To create more inclusive work environments, employers must address the specific challenges faced by disabled professionals

BY SIMONE J. SMITH

According to a recent survey into diversity and inclusion in the workplace from global recruiter Robert Walters (of +6,000 professionals across North America), one-quarter of professionals with mental health-related disabilities reported being entirely unaware of the pathways to progression within their organizations.

You might be asking yourself “What are Mental Health Disabilities?” Is it the same as Mental Illness? Does it qualify for disability in the same way as Mental Illness? I was not too surprised at the list, and before I go any further, I want you to take some time to survey your mental health, and think, do I possibly have a mental health disability? The list includes:

• General and specialized forms of depression
• Occasionally PTSD in limited cases such as law enforcement or COVID-19 exposure
• Various degrees of eating disorders
• Brain damage
• ADD/ADHD
• General and chronic anxiety
• Anxiety caused by COVID-19 (in limited cases)
• Alzheimer’s disease and related varieties of dementia
• Schizophrenia
• Bipolar disorder

Now that we have dealt with what is considered a mental health disability, let’s take a look at what some concerns are. Disabled professionals face significant barriers to career advancement. In fact, 1 in 5 professionals with learning disabilities felt that there was a lack of resources and time to go “above and beyond” in their roles. Disabled professionals are 23% more likely to be stuck in junior or entry-level roles compared to their non-disabled counterparts. What’s more, just 7% of professionals with a learning disability are in executive or leadership positions, a quarter of the rate for professionals without disabilities.

Coral Bamgboye, Global Head of ED&I at Robert Walters commented “The lack of clear signposting for career progression is a major challenge for disabled professionals across Canada. Companies must implement comprehensive and accessible training programs to ensure all employees have equal access to information and opportunities.

To create more inclusive work environments, employers must address the specific challenges faced by disabled professionals. Creating a supportive workplace culture that values and accommodates diverse abilities is crucial for promoting career growth across all professionals.”

The study also shed light on the gender disparities faced by disabled professionals. A staggering 40% of women with learning disabilities reported not receiving promotions at their current companies, compared to only 12% of men with similar disabilities. Women also felt significantly underpaid for their work – 67% more women with physical disabilities reported feeling undervalued compared to their male counterparts.

The study revealed how the barriers professionals with disabilities face in terms of progression also directly impact their earning potential. Over 60% more professionals with learning disabilities, compared with professionals who do not have a disability, earned salaries of up to $28k. +21% more professionals without disabilities also earned over $75k compared to those with mental health-related disabilities, and almost half (47%) of professionals with mental health-related disabilities felt underpaid at work, compared with 31% of professionals who do not have a disability.

“These findings indicate a pressing need for organizations to ensure fair compensation and recognition for all employees.” Carol shared. She also provided some key recommendations for employers, “These findings bring to light the essential need for companies to prioritize inclusivity and accessibility to bridge the gap in career progression for disabled professionals. Implementing targeted programs, removing barriers, and raising awareness can empower disabled employees to thrive in their roles and reach their full potential.”

Ready, Willing & Able, an organization designed to increase the labour force participation of people with intellectual disabilities, or on the autism spectrum, offers key recommendations on actions that businesses can take to enhance inclusivity. These include:

• Building a culture of inclusion
• Implementing disability inclusion metrics
• Creating employee resource groups

I understand that in our community, we still have some apprehension when it comes to putting a “label” on what we are experiencing mentally, but the time has come to embrace what you feel, and come to terms with the fact that you might not be okay.