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written by Case Calvert
One man's story of struggling to be seen by his ability, and not by his wheelchair. His desire for more (dis)ability implementation in DEI strategies.
As I begin preparing for this article and in preparation for October's National Disability Employment Awareness Month (NDEAM), I begin to think back to my early life and the discovery of my disability. I didn't even seem to self-identify as a person with a disability when first diagnosed or even at the age of eleven when I began using a power wheelchair. My earliest recognition of this was in elementary school, where I, as far as I knew, was the only student with a visual disability. I believed I was just like the rest of my fellow students, to the point I couldn't even identify with other persons with disabilities.
“I thought of myself as the person I was and not the person who happened to use a wheelchair. No matter how much I believed my disability didn't define me, others were still defining me by it.” ~ Case Calvert
I struggled to be seen as a person first and often referred to as "the wheelchairs" when being ushered onto an elevator with other people using wheelchairs. Or a waiter not addressing me but instead addressing my wife for my order. Not only did this affect my personal life, but it also had a direct effect on my professional life. I struggled being noticed as a person in the employment process. I wanted to be seen by my ability, not my disability.
This struggle is not just "my struggle" but the struggle of many people with disabilities. Let us discuss the need for (dis)ability implementation in DEI with this struggle in mind.
The rise in companies and organizations embracing DEI in their policies, hiring practices, and the populations they serve have picked up the last year or two. With DEI on the rise, where are people with disabilities included in this? We are typically mentioned at the end of a long list of other "diverse" individuals and only by "those with varying abilities."
Here's how (dis)ability can play a role in DEI strategies:
Disability as diversity.
As one begins to think about diversity, what comes to mind typically? Typically people think of people of color, women, marginalized, LGBTQ+ community, and so on. When it comes to diversity, disability it's one of the last things that come to mind. So, one of the easy fixes is to add disability to the DEI language. Also, disability activist Judith Heumann describes another aspect of disability as diversity by saying, "the likelihood of you (without disability) acquiring a disability, temporarily or permanently, is statistically very high." Disability has the likelihood of expanding broadly across many forms of difference and can include additional diversity to an organization or business.
Access as equity.
When it comes to understanding equity, it requires an understanding of the root causes of outcome disparities within our society. Once we understand those disparities, we can better understand how to address equity through a disability lens. Equity for people with disabilities relates to "access," among many things, to resources, environments, tools, and technology impartially and fairly. If a place lacks "access," a person with a disability can't participate. The act of making spaces physical accessible, providing workplace accommodations, work from home flexibility, etc. allow people with disabilities to have access to employment they traditionally haven't had. Let's embrace "Access" as equity for people with disabilities.
Ability as inclusion.
Finally, implementing inclusion of people with disabilities to feel welcomed and invited is to see them for their ability. So often, especially in the interview process, the interviewer or employer assumes the worst when they meet a potential hire with a visible disability. Immediately assuming they are incapable or need expensive accommodations to do their job. These assumptions are incorrect. To change this, you need to start seeing people based on their ability and not their disability. You need to fully incorporate people with disabilities into the decision-making processes and development opportunities within an organization.
In Conclusion
It is time for businesses and organizations to step up to the plate to begin implementing (dis)ability practices into their DEI strategies. They need to embrace all aspects of diversity, equity, and inclusion. As people with disabilities, we deserve to be seen by our unique skills, abilities, and experiences. We are talented individuals! The key is to include us based on our ability and not our disability. We all have the power to foster a more inclusive workforce.
About the writer
Case Calvert has been a consultant for IN-APSE since 2018 and started doing work for Work to Include (WTI) in 2019. Case is a lifetime resident of Indianapolis and attended the Herron School of Art and Design - Indiana University. He began his career and continues to do work as a freelance graphic designer and social media specialist. As a person with a physical disability, he has previously served as ViceChair on the Indianapolis Mayor’s Advisory Council on Disability and Secretary for CICOA Aging and In-Home Solutions’ Board of Directors. Case has a passion for uplifting and engaging local communities by facilitating vibrant public art projects that impact our city.
Case Calvert, Design & Social Media Consultant, IN-APSE/Work to Include