July is Disability Pride Month

Despite being designated as Disability Pride Month, this observance is still relatively unknown to many employers. This may be because society as a whole has a long way to go in including disabled people in all aspects of life.

Disability does not mean “less than,” but sadly, this is still the pervasive perception of disabled people. Participation in everyday life is often made harder by the lack of awareness and understanding of small things that make a difference to inclusion and sense of belonging. Disabled people can thrive with the right support like anyone else.

Personal experiences:

I have lived with severe hearing loss since infancy and over the last seven years with a profound hearing loss. I am proud of how deafness is part of my identity, but I am less happy with how little progress there has been in some people’s attitudes and behaviors toward me and others living with disabilities.

Some of the worst examples of assumptions and negative attitudes, I have experienced were from professionals and employers.

Even from a specialist ear and throat doctor, who immediately disregarded my concerns when I lost further hearing. He said, ” why is it a big deal with a change of hearing? You have been severely deaf most of your life so you will manage with a little change.” Despite the fact the change was significant enough to make my hearing aids ineffective overnight. The doctor did not check for an infection, which could have been treated promptly. Instead the opportunity was lost because of their arrogance.

Why inclusion and understanding matters?

I support individuals and businesses on how to be more inclusive and understanding. Change is hard enough without some kindness and an effort to include people.

Few Tips on Inclusion:

1. Effective communication: This is important for everyone, yet many are excluded because of the lack of awareness of effective techniques and technology that can open up opportunities for so many people.
2. Don’t make assumptions: This is one of the biggest barriers for many people to reach their full potential, including participating in activities that they are interested in and/or employment.
3. Be kind: Many disabilities are hidden, and even if someone is not disabled, you don’t know what that person is experiencing.

Further Suggestions for Employers:

1. Employ and support disabled people: Help them in their roles to be their full selves.
2. Play to people’s strengths: Don’t focus on the negatives.
3. Use disabled people as speakers and trainers: They are the experts.
4. Change the way you recruit: Involve disabled people in the process.
5. Make it safe to have conversations: In staff meetings/ supervisions, create a space where people can share what would help them. You will find many of the suggestions they come up with also help others.

If you want to find out more about how you can be more inclusive, get in touch with me at Living 4 Moments for training, coaching, consultancy and talks. We cover a range of topics from Deaf Awareness, Dementia Awareness, Mental Capacity Act ( see training list) and Inclusion Audits.

Contact me on rachel.barber@living4moments.com or go to the contact page https://living4moments.com/contact/

Image description: Visual image black with colour stripes representing different disabilities.The Disability Pride Flag was created by Ann Magill in 2019 and was updated in 2021 to be more inclusive.

Each colour signifies a different group of disabilities:

Red – physical

Gold – neurodiversity

White/Pale Grey – invisible or undiagnosed

Blue – mental health

Green – sensory disabilities including blindness + deafness

Black- for disabled lives lost through negligence, suicide and ableism.

#DisabilityPrideMonth #InclusionMatters #DisabilityRightsAreHumanRights #Living4Moments #DeafAwareness #Communication