Having coached leaders with both visible and invisible disabilities, I have seen firsthand the impact a lack of inclusion and belongingness in the workplace can have on leaders with a disability.
This can be further compounded where there are intersecting identities. One intersecting identity that is generally not considered is that of introversion. Because introversion does not fall within the protected characteristics here in the UK, consideration is invariably not given to how a lack of inclusion impacts disabled people who are introverted. Given the unfavourable bias towards introversion in the workplace, it is an intersecting identity that also needs to be considered.
Disability inclusiveness is not given sufficient attention. In their research for their white paper, ‘Unlocking Disability Inclusive Leadership’, Valuable 500 interviewed 33 global, C-suite executives. They found that disability inclusion remains a low priority in C-suite and boardroom agendas.
Prior to joining the Valuable 500 initiative, only 25% of leaders surveyed considered disability inclusion a board level focus. Additionally, just 3% of current C-suite executives openly disclosed having a disability or caregiving responsibilities.
They found that this lack of visible representation and strategic prioritisation creates a major barrier to progress. Alongside these leadership gaps, their research highlights numerous personal and organisational challenges that hinder the development of disability inclusive organisations.
On Wednesday I got to see what good disability inclusion looks like. I attended the LSEG (London Stock Exchange Group) Accessibility Network’s market close for the International Day of Persons with Disabilities organised by Co-Leads of the UK Chapter of the network Akua Opong CITP MBCS FRSA and Dave Russell, and team (incidentally, the Disability Equality Index 2023 reported that only the London Stock Exchange and the Toronto Stock Exchange include individuals with disabilities in their board level disclosures).
It was an interesting, insightful, and thought-provoking panel discussion facilitated by ExCo sponsor Bernadine Burnell with panelists Courtney Swaby, Evelin Duscai, and Brendan Roach. The panel talked about what employers can do to be disability inclusive. The discussion included the importance of representation and having individuals with disabilities in decision-making roles and at the most senior levels of leadership; the importance of addressing accessibility needs; and the role of sponsors and allies who are genuinely committed.
The need to address inclusion through an intersectional lens was emphasised, the importance of which cannot be understated. It is often this intersectional lens that is missing in DEI initiatives and should not just be limited to the protected characteristics.
It was also great to catch up with Hira Ali Jannett Morgan Marcia Brissett-Bailey BSc, PG Dip (QCG), MA,IPSEA Samantha Ming who are all DEI champions and do great work to create inclusive spaces.
People with disabilities face many barriers to inclusion in the workplace and add to this other intersecting identities (including introversion which is treated less favourably than extraversion in the workplace) can magnify the barriers they face.
Events like this one held by the LSEG that highlight barriers to disability inclusion and suggest solutions are very much needed. These conversations need to continue beyond the events and translate into transformative action. Individually and collectively, we can all do our part to make a difference.
If you are introverted and have a disability (whether visible or invisible), what has your experience of inclusion been like? Please share any good practices that you have experienced.
