Your Employment Inclusion Program Might Be Failing: 4 Tips to Fix It

Editor's note: Posts published on From the Workplace are written by outside contributors and do not necessarily reflect the views or opinions of SHRM.

If your initiative to enhance inclusion of employees with developmental disabilities has sputtered, it’s not that your recruiters don’t care. More likely, it may be that your organization’s hiring managers are experiencing challenges figuring out how to ensure their team meets its performance standards, while also checking the inclusion box. 

But there’s good news: it’s fixable. In my experience, the biggest barriers to success are the assumptions made about what those with developmental disabilities (like autism or cerebral palsy) want and need. So, let’s dive into solutions.  

Toolkit: Managing Disability Accommodations

Lower Barriers, Not Standards

Cedra Labanieh, the senior research and development (R&D) supervisor who leads a team at Edwards Lifesciences that includes both full-time employees and interns who have autism, told us that inclusion for people with disabilities is about removing unnecessary barriers, not about lowering standards. She noted that there is great variability amongst all her employees, and working with employees with disabilities with a variety of skills has strengthened the way she communicates and plans for all her employees.  

Prioritize Generation Z Management Techniques

You’ve probably already invested a lot in helping your Generation X managers work more effectively with Gen Z employees, and I’m betting that has strongly emphasized things like clear communication and consistent, actionable feedback. More good news: while there is great diversity among those with disabilities, many (especially those with autism) consistently told us that nonliteral and ambiguous communication is confusing to them. Being direct doesn’t have to mean being unkind. Providing distinct examples of effective performance are crucial, as are constructive, specific conversations about performance needing improvement.  

Similarly, most individuals we serve do best when they have adequate time to prepare for new and different situations, especially in the workplace. It requires discipline and clear communication from managers. Solid advance planning and forethought are just good business practices that also happen to help both Gen Z employees and employees with disabilities to thrive. 

Article: How Disability Inclusion Strengthens Organizations' Workforces

Take the Free Support 

Throughout most of the U.S., companies can access free-of-cost employment support — sometimes called job coaching — through social services or developmental services agencies. In Orange County, Calif., we at Regional Center of Orange County work with hundreds of local service providers who partner with employers to foster workplace success for adults with developmental disabilities. To find your own local resources, tap into your state’s developmental services agency — these often operate under a Health or Human Services Department, and the National Association of State Directors of Developmental Disabilities Services is a good place to start. 

Reasonable Accommodations Don’t Have to Be Scary 

Instead of lawyers taking the lead on this, consider focusing on each individual’s actual needs (like you would any other employee, right?). A person with autism might, for example, benefit from noise-canceling headphones or a workspace in a quieter part of the office, while someone with cerebral palsy who uses a wheelchair might simply need an accessible space or the ability to work remotely. In all cases, the experts at service providers funded by state developmental service agencies can help identify necessary accommodations and meet everyone’s goals. 

By deploying just these few tips, organizations can improve performance standards for all employees and build on inclusion. That, in turn, can improve overall workplace morale, your bottom line, and is a win-win for employees and employers. 

Arturo Cazares, MPA is Associate Executive Director of Regional Center of Orange County (RCOC), which is the private, nonprofit organization contracted by the State of California to coordinate lifelong services and supports for nearly 29,000 Orange County, California residents with developmental disabilities and their families.