How can you use persuasion to create a more inclusive workplace for people with disabilities?
Creating a more inclusive workplace for people with disabilities is not only a moral duty, but also a strategic advantage. Research shows that diverse teams are more innovative, productive, and profitable. However, many organizations still face barriers and biases that prevent them from fully embracing disability inclusion. How can you use persuasion to overcome these challenges and foster a culture of accessibility and respect?
The first step to persuade anyone is to understand their perspective, motivations, and concerns. You need to tailor your message and approach to fit the needs and values of your audience. For example, if you are talking to senior leaders, you might emphasize the business benefits and legal risks of disability inclusion. If you are talking to managers, you might highlight the best practices and resources for supporting their employees. If you are talking to co-workers, you might share the stories and experiences of people with disabilities.
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David Bovis, M. npn
Keynote Speaker | Future of Corporate Transformation & Leadership Development | Sustainable Culture Change | BTFA Creator | Masters - Applied Neuroscience
WARNING: This question carries a misguided assumption. Persuasion (negative) can be considered a mild form of coercion, which has connotations to manipulation / bullying, with 'similar terms', including, moral pressure, cajoling, arm-twisting, soft-soaping, wheedling and pressure. Such beliefs about one person's effect on another as 'leadership', has us pulling in all the wrong directions, when we look at the efficiency of change through the neuroscience lens. Rather than persuade, we must recognise engagement follows inclusion, and attitude follows belief. Given what we know today about neuroscience, we must focus on root cause (neurogenesis), i.e. how brians update their modus operandi, toward, self, and others.
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Bill Nelson MBA, MCICM
The Challenging Core Purpose Interventionist
I fear there is some seriously muddled thinking behind this question. The answer is not primarily in strategic thinking or operational management, but in the culture of the organisation and how well that culture fits with the perceived purpose of the organisation and how well accepted is that purpose.
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Praveen Kolluguri MBA
Neurodivergent chain breaker. Disability/Neurodiversity advocate. Mobile and Accessibility Propositions Manager. All views are personal.
1) Show that inclusion benefits everyone with examples of accessible products and workplace adjustments for disabled people, we all benefit from subtitles, teams, smart speakers, map applications, and flexible working patterns, easy to use physical spaces like with dropped kerbs and clear signage 2) Show them the numbers that if you're considering disabled people in your work, you might be creating barriers for 20% of your colleagues and customers 3) Tell them we as disabled people value progress not perfection, we rather have people do things and make mistakes than not do anything and promise them your kindness if things don't go well when done with the right intentions.
The words you use can make a big difference in how your message is received and understood. You want to use language that is respectful, accurate, and empowering for people with disabilities. Avoid terms that are outdated, offensive, or patronizing. For example, instead of saying "handicapped" or "special needs", say "people with disabilities" or "accessibility needs". Instead of saying "suffers from" or "confined to", say "has" or "uses". Use person-first language or identity-first language, depending on the preference of the individual or group.
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Praveen Kolluguri MBA
Neurodivergent chain breaker. Disability/Neurodiversity advocate. Mobile and Accessibility Propositions Manager. All views are personal.
While disability is not a bad word, there may be some cultures where disabled folks themselves might want to use a word which means a slightly different word when literally translated could be a different word. Need to be respectful of how individuals and groups would like to call themselves.
To persuade effectively, you need to appeal to both the emotions and the logic of your audience. You need to show them why disability inclusion matters to them personally and professionally. You can use stories, examples, and testimonials to illustrate the impact and benefits of disability inclusion. You can also use facts, data, and evidence to support your claims and arguments. You can also address any objections or questions that your audience might have, and provide solutions or alternatives.
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Gareth Buchanan
I help organisations to attract, engage and retain diverse customers and colleagues | Diversity, Equity and Inclusion Consultant | Human Resources Consultant | Project Manager
Most people don't realise that the disabled population in the UK is greater than the combined populations of Scotland, Wales and Northern Ireland. If businesses don't have accessibility and inclusion plans that consider the needs of disabled users and customers, they stand to lose out on a potentially massive and influential population. If people can't access your products, services and communications: they won't. It's that simple. In the never ending search for new customer segments, it amazes me that so many businesses fail to recognise the value of meeting disabled customers needs. Especially when so many of the things that help businesses to meet disabled users needs are really easy to implement.
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Praveen Kolluguri MBA
Neurodivergent chain breaker. Disability/Neurodiversity advocate. Mobile and Accessibility Propositions Manager. All views are personal.
Explaining people about the diversity of conditions on how and when you can be disabled can help understand and empathise, such as most people become disabled to age at some point in their life and there are temporary and permanent disabilities empathy among non disabled folks
Persuading others to take action on disability inclusion can be achieved by modeling the desired behavior. You should demonstrate your commitment and competence in this area by asking for and providing feedback on accessibility and inclusion issues, participating in training and learning opportunities on disability awareness and etiquette, using inclusive and accessible tools for communication and collaboration, celebrating the contributions of people with disabilities, and advocating for their needs and rights. This will show that you are serious about promoting disability inclusion.
Finally, you need to collaborate and empower others to join you in creating a more inclusive workplace for people with disabilities. Acknowledging that disability inclusion is a collective and ongoing process, you can invite and involve people with disabilities in decision-making and problem-solving. Additionally, create and join networks and communities of practice on disability inclusion, share best practices and success stories, reward inclusive behaviors and outcomes, and provide and request mentorship and sponsorship for people with disabilities. All of these steps will help to make a difference in the workplace.
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Dave Whimpey
Lead by Doing
A simple analysis of the customers you serve and or the communities we live in compared with our employee base ! This determines where your business is under represented .. for example about 1 in 6 people have a disability, does your employee base look like that ? If not move the dial …
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