common misconception or view of people with disabilities focuses on what an individual may lack or cannot do. Characterizing people solely by their disabilities and perceiving them as inferior to the non-disabled can lead to social prejudice and discrimination, also known as ableism<\/strong>.<\/p>\n Our challenge in the area of disabilities is learning to transcend our perception of someone’s limitations, to adopt universal design thinking and practices in order to accommodate a range of abilities, and, to extend the possibilities for both individual and collective business performance.<\/p>\n General perception and understanding of those who are different is due to a combination of factors including a lack of exposure to people with disabilities, the vague definition of disability, and privacy and discrimination concerns. The Americans with Disabilities Act (ADA) defines an individual with a disability as a person who has a physical or mental impairment that substantially limits one or more major life activities, a person who has a history or record of such an impairment, or a person who is perceived by others as having such an impairment. Further, people with disabilities are not required to disclose their disability, and indeed, they are often advised not to\u2014at least in the job search process.[1]<\/sup><\/a><\/p>\n It’s important to note that not all disabilities are visible or accompanied by obvious cognitive or processing challenges. It’s possible to work with someone for a long time before you learn that they have a disability. Some disabilities can be invisible or usually unobtrusive Multiple sclerosis (MS) for example, can lay dormant and then flare up resulting in mobility issues, fatigue, vision problems, and impaired coordination. Additionally, some mental health conditions (like ADHD<\/a> or OCD<\/a>) can impact a person’s work but are completely invisible.<\/p>\n People with disabilities are under-represented in media and entertainment\u2014a situation that the Alliance for Inclusion in the Arts<\/a> is seeking to address. ReelAbilities<\/a> is the largest film festival in the U.S. that focuses on showcasing films by, or about, people with disabilities.<\/p>\n<\/section>\n People with disabilities can experience unique communication challenges whether they have sensory impairments (blindness or deafness), cognitive disorders (autism spectrum disorder, post-stroke challenges), or physical disabilities (head trauma or neurological injury).\u00a0In particular, some communication difficulties in the workplace can include the following:<\/p>\n Whether individuals have disclosed a disability or not, the way you approach a communication breakdown or misunderstanding matters.<\/p>\n Other things to consider are:<\/p>\n If you notice a communication breakdown or misunderstanding, it is of utmost importance to treat everyone with dignity, respect, and courtesy. Be patient, be supportive, and take as much time as necessary to listen to the individual because it can make all of the difference.<\/p>\n Technology accommodations might include the use of large display screens, screen readers, and\/or voice recognition software. In order to communicate effectively across a range of abilities, businesses also need to design materials\u2014from onboarding and ongoing communications to training and development\u2014with accessibility in mind. Rather than adjusting materials and programs to accommodate a person\u2019s particular disability, a best practice is to use a Universal Design for Learning (UDL)<\/a> approach so that no change is necessary.<\/p>\n Universal Design for Learning (UDL) is an educational framework that aims to improve and optimize teaching and learning for all people based on scientific insights into how humans learn. UDL guides the development of flexible learning environments and materials that can accommodate individual learning differences. It emphasizes providing multiple means of representation, action, expression, and engagement to support the diverse needs of all students, including those with disabilities.<\/p>\n<\/section>\n The concept and language of UDL were inspired by the universal design movement, proposing that \u201cproducts and environments be designed to be usable by all people, to the greatest extent possible, without the need for adaptation or specialized design.”[2]<\/sup><\/a><\/p>\n As with many conceptual frameworks, there are different approaches to achieving UDL. The following 7 core principles provide the framework for an online educational certification program at Saddleback College:<\/p>\n These principles clearly contribute to a fair, inclusive, and effective workplace. The advantage is that applying the design principles also makes information more accessible to people for English language learners. The clarity that the design principles require also contributes to clear communication across other diversity dimensions\u2014for example, cultures and ethnicities.<\/p>\n There are also simple, practical adjustments we can make in our one-on-one interactions that will facilitate effective communication. The following eight recommendations, adapted from a toolkit for medical practitioners, are equally relevant to communicating with people with disabilities in the workplace:[3]<\/sup><\/a><\/p>\n Just as our history is not our destiny, our frame of reference doesn\u2019t need to limit our future possibilities\u2014individually or collectively, as a business or society. Disability rights are not only civil rights, they\u2019re human rights\u2014the right to strive to achieve our full potential, whatever that is.\u00a0<\/p>\nLearn More<\/h3>\r\n
Overcoming Communication Challenges<\/h2>\r\n
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Developing an Accessible Workplace<\/h2>\r\n
Universal Design for Learning<\/h3>\r\n
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Strategies to Improve Communication<\/h2>\r\n
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Additional Resources<\/h3>\r\n
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Abilities in the Workplace<\/h2>\n
Disability Awareness<\/h2>\n
Learn More<\/h3>\n
Overcoming Communication Challenges<\/h2>\n
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Developing an Accessible Workplace<\/h2>\n
Universal Design for Learning<\/h3>\n
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Strategies to Improve Communication<\/h2>\n
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Additional Resources<\/h3>\n
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