How to Support Individuals with Disabilities in Your Association

The approach of October means taking time to acknowledge National Disability Employment Awareness Month, an opportunity to recognize the significant contributions that employees with disabilities have made to your organization. This year’s theme is “Advancing Access and Equity,” which is a perfect time to recognize, support, and celebrate the members and volunteers of your organization with disabilities and the contributions they make to all associations, professions, and industries.

To best support individuals with disabilities in your association, it is first important to understand the concept of visible and invisible disabilities. The Americans with Disabilities Act of 1990 (ADA) defines an individual with a disability as a person who has a physical or mental impairment that substantially limits one or more major life activities, a person who has a history or record of such impairment, or a person who is perceived by others as having such an impairment. We tend to have a mental image of a person with disabilities as someone we can easily identify by their usage of a wheelchair or cane, but 74% of Americans with a severe disability do not use such devices. Given that nearly one in 10 Americans report having a severe disability, it is safe to assume that we interact with many of these individuals regularly who do not present outward signs.

A person with an invisible disability may permanently or temporarily experience pain, fatigue, dizziness, cognitive dysfunctions, brain injuries, learning differences, mental health disorders, or hearing or vision impairments. Just because we can’t see these issues doesn’t mean we should ignore these individuals when it comes to inclusivity, which is where listening, instead of just looking, comes into play.

Many individuals with disabilities prefer not to disclose their status due to fear of prejudice. However, just because they aren’t announcing themselves doesn’t mean they aren’t present in the association industry. Here are some tips for how to support those with invisible disabilities in your association.

Believe them

If a volunteer or staff member trusts you enough to share their disability status, take their word for it. Educate yourself about their condition rather than expressing doubt because they don’t “seem disabled.”

Show empathy

If someone shares their experience with you, take the time to hear what they are saying and connect with them. Avoid jumping into statements expressing pity and ensure follow-up questions are appropriate.

Reinforce their value

Rather than focusing on what a person may have lost or struggles to do, shine a light on the impactful work they are doing for your organization and show that you value their significant contributions to drive growth and for your association.

Support while maintaining ownership

It can be easy to want to jump in and help when we find out an individual has a disability but be mindful of not taking away responsibilities from these capable people. Many may simply need some flexibility, so be sure to ask before making assumptions.  

Check in regularly

Asking questions that approach the topic from a performance standpoint, such as, “How can I set you up for success?” gives your volunteers and staff space to ask for the accommodations they need without being put on the spot.

For more information on how to support individuals with disabilities in your organization, consider reading these articles from DDI or Harvard Business Review.

Annie Davidson is in Corporate Marketing at Smithbucklin.

(she/her) 
Corporate Marketing 
Smithbucklin