At our recent Accessibility Confident Employers (ACE) Foundations Learning Event, Scott Jones moderated a panel discussion featuring Michelle Mahoney, Ellen Johnson, Andrew Jantzen, individuals with diverse disabilities and professional backgrounds. Their stories and perspectives on how disability has shaped their careers offer a unique insight into the complexities of navigating employment in a world often geared towards able-bodied and neurotypical individuals.
Each speaker shared personal experiences, highlighting the impact of their disabilities on their careers. Michelle, an accessibility officer, emphasized her journey from facing job rejections to finally finding an inclusive workplace. Ellen, with low vision, discussed the challenges in job applications due to transportation barriers and digital accessibility issues. Andrew, with an acquired disability later in life, highlighted the limitations of conventional jobs in accommodating his needs. Andrew uses a power wheelchair and requires personal support workers for his everyday tasks.
Their shared experiences reflected both positive and negative impacts. For instance, Michelle’s struggle with job rejections due to perceived lack of experience contrasted with her eventual success in securing a role that valued her abilities. Ellen’s challenges underscored the need for inclusive job descriptions, accommodating different abilities, and providing flexibility in work environments. Meanwhile, Andrew’s experiences highlighted the necessity of flexible job structures, including part-time work, to accommodate varying disabilities.
What stood out was the discussion on ‘crip time,’ a concept exploring how different bodies experience and accomplish tasks at varying paces. Michelle’s 5:30 AM start time and Ellen’s multiple stressors, balancing work and personal life, showcased how disabilities influence daily routines and energy levels.
The conversation didn’t just stop at sharing experiences; panelists shared practical suggestions for employers as well. Flexibility was a recurring theme—be it in work structures, equipment, or understanding the disclosure process. They shared the importance of working collaboratively with individuals to identify necessary accommodations and creating flexibility.
Ellen made a key point about gradual accommodation discovery—recognizing that individuals might not fully understand their needs at the onset of a job, and flexibility is key in addressing evolving requirements.
The panel’s insight into the proactive versus reactive approach in job preparation was crucial. An inclusive culture, deeply ingrained into a workplace, is more than just meeting legal requirements. It’s about understanding, valuing, and integrating the needs of individuals with disabilities.
Disability isn’t a one-size-fits-all situation, and accommodating diverse needs requires a shift in mindset from tokenism to genuine inclusivity. While these insights aren’t exhaustive, they do open a window into the world of disability and employment. Their stories emphasize the need for
workplaces to be flexible and accommodating, shifting from reactive approaches to proactive, inclusive ones that value individual needs.
As you reflect on this conversation, consider the role you might play in fostering an inclusive environment—whether as an employer, colleague, or advocate. Understanding the diverse experiences of individuals with disabilities and integrating their perspectives into workplace policies can drive positive change toward a more inclusive society.
Andrew Jantzen in the first voice panel.
Michelle Mahoney and Scott Jones in the first voice panel.
Ellen Johnson and Michelle Mahoney in the first voice panel.