"I've noticed that there can be misconceptions about a disability hindering someone's ability to make strategic decisions in the workplace or simply fulfill daily work tasks." (Photo: Shutterstock)
As we head into 2021, one topic on every employers' agenda is the need to develop an actionable plan to address diversity, equity and inclusion (DEI). While the word "diversity" is often associated with racial diversity, especially following this summer's social movements in response to the death of George Floyd and others, "diversity" has much broader implications. Gender diversity is probably the next that comes to mind, but what about physical diversity?
Rob Rusch, tax director, PwC Rob Rusch is a tax director for PwC. He also suffers from Spinal Muscular Atrophy, a neuromuscular genetic disorder that has left him in a wheelchair. He, and many others with physical limitations, know all too well the biases–implicit or conscious–that come with a disability.
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Rob recently took some time to share his experiences with BenefitsPRO and offer up some tips for employers to consider as they craft their DEI plans and other workplace initiatives for the coming year.
What challenges and misperceptions do people with disabilities face in the workplace?
I have Spinal Muscular Atrophy, a neuromuscular genetic disorder that makes it difficult for me to lift my hands, dress or bathe myself, so I rely on a wheelchair to move around freely. I've noticed that there can be misconceptions about a disability hindering someone's ability to make strategic decisions in the workplace or simply fulfill daily work tasks. Often, a disability doesn't impact a person's capability to complete their job successfully.
As a tax director at PwC, my inability to walk does not impact whether I can manage taxes. Luckily, PwC has given me a platform to share my experience both internally and externally, and has raised awareness about the challenges people with disabilities face and helps to dismantle those harmful misconceptions.
What are employee resource groups (ERGs), and how can they be used to raise awareness of people with disabilities or other diverse populations?
Employee Resource Groups, or Inclusion Networks as we call them at PwC, are there to support and amplify a sense of belonging. We've recently refreshed our approach to help position them as true resource groups for PwC's leadership team. Having a platform to openly share challenges and successes makes it easier for employees to go back to the wider team with a unified voice about potential positive changes that can be made.
I started a chapter of PwC's Abilities and Allies inclusion network here in Charlotte. Some members of the group have physical disabilities, others are caring for a loved one with a disability, and still others are simply interested in learning and understand how they can support the community of individuals with disabilities.
My main focus for our group is storytelling so that we can find points of commonality — we all face challenges, however we define them — and the experiences and lessons we can share with one another make us better employees. There are just so many different experiences and so many different perspectives that I think we all find ourselves growing our empathy when we talk to someone who has lived a completely different life.
What actions can employers take to ensure the physical work environment is more welcoming to people with disabilities?
The challenging thing about disability inclusion is that there are hundreds of types of disabilities — ranging from disabilities that impact mobility, to cognitive disabilities to blindness and deafness. For many people with physical disabilities, companies can begin by addressing mobility challenges: helping employees get to the office or client site, ensuring that the building design is inclusive with wide doors, ramps instead of steps and accessible restrooms. For others, companies need to think about assistive technology, and consider if perhaps a better arrangement is that a person with a disability works full time from home. I think it's about first listening to the needs of individuals with disabilities and then about empathetically addressing them to create a more equitable experience and more equitable opportunities.
What other actions can employers take to make their workplaces culture more inclusive and inviting to those with disabilities?
I think the most important thing employers can do is give employees with disabilities platforms to share their stories. There's nothing more powerful than hearing an alternative viewpoint in order to learn about the experiences and challenges someone else faces. Empowering people with different abilities to share their daily experiences and challenges opens dialogue, fosters empathy and highlights talents and unique traits and accentuates shared experiences, as well as provides the opportunities to devise solutions to help create a more inclusive workplace.
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Emily Payne
Emily Payne is director, content analytics for ALM's Business & Finance Markets and former managing editor for BenefitsPRO. A Wisconsin native, she has spent the past decade writing and editing for various athletic and fitness publications. She holds an English degree and Business certificate from the University of Wisconsin.
