Beyond Accessibility: My Perspective on Disability Inclusion at Work

 

Every October, when Disability Employment Awareness Month (NDEAM) comes around, I find

myself reflecting, not just on the progress we’ve made, but also on the work still ahead of us.

As someone living with a disability, I’ve experienced both sides of the employment coin. I’ve

been in workplaces that made me feel like I was nothing more than a compliance checkbox, and

I’ve also been in spaces where I felt seen, valued, and supported. And let me tell you, there’s a

huge difference between the two.

Too often, people think of disability inclusion as simply installing a ramp, providing captions, or

setting up assistive technology. And while those things matter deeply (and yes, they can make or

break accessibility), they are just the starting point. Real inclusion goes beyond that. It’s about

creating an environment where employees with disabilities don’t just exist in the workplace, but

actually thrive.

Accessibility vs. Inclusion: How It Shows Up in My Life

When I think about accessibility, I picture the physical or technical barriers that can either let

me in or shut me out. For example, can I get into the building without worrying about stairs? Is

the online application compatible with screen readers? Will the training video have captions?

Those are important, but accessibility doesn’t guarantee belonging.

Inclusion, on the other hand, is that feeling I get when I know my voice matters. It’s when

colleagues invite me into the conversation, when leadership actively seeks out perspectives

from people with disabilities, and when I’m encouraged to pursue growth instead of being

underestimated because of my condition.Accessibility gets me through the door.

Inclusion gives me a seat at the table.

And honestly, inclusion is where the real transformation happens.

The Workplaces That Missed the Mark

I’ve been in workplaces where accommodations felt like favors I had to beg for. Every request

required another round of justifying my needs, another reminder to someone that I wasn’t

being “difficult”, I was simply asking for the tools to do my job.

It’s exhausting when you feel like you have to constantly prove your worth just to get the basics.

It’s even harder when people lower their expectations of you because of your disability. I can’t

tell you how many times I’ve heard things like:

• “You’re so inspiring for working at all.”

• “I didn’t think you could handle this project, but wow, you did great.”

Comments like that may come with good intentions, but they highlight just how far we still have

to go.

The Workplaces That Got It Right

And then, there are the better stories. I remember one workplace where accessibility wasn’t

treated as a checklist, it was simply embedded in the culture. Captions were always available for

meetings, not just when I asked. Flexible schedules were offered to everyone, so I never felt like

I was asking for “special treatment.”The biggest shift? Managers actually asked me:

“What do you need to succeed?”

That question alone changed everything. It told me they weren’t just trying to meet a legal

requirement, they genuinely wanted me to thrive. That’s inclusion.

Why This Matters to Me

One in four adults in the U.S. has a disability. That means chances are, in every workplace,

someone is navigating challenges you may not even see.

I want to be clear: people with disabilities aren’t looking for pity. We’re not asking for handouts.

What we want is the chance to show up fully, to contribute our skills, and to grow just like

anyone else.

When companies move beyond accessibility into true inclusion, everyone wins. Retention

improves. Innovation expands. And honestly, the workplace just becomes a better place to be.

My Thoughts on Moving Beyond Basic Accommodations

Based on my own experiences and those of friends in the disability community, here are some

ways employers can move from “accessible” to truly inclusive:

Representation MattersI want to see people with disabilities not just in entry-level roles, but in leadership,

management, and decision-making positions. When I see someone with a disability in a position

of power, it tells me, “Yes, you belong here, and advancement is possible.”

Build a Culture of Openness

I know so many people who hide their disabilities at work because they’re scared of bias. This is

especially true for invisible disabilities, chronic illness, mental health conditions, or

neurodivergence. A truly inclusive culture makes employees feel safe to share without fear of

being judged or sidelined.

Normalize Flexibility

For me, flexibility is not a luxury, it’s a lifeline. Remote work, flexible schedules, even something

as small as taking breaks when I need them, all make the difference between surviving and

thriving. And when flexibility is normalized for everyone, it doesn’t single me out, it just feels

like part of the workplace culture.

Invest in Growth

I’ve been in jobs where accommodations were provided for daily tasks but not for professional

development. Trainings weren’t accessible, conferences weren’t funded, networking

opportunities weren’t encouraged. That sends the message: “We’ll help you get by, but we

don’t expect you to grow.” Inclusion means supporting career advancement too.

The Personal Side of Workplace Microaggressions

I wish I could say I’ve never experienced microaggressions in the workplace, but that wouldn’t

be true. Things like:• “You don’t look disabled.”

• “Wow, you’re so strong for dealing with this.”

I know those words are usually said with kindness, but they can sting. They reduce my identity

to my disability, or frame me as an inspiration simply for existing.

What I want is to be recognized for my work, my skills, and my contributions, not just for

“overcoming” my disability.

The Resources I’ve Leaned On

Over time, I’ve found a few resources that have been incredibly helpful for both employees and

employers looking to build more inclusive workplaces:

• Job Accommodation Network (JAN) (https://askjan.org) – Amazing for free,

confidential guidance on workplace accommodations.

• Disability:IN (https://disabilityin.org) – Great toolkits for inclusive hiring and

company practices.

• ADA National Network (https://adata.org) – Everything you need to understand

ADA requirements.

• EARN (https://askearn.org) – Employer Assistance and Resource Network with

practical tools.

• National Organization on Disability (https://www.nod.org) – Programs and

insights focused on disability inclusion.

I share these not because I think resources alone will fix everything, but because I know

firsthand how overwhelming it can feel for an employer who wants to do better but doesn’t

know where to start. These organizations are a good first step.What Inclusion Feels Like for Me

At the end of the day, here’s what inclusion feels like:

• I don’t have to explain or justify my needs every time.

• My colleagues see me as a whole person, not just my diagnosis.

• Leadership values my contributions and encourages my growth.

• Flexibility isn’t something I have to “earn”, it’s built into the culture.

That kind of environment doesn’t just make me more productive, it makes me more confident,

creative, and engaged. And honestly, it makes me want to stay.

Closing Thoughts

Disability Employment Awareness Month is a great time to celebrate progress, but it’s also a

reminder that there’s still work to do.

If you’re an employer, I’d encourage you to ask yourself:

• Are we just meeting accessibility requirements, or are we creating a workplace

where people with disabilities truly belong?

• Do our employees with disabilities feel safe, supported, and encouraged to

grow?

• Are we celebrating disability year-round, not just in October?

And if you’re an employee with a disability, let me say this: I see you. I know how heavy it can

feel to navigate workplace barriers, and I know how tiring it is to advocate for yourself again andagain. But your voice matters. Your contributions are needed. And you deserve a workplace that

welcomes you, not just accommodates you.

Because when we move from accessibility to inclusion, we don’t just improve workplaces, we

change lives. And that, to me, is what Disability Employment Awareness Month is really about.