In a world where diversity, inclusion, and accessibility are constantly discussed, it might seem like we’ve made significant strides in integrating people with disabilities into the workforce. Corporate messages are filled with promises of valuing diversity and encouraging people with disabilities to apply for jobs. However, behind these well-meaning words and the laws that protect labor rights, the reality for most of us remains starkly different.
The Myth of Inclusion: Reality vs. Promises
If you're a person with a disability who has tried to access jobs in the corporate world, you’ve likely encountered job postings that “encourage applications from people with disabilities”. These postings are often full of grand promises about equal opportunities. But after going through the interview process, the doors close with reasons that sound technical and reasonable but often hide a deeper, discriminatory truth.
For many of us, the real situation is that companies want inclusion without making changes. In other words, they look for candidates who can fulfill the role without requiring significant adjustments in the workplace. It's as if accessibility is just a box to tick, and by the end of the process, they choose the candidate who demands the fewest changes—ironically favoring those without disabilities or with a profile that requires fewer accommodations.
What Actually Happens During the Hiring Process?
What’s truly frustrating is the invisibility of the discrimination. No one will explicitly say they aren’t hiring you because you’re blind, deaf, or have mobility issues. Instead, they’ll say things like, “we’re looking for someone with a different focus,” or “we decided to hire someone else for this role.” These reasons seem harmless on the surface, but they don’t address the real issue: the unwillingness to make reasonable adjustments so that a person with a disability can do the job on equal terms.
The hardest part is that after investing time and effort in a series of interviews, we often end up as nothing more than a statistic. Companies include us in the hiring process so they can say they’ve considered candidates with disabilities, but in the end, we encounter the same barriers again and again: “you’re not the right fit,” “your profile wasn’t what we needed,” or worse, the complete silence that tells us we were never a serious option.
Laws vs. Reality: A Widening Gap
Inclusion laws exist, and many companies comply with them to avoid legal trouble. But the real issue isn’t a lack of legislation—it’s a lack of genuine commitment. The accommodations necessary to effectively integrate a person with a disability into a team are not seen as an opportunity for true inclusion, but as an inconvenience. In many cases, companies prefer to hire someone who doesn’t require changes, even when people with disabilities could do the job just as well, if not better.
A Call for Reflection
The message is clear: inclusion isn’t just about saying the right things or ticking boxes to meet legal obligations. True inclusion requires commitment, flexibility, and a genuine desire to build workplaces where everyone, regardless of ability, can contribute their best.
For this to change, companies must start seeing accessibility as a competitive advantage, not a burden. People with disabilities bring unique and valuable perspectives that can transform how organizations think about their products, services, and workplaces. But to harness this potential, a cultural shift is needed in how accessibility and diversity are understood in the corporate world.
In a world where inclusion is often more talk than action, it’s time for actions to speak louder than words.
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