Disability vs the Workplace | Lesa Bradshaw | TEDxLytteltonWomen

Summary

Lesa Bradshaw's talk highlights the critical importance of disability integration in the workplace, emphasizing that disability is often misunderstood and misrepresented. She argues that low expectations and stereotypes limit opportunities for people with disabilities, leading to tokenistic inclusion efforts. Bradshaw urges companies to shift their approach from merely fitting disabled individuals into predefined roles to adapting the workplace environment to better support diverse abilities. She stresses that disability should be seen as part of diversity, much like race and gender, and urges businesses to embrace inclusive practices not only for compliance but also for competitive advantage and social impact.

Takeaways

• 😀 It's about time we shift our mindset towards disability in the workplace. Disability integration is long overdue, and it's time to stop seeing it as a charity issue and recognize it as a diversity issue.
• 😀 Companies are increasingly seeking to employ people with disabilities, but often still hold low expectations and stereotypes about what people with disabilities can contribute.
• 😀 Disability should not be seen as a barrier. Many disabilities are context-dependent, meaning someone might not have a disability until they're placed in an environment that doesn't accommodate their needs.
• 😀 People with disabilities are often given unwarranted pity or admiration for simply doing everyday tasks, which is a result of the low expectations society places on them.
• 😀 The workplace needs to stop assigning certain jobs as 'suitable' for people with disabilities, just like we don't assign specific jobs for people based on race. Disabilities vary widely, and people with disabilities can do a range of jobs.
• 😀 Disability integration is not about finding disabilities that fit into existing company structures but rather adjusting the structure to be inclusive of people with disabilities.
• 😀 Companies need to rethink rigid qualification requirements (like Matric certificates) and consider flexibility based on the individual's abilities, background, and learning potential.
• 😀 Disability should be understood as a dynamic relationship between the individual, their impairment, and the environment. A person of short stature, for example, may not be disabled until they encounter environments not built for their size.
• 😀 From a business perspective, disability inclusion can give companies a competitive edge. Around 20% of the consumer population is influenced by disability-related factors in decision-making.
• 😀 The success of businesses like Brownies and Downies, which employ people with intellectual impairments, shows that inclusive hiring can lead to both positive social impact and strong business performance.
• 😀 Disability is simply another aspect of diversity. As with gender and race, the more it's normalized, the more it will be integrated into our societal structures without hesitation or bias.

Q & A

What is the primary topic discussed in Lesa Bradshaw's talk?

Lesa Bradshaw's talk primarily focuses on the integration of people with disabilities in the workplace, highlighting challenges, societal misconceptions, and the need for change in the approach to disability inclusion.

Why does Lesa Bradshaw believe that people with disabilities are seen as 'hot property' in the workplace?

Lesa Bradshaw believes that people with disabilities are now being actively sought by companies due to growing efforts in diversity and inclusion, making this a unique moment for people with disabilities to shine in the workplace.

What does Lesa Bradshaw say about the societal perceptions of people with disabilities?

Lesa Bradshaw emphasizes that people with disabilities are often viewed with pity and are treated as if they lack the cognitive abilities of an adult, which she finds problematic. This results from society’s low expectations and stereotypes about disability.

What is the issue with setting low benchmarks for people with disabilities in the workplace?

Setting low benchmarks for people with disabilities leads to a failure in recognizing their potential value and contributions to an organization. It reflects a limited understanding of what people with disabilities can do beyond the stereotypes.

What critique does Lesa Bradshaw have regarding companies' approaches to disability inclusion?

Lesa Bradshaw critiques companies for only offering positions to people with disabilities that are deemed suitable based on outdated perceptions, such as jobs in call centers, rather than focusing on what the individual can actually contribute to the organization.

How does Lesa Bradshaw compare disability inclusion with diversity based on race or gender?

Lesa Bradshaw argues that, similar to race and gender diversity, disability should not be categorized into predefined job roles. She challenges the notion of deciding which positions are suitable for people with disabilities, just as it would be inappropriate to limit opportunities for people based on race.

What does Lesa Bradshaw propose as a solution for integrating people with disabilities into the workplace?

She suggests that rather than trying to find people with disabilities who fit existing structures, companies should be flexible and adapt their structures to accommodate people with disabilities, ensuring that potential barriers are minimized or removed.

What is the significance of the Matric qualification in South Africa's job market, according to Lesa Bradshaw?

Lesa Bradshaw questions the necessity of a Matric qualification for all job positions, arguing that for some individuals with disabilities, obtaining a Matric may not have been feasible due to limitations in special needs education. She advocates for bridging programs and flexibility to allow people to enter the workforce without rigid educational requirements.

How does Lesa Bradshaw address the misconception that disability is always related to charity?

Lesa Bradshaw stresses that disability should not be viewed only through a charitable lens. While some individuals may require charity, the focus should be on the value people with disabilities bring to the workplace, making disability inclusion a mutually beneficial, sustainable practice.

What economic or business benefits does Lesa Bradshaw highlight regarding disability inclusion?

Lesa Bradshaw highlights that disability inclusion can have a positive impact on consumer behavior, as approximately 20% of the consumer population is influenced by disability. Additionally, companies that employ people with disabilities can benefit from positive branding and a competitive edge, as demonstrated by businesses like 'Brownies and Downies' in Cape Town.