From article:
"Discrimination Influences Decision to Disclose Disabilities
BIPOC employees with disabilities are also more likely to experience harassment and discrimination, the BCG report found:
About 34 percent of all people with disabilities reported experiencing discrimination and harassment at work.
Among all employees with disabilities, about 39 percent of BIPOC women and 41 percent of BIPOC men experienced harassment and discrimination, compared with 27 percent of white men and 33 percent of white women.
Many people with disabilities do not disclose their condition due to fear of discrimination. Research shows that people with disabilities who did not disclose such information on a job application but later opened up about their disability status at work were met with discriminatory behaviors, such as inappropriate questions and assumptions about their capabilities.
Furthermore, a 2023 SHRM study found that nearly half (47 percent) of employees with invisible disabilities, such as autism and ADHD, have not disclosed their conditions to their employers.
Ariel Simms, president and CEO of RespectAbility, a Rockville, Md.-based nonprofit dedicated to advancing opportunities for people with disabilities, said that a workplace where employees with disabilities are reluctant to disclose their condition can lead to high rates of turnover.
“Even if someone doesn't identify as a marginalized group, how the company treats them can tarnish company culture and lead to negative reviews from staff,” Simms said. “They can face bad reviews, making it harder to hire more diverse talent.”
and
5 Tips to Boost Disability Inclusion
Offer a wide range of employee-centric programs, such as paid parental leave, flexible working arrangements, and education opportunities.
Provide opportunities for mentorship, which give less-tenured employees access to guidance, support and advice from more experienced colleagues and increase feelings of inclusion.
Meet requests for workplace accommodations, including needed equipment or software, flexible working arrangements, or adjustments to a physical environment.
Educate direct managers on the needs of employees with disabilities.
Build employee resource groups with an intersectional approach to address the needs, challenges and experiences of employees of color who have disabilities."
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2moTwo more to this list: 4. Foster open communication channels for feedback and actively address concerns related to inclusivity. 5. Launch a rotating "Cultural Exchange Program" within the company, where employees from different departments, backgrounds, or locations spend a week in each other's roles to gain new perspectives and foster deeper understanding and empathy.