Do you wear glasses? Are you on a health-related diet? Do you use a hearing aid? Take ADHD medication? Are you an addict in recovery, with a support system in place? Whether any of these specific situations are true for you or not, the majority of us use aids or accommodations of some kind to get through our daily life and make life “normal”; if yours aren’t obvious, think for a minute or two and they will probably come to mind. How many of your accommodations are visible to the world around you (e.g. a wheelchair), and how many are below the surface (e.g. text-to-audio for dyslexia)? If they’re invisible, when do you choose to tell others about them, and when do you keep them to yourself? Your answer might well be different depending on the context – family and close friends might know you’re on a particular medication but those in your workplace might not, for example. Sometimes sharing invisible pieces of your identity can feel risky, as if revealing a vulnerability.
I recently listened to someone discussing his recent diabetes diagnosis, and the perspectives that arose seemed pertinent to the work of diversity, equity, inclusion, and belonging. He said that his current situation was “not complicated” (his term, meaning he doesn’t currently need an insulin pump or need a lot of external care), and as such he had chosen not to disclose it in his workplace, because he did not want resources given to him at a potential cost to someone else. His workplace is well stocked with (sugary) snacks and often caters meals; he said he simply chooses not to eat anything there and manage his own food intake instead.
A gentle response from someone else encouraged him to consider a different perspective: a “Census approach.” A census is designed to take stock of who is in a community, and (depending on the design,) the needs of that community. This information is then used to build a budget to meet the needs reported. So reporting on a census is different than claiming resources which now won’t be available for someone else who needs them. But if the needs aren’t known, general assumptions are made and resources are provided to the (assumed) majority; in other words, sugary snacks are provided in the breakroom, which all get eaten, and the decision-makers take that to mean everything is going well.
As a listener to the conversation, I initially agreed with the person who opted not to share, but the census approach idea encouraged me to rethink that. Being open and authentic about your needed accommodations is what leads to greater support, greater representation, and greater inclusion for all. On a grand scale, a census approach can lead to major changes like the introduction of the Americans with Disabilities Act, but even on a personal level, sharing more about your needs with your colleagues and team members raises awareness, and builds a level of authenticity which amplifies voices that might otherwise be missed. And on an organizational level, it casts our leaders as big enough to rework budgets where necessary and focus on leading an organization that works for its people, as well as the other way around.
This Week’s Tip:
Ask yourself if you have needs and accommodations that you have not shared with your HR department, your colleagues, your team members, and/or other important people in your life. If so, consider a census approach this week – what might be beneficial about sharing that information with them? You might consider sharing with HR by letting them know about the census approach; that this information might be helpful to know as a data point in large data gathering, even if you don’t feel the need for any additional support at this point. Beyond that, try sharing with a trusted colleague or friend this week, and see what comes up; it’s possible they too have needs they haven’t felt comfortable sharing!
Try this out this week, and let us know how it goes! We’d love to hear from you.
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Building Bridges Leadership 