Touchy subject
Another challenge I set myself writing Survival, was to describe ableism - discrimination, inequality and oppression - without actually using the terms. Because I have often been told by the people I work with that they're too high-brow, academic and jargonistic. I did, however, want readers to understand the experience, to counter the belief that disabled people are different, odd or unique. In chapter 13, I tackle ableism at work, using theoretical concepts under my storytelling, and ideas from critical equality, accountability and stewardship literature.
It's odd how frequently I'm approached to engage in discussions surrounding disability-related topics. While being asked is not inherently problematic, it's essential to recognise that my contribution to the workplace extends beyond being a mere conduit for conversations about disability.
As a disabled individual myself, a dedicated disability equality professional, and someone who has extensively researched and holds a Ph.D. in the realms of ableism, accountability, and human rights, my perspective is deeply informed. What often unfolds during these interactions is a concerning pattern where non-disabled individuals, with the best of intentions, feel entitled to dictate how they feel about my knowledge and my feelings on the subject. These interactions frequently involve a range of statements and questions that inadvertently perpetuate ableism:
1. "Disability is a nasty word?"
It's important to acknowledge that terms like 'disability' and 'disabled' are not derogatory; rather, they have been deliberately chosen by Disabled people, Deaf and Disabled People’s Organisations, The Disabled people's movement - and allies - to convey specific meaning. 'Disabled' can convey a lack of privilege, identity, resistance, and political empowerment. However, many conversations invariably begin with a lack of understanding or sensitivity to the historical and societal significance of these terms.
2. "What’s wrong with you, what’s your impairment?"
Shifting the narrative to a Social Model framing is important to many Disabled people. Rather than fixating on deficits or offering unsolicited advice such as "You need to look on the bright side!” The goal is to redirect the dialogue towards fostering societal inclusivity. This shift in perspective allows everyone, regardless of their abilities, to contribute to creating a more accommodating environment. It's time to challenge the notion that the disabled population is small and voiceless, and instead prioritise listening to D/deaf and Disabled People’s Organisations and embracing the principles of civil rights movements.
3. "Have you read/met [insert disabled celeb of choice]?"
A disabled celeb might not be a disability equality specialist or an anti-ableist. Referring to one disabled person of choice is dangerous as it reinforces overcoming personal predicament, not societal responsibility. In addition, the phenomenon of 'inspiration porn' places the burden on individuals to overcome discrimination and inequality, ultimately absolving organisations and institutions of their responsibility to address systemic inequities. In the workplace, it is critical to move beyond superficial acts of kindness. We need to focus strategically on creating environments that prioritise accessibility, dignity, and respect for all individuals, regardless of their abilities.
4. "Disabled people don't lead?!"
It's a deeply ingrained stereotype, even though Disabled people are constantly asked to solve the matter of ableism for free? Strategic education and intent are vital in confronting ableism at leadership levels. Shockingly, many senior professionals within organisations perceive disabled individuals as vulnerable rather than recognising their inherent capabilities. This skewed perception perpetuates discriminatory practices and obstructs organisational progress toward equity and inclusion. Leaders must educate themselves on ableism and actively work towards dismantling institutional barriers that hinder the full participation of Disabled individuals in all aspects of organisational life.
5. "It's not fair to treat you differently?"
Challenging discriminatory notions means articulating that discrimination rarely makes anyone a better person. To be fair we need to treat everyone differently. While some individuals may succeed despite challenges, it's essential to recognise that their success could be even greater if they weren't constantly fighting barriers others refuse to acknowledge - or for basic human rights. It's time to confront the negative narratives and stereotypes surrounding disability and recognise the inherent value and potential of all individuals because we all have abilities.
6. "But I don’t mean you!"
Being singled out as the 'acceptable voice' is unpleasant. We need to recognise diversity within the Disability Community, because Disabled individuals are not a monolithic group. Groups, communities, and individuals encompass a diverse array of experiences, perspectives, and identities. Dismissing people as homogenous only serves to marginalise and erase unique voices and varied lived experiences. It's crucial to recognise and celebrate this diversity within the disability community and amplify the voices of all individuals, ensuring that no one is left behind.
In conclusion, dismantling ableism in organisational settings requires a concerted effort to challenge ingrained attitudes, prioritise accountability, to advocate for systemic change. By embracing disability equality, understanding, and accountability, we can create environments where all individuals can thrive equitably.
Let's commit to empowering change and building a more inclusive future for everyone.
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