What I Wish My Supervisor Knew
What I Wish My Supervisor Knew
Words from 91²Ö¿â Employees with Disabilities
"Disabled employees are HARD WORKERS, CREATIVE, ADAPTABLE, AND SUCCESSFUL PROBLEM SOLVERS because we have to be those things to interact with our environment every day. Disabled employees can bring a lot to the table and be huge assets for a team/department/division."
"Being an internal processor is a real thing. I'm not ignoring anyone, but I'm putting thought into a response before replying."
Leadership Tip: Silence First
Insist on a couple minutes of silence after you ask a question. And before the "talkers" send the conversation in another direction, check in with those who haven't spoken yet.
"Job-aids for certain disabilities can be great for everyone! Things like reasonable schedule reminders, clear written and verbal instruction, checklists, prioritized rest breaks, and minimizing high-pressure situations can be things that help any employee succeed."
Leadership Tip: Type Up Employee Tasks and Due Dates
Just because an assigned task is clear in YOUR head doesn't mean your employee understands what to do. Type it up!
"I think it's CRUCIAL for supervisors to listen in good faith and ACTIVELY SUPPORT their employees' requests/wishes/needs."
Leadership Tip: Be a Good Human
If a disabled employee needs something in order to do their job, get it for them. If they are marginalized, fix the system. Take ownership and change what you can change.
"Being introverted is not something that needs to be 'corrected' to extroverted behavior."
Leadership Tip: Quietness and Stillness
Study how to manage introverted employees. It's not a deficit. Practice quiet and stillness in your personal life so that being with quiet, still people feels more natural.
"People need to stop assuming they know everything they need to know about disabilities. Assumptions can lead to inadvertently providing 'special assistance' that is entirely unnecessary and frankly offensive in some cases."