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Has COVID Opened Doors for the Disabled?

Inclusively's Tiffany Meehan Hopes So

Tiffany Meehan is VP of Marketing at Inclusively (https://inclusively.com/), an innovative employment platform connecting candidates with disabilities, mental health conditions, and chronic illness to inclusive employers. Her campaigns for the Office of DC Mayor Muriel Bowser, SiriusXM, The National Conference Center, and Visit Loudoun, all are stories worth telling. But as companies look to reopen and “normalize” their operations post-pandemic, we thought it more useful to mine her expertise for how they can do so while being more inclusive and accommodating for disabled workers – and, why they should!

Q: One of the most profound things you’ve told me is that we are ALL touched by disability in some way, whether it’s knowing someone with a disability or developing a disability during our lives. Can you expand on that?

Tiffany: The largest minority group in the U.S. are people with disabilities. This includes people with physical, visual, and hearing disabilities, and also those with ADHD, depression, autism, and chronic illnesses. That means 1 in 4 people have a disability or will experience one during their working-age years. When companies commit to not only being ADA compliant, but creating thoughtful and accessible accommodations and workplaces, they can transform their productivity, retention, and innovation. Inclusively does this by helping candidates to search for and connect to jobs that match their experience and skills. 

Q: Has the last year of “working remotely” helped disabled workers? 

Tiffany: Remote work is the most requested accommodation for our job seekers, but in the past, this accommodation request was met with more resistance. What the past year taught us is that both companies and employees have benefitted greatly from working remotely.

Q: What does inclusion mean to you?

Tiffany: Inclusion is making sure everyone has a voice. The job candidates with disabilities we work with have for far too long been overlooked and excluded from career opportunities. By creating an inclusive workplace, employers provide financial independence and a place for professionals with disabilities to be recognized as equals with their non-disabled peers. It’s not enough to just hire people with disabilities – they should be given the same opportunities for training, success and advancement. 

Q: How does hiring disabled workers help companies thrive?

Tiffany: Hiring people with disabilities benefits companies both culturally and financially. Disabled people have had to be more resilient and problem-solve in a world that was not built for them. The communication, leadership, and planning skills that come from having to manage health-related issues and make sure places are accessible for us all stem from the lived experiences of having a disability. If all buildings, meetings and events were accessible, and media and advertising represented all people, the world would look quite different, and more realistic.

Q: What are some reasonable accommodations that you’ve recommended or helped employers implement?

Tiffany: We’ve recommended having an ASL interpreter and live closed captioning for virtual meetings and events. This is not only useful for d/Deaf candidates but for anyone who learns better visually. 

Q: What advice do you give to disabled workers who are seeking employment?

Tiffany: Join Inclusively! Also, network as much as possible with professionals at companies that are openly promoting diversity in the workplace. Learn to see aspects of your disability as helping to define a unique skillset, and proudly tout your accomplishments.

Q: What gives you hope that things are opening up for workers with disabilities? 

Tiffany: Since launching in July 2020, our team has placed candidates in positions across the country. I am hopeful that by continuing to provide access to job opportunities, more disabled professionals will become leaders at companies across all industries.

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