Keisha Greaves is the founder of Girls Chronically Rock, an adaptive fashion consultant, and a self-advocate. In a new blog series, Keisha will share her story, as well as her perspective on key issues for the disability community. In this entry, Greaves writes about how companies can go beyond accessibility to create truly inclusive workplaces.
Every October, we recognize National Disability Employment Awareness Month (NDEAM), a time to celebrate the contributions of workers with disabilities, highlight the value of inclusive employment practices, and remind ourselves that disability inclusion is not just a legal requirement, but a human responsibility.
But here’s the truth, while accessibility is critical, it’s only the starting point. True inclusion goes beyond installing ramps or providing screen readers, it’s about building workplaces where people with disabilities feel valued, supported, and empowered to thrive.
As someone who lives with a disability, I know firsthand how the workplace can either empower you to shine or unintentionally make you feel invisible. Over the years, I’ve learned that when organizations focus only on “accommodations,” they risk treating inclusion like a checkbox. The real magic happens when workplaces move from accessible to inclusive, from compliance to culture. So, let’s talk about what that really means.
Accessibility vs. Inclusion: What’s the Difference?
Accessibility ensures that people with disabilities can enter and participate in the workplace. It’s ramps, captions, ergonomic desks, assistive technology, and ADA compliance. Inclusion, on the other hand, is about belonging. It’s ensuring that employees with disabilities are:
- Heard in
- Represented in
- Supported in career
- Welcomed into workplace culture.
Think of accessibility as the doorway in. Inclusion is the seat at the table, with your voice respected and your potential recognized.
Why Inclusion Matters
- Talent is One in four adults in the U.S. has some form of disability. By ignoring inclusion, companies are essentially leaving behind a quarter of the talent pool.
- Retention Inclusive workplaces foster loyalty. Employees are more likely to stay when they feel supported beyond the basics.
- Innovation People with disabilities often bring creativity, resilience, and problem-solving skills shaped by lived experiences. That perspective is invaluable to teams.
- It’s good for A 2020 Accenture study found that companies leading in disability inclusion outperform their peers, driving higher revenues and profits.
Moving Beyond Accommodations: What True Inclusion Looks Like
Start with Representation at Every Level
It’s not enough to have people with disabilities in entry-level roles. True inclusion means seeing them in leadership, management, and decision-making positions. Representation matters, it signals that advancement is possible and that disabled professionals are trusted to lead.
Tip: Audit your leadership pipeline. Are employees with disabilities being mentored and promoted?
Build a Culture of Openness
Many employees hide their disabilities for fear of bias. Invisible disabilities, like chronic illness, mental health conditions, or neurodivergence, can be overlooked if the culture doesn’t feel safe.
Action step: Train managers to have empathetic conversations about needs and accommodations. Encourage storytelling, where employees share lived experiences to normalize disability as part of workplace diversity.
Go Beyond the Bare Minimum of Accessibility
Compliance is important, but it’s not the finish line. For example:
- Don’t just provide captions, ensure the captioning is accurate and available for all meetings, not just “by request.”
- Don’t just make the website screen-reader friendly, make sure PDFs, training modules, and job applications are too.
- Don’t just offer flexible hours, truly normalize them so employees don’t feel like they’re asking for “special favors.”
Resource: Job Accommodation Network (JAN) offers free guidance on accommodations and inclusive practices.
Inclusive Hiring Practices
Hiring is often where the biggest barriers show up. Application portals can be inaccessible, interviews can be rigid, and unconscious bias can creep in.
- Write job descriptions that focus on skills, not rigid physical
- Provide interview questions in advance to level the playing
- Ensure your career page and applicant tracking system are screen-reader
Resource: Disability:IN has excellent toolkits for inclusive hiring.
Normalize Flexibility
For many people with disabilities, flexibility is the difference between thriving and burning out.
Remote work, hybrid options, flexible schedules, and job-sharing are not just perks, they’re lifelines. Instead of treating flexibility as a one off accommodation, normalize it for everyone. When flexibility is embedded in culture, employees with disabilities don’t feel singled out.
Address Workplace Microaggressions
Even in accessible workplaces, microaggressions can erode inclusion. Comments like:
- “You don’t look ”
- “You’re so inspiring just for ”
- “We didn’t think you could handle this ”
These may seem small, but they send a message of lowered expectations or misunderstanding.
Action step: Include disability awareness in diversity and equity training. Create safe channels where employees can report and address harmful behaviors.
Support Career Growth
Accommodations should extend to professional development, not just daily tasks. That means:
- Making trainings accessible (captions, interpreters, accessible slides).
- Funding leadership programs for employees with
- Encouraging participation in conferences and networking
True inclusion is when employees with disabilities are not just present, but advancing.
Celebrate Disability Pride, Not Just Awareness
Don’t only talk about disability in October. Celebrate Disability Pride Month (July), highlight stories of disabled employees year-round, and integrate disability into your overall DEI strategy.
Tip: Spotlight employees with disabilities in newsletters, host disability-focused events, and partner with disability-owned businesses.
A Personal Note: What Inclusion Feels Like
For me, inclusion has never been about whether I can physically get into a building, that’s the bare minimum. Real inclusion is when I walk into a room and feel that my voice is welcomed, my contributions are valued, and my needs are met without question or judgment. It’s the difference between being tolerated and being celebrated.
I’ll never forget the first workplace where I didn’t feel like I had to explain or justify my needs every day. My team normalized flexible schedules, always had captions ready, and openly asked, “What do you need to succeed?” That simple shift in culture transformed my confidence and productivity. Every person with a disability deserves that same experience.
How Employers Can Get Started Today
Audit your policies
Are they inclusive, or just accessible?
- Listen to employees, Create disability-focused employee resource groups (ERGs) or advisory councils.
- Invest in training Make disability awareness part of leadership
- Commit publicly Share your goals and progress around disability
- Collaborate with experts, Partner with disability organizations for ongoing
Resources for Employers and Employees
- Job Accommodation Network (JAN) – Free, confidential guidance on workplace accommodations.
- Disability:IN – Corporate disability inclusion
- ADA National Network – Information and guidance on the Americans with Disabilities Act.
- Employer Assistance and Resource Network (EARN) – Tools for building inclusive workplaces.
- National Organization on Disability – Programs and insights for employers.
Final Thoughts
Disability Employment Awareness Month isn’t just about awareness, it’s about action. Accessibility will always be important, but inclusion is what transforms workplaces into spaces where everyone, regardless of ability, can thrive.
If you’re an employer, ask yourself: Are we simply accommodating, or are we truly including? If you’re an employee with a disability, know this: your voice matters, your skills are valuable, and you deserve a workplace that doesn’t just let you in the door, but invites you to the table. Because when we move beyond accessibility to true inclusion, we don’t just change workplaces, we change lives.