When a person with a disability is given the opportunity to learn, grow, and succeed, they make valuable contributions to their companies, their families and their communities.

As an employer, it’s important to support career advancement for workers with disabilities. You can do this by promoting diversity and inclusion in the workplace. Unintentionally denying career advancement could have serious consequences for your organization. That’s why it’s important to promote access and opportunity for all. Besides, it can improve the performance and well-being of all your employees.

When a workplace is not fair, workers with disabilities are denied advancement opportunities. And coworkers can, and will, take notice. Of course, we know it’s against the law for an employer to discriminate against a worker with a disability. And no doubt you feel that no one at your company would ever discriminate. But these problems can reveal themselves when there are opportunities for advancement.

That’s because there are times when an employer unintentionally denies a qualified worker the same opportunity as another. This can happen when companies deny access or training.
They might also deny them other forms of support they need. How?

Here are 3 common problems:

1. The employer does not make reasonable accommodations.
   Workers with disabilities often need assistive technology or simple changes to the work area to do their best. Not providing assistance can severely limit their ability to do their job. This could prevent the worker from being able to perform the essential functions of their job. This can make them seem incompetent. That would obviously make it difficult for them to advance.
2. The employer does not provide the same training and development opportunities to everyone. For example, they may not offer the same leadership development programs or training courses. Or, they may not provide the same level of support and guidance to workers with disabilities.
3. The employer has an unconscious bias against workers with disabilities. As a result, they are not even considered for a promotion in the same way as other workers. The employer may have a preconceived notion that workers with disabilities are not as capable. In of itself, this may seem understandable. A double-amputee may not be a great furniture mover. But unconscious bias can lead to a lack of leadership positions for people that are willing and capable.

Additionally, denying access and opportunity can also result in lost talent and productivity. Workers with disabilities may feel frustrated and disengaged, and they may not perform to their full potential.

Ultimately, managers and supervisors do well to examine how they view their employees.

“People with disabilities should never be defined by their limitations, but by their resilience, strength, and determination to overcome challenges and succeed in life” states Tina Tyko of Bona Fide Conglomerate.

To avoid these risks, and improve the performance and well-being of your employees, it’s important to support career advancement for everyone. This includes providing training and guidance on disability inclusion and equity. You can also create career development programs and initiatives that support workers with disabilities. It’s also important to communicate openly and honestly with employees. Providing them with feedback and support can help them advance and grow.

By creating inclusive development opportunities, you can avoid the risks of denying access and improve the performance and well-being of your employees. In addition, you can support their growth and development. And you can enhance the overall performance and success of your organization. Supporting career advancement for workers with disabilities is not only the right thing to do, it’s also good for your employees. It’s also an essential step towards achieving your goals and objectives.