Is there room in our conversations about diversity for disability?
When I have asked whether people see me as diverse, the answer I usually get is related to my gender, not my limb difference. During a presentation I gave a couple of years ago, an audience member questioned whether disability really belongs in conversations of diversity. In hindsight, I wish my answer had been a stronger: Hell, Yes! (rather than my meek, “Yes, I personally think so”; I was just stunned someone would actually ask that).
Why are we so scared to include disability in conversations on diversity? 1 in 4 adult Americans has a disability, either visible or invisible –the largest minority group. Yet, disability often doesn’t get discussed during DEI (diversity, equity, and inclusion) conversations. After personally attending many DEI panels and workshops over the past few years and noticing the relatively new emphasis on corporate diversity, I have found a relative hierarchy around diversity regarding what gets highlighted and what doesn’t, who gets included, and who doesn’t. Even as I was receiving my DEI certification, our coverage of disability was about two pages (if that) of the entire training book; we probably spent more time on the topic because I was in the class and raised it as an issue. As we leave the effects of the past year and a half, with medical and mental health issues surging due to COVID, I imagine we will absolutely need to make sure disability is part of diversity conversations, as many more adults will be challenged with the long-term effects of the virus and their needs will need to be heard.
It took me a long time to accept my difference, my disability; as a matter of fact, I still struggle some days with the persistent double-takes, the stares from children and adults, the blurred boundaries of people randomly coming up and touching my hand, and the judgment/the pity (and, oh yes, the prayers to God on my behalf). When I shared my story of living with a disability with a team recently, one attendee said to me afterward that while my story was “‘moving,’ I was still a white woman, so I still had privilege.” And, she is right; I understand and recognize the privilege I have. AND, I have also experienced ableism: judgment, discrimination, feeling different than, and not being included because of my disability since I was a child. We have to begin to open the doors of diversity even wider and let others in; we need to make disability part of the diversity conversation. We can learn from each other and support each other.
Some groups like @The Valuable500 and @Disability: In are pushing the envelope to get corporations to recognize disability as an important player in the diversity conversation. Check them out and the amazing corporations who have pledged to make disability count: https://www.thevaluable500.com/the-valuable-500/; https://disabilityin.org/who-we-are/corporate-partners/.
Disability needs to be part of the diversity conversation; there is room!
