This document discusses well-being for professionals with disabilities. It begins with definitions of key terms like ableism, accommodation, and disability. It then outlines common stressors professionals with disabilities face such as a lack of accessibility, negative attitudes, limited flexible work, and increased poverty rates. The document advocates for workplace well-being that includes appropriate resources, a supportive environment free of stigma, and respect. Finally, it notes that employers and employees both play a role in promoting disability inclusion through strategies that help ensure professionals with disabilities can thrive.

1. Sydney Mattson, Syamsul Bahri HS &
Markisha Richardson
Well-being for
Professionals with
Disabilities

2. Vocabulary and
Definitions
01
Agenda
02
Stressors and
Challenges
03
What Does Well-being
Look Like for
Professionals with
disabilities?
04
Employer and
Employee Strategies
to Promote Well-being
05
Class Discussion

3. Vocabulary and Definitions
Ableism
Discrimination or prejudice against people who have disabilities.
Ableism can take the form of ideas and assumptions, stereotypes,
attitudes and practices, physical barriers in the environment, or larger
scale oppression.
Accessibility
The quality of being easily used, entered, or reached by people with
disabilities; refers to the design of products, devices, services,
curricula, or environments.
Accommodation
An adjustment or modification to a job or work environment that
allows an individual with a disability to apply for a job, perform the
essential functions of the job, or enjoy benefits equal to those offered
to employees who do not have a disability.
Disability
Any condition of the body or mind that makes it more difficult for the
person with the condition to do certain activities and interact with the
world around them.
Disclosure
When an employee with a disability shares information about their
disability with others, often their employer, supervisor, prospective
employer, or co-worker.
Person First and
Identity First Language
Person first language emphasizes the person before the disability, for
example “person who is blind” or “people with spinal cord injuries.”
Identity first language puts the disability first in the description, e.g.,
“disabled” or “autistic."
(Understood, 2023)

4. Stressors and Challenges
People with disabilities tend to have a harder time finding jobs than their peers. In the United States, only about 19 percent of Americans with a
disability were employed in 2021 (U.S. Bureau of Labor Statistics, 2023). This low percentage is due to the barriers that people with disabilities often
face in the workplace. These can include:
Lack of Accessibility/
Accommodations
Example 1: Not providing a wheelchair ramp or elevator, or modified
equipment that allows the disabled person to perform in the position.
Example 2: Not providing a person who has severe dyslexia or visual
impairments with a computer that is capable of reading the screen to
them.
Negative Attitudes
Toward Disability
The stigma associated with disabilities of any kind – especially visible
disabilities – still exists. People with disabilities are often thought of as
too much trouble and not as capable, even though they may be quite
capable of performing the work the job calls for. This can lead directly
to feelings of social isolation, loneliness, low self-worth, and being
unwanted.
Limited Flexible/Remote
Work Options
For some, commutes can be extra taxing, whether it’s navigating
public transportation that’s not always disability friendly, getting in
and out of a car, etc. Furthermore, the increased flexibility of remote
work also helps people with disabilities more easily manage any
medication scheduling or other needs that may be harder to address in
an office setting.
Increased Likelihood of
Poverty
People with disabilities have numerous expenses that nondisabled
people do not incur. Additional costs—from power wheelchairs to the
steep cost of personal care attendants—can impede their access to
employment and diminishtheir financial security. These exorbitant
costs often put the very accommodations and services people need to
access employment out of financial reach.
(U.S. Bureau of
Labor Statistics,
2020)

5. What Does Well-being Look Like for
Professionals with Disabilities?
● Overall well-being will look different for each individual
● (Workplace) well-being should include:
○ Access to appropriate resources/accommodations
○ A “brave" space to disclose disability information/ask
for help when needed
○ An environment free of ableist ideology/stereotypes,
and full of mutual respect

6. Strategies to Promote Well-being: for Professionals with
Disabilities
Everyone Can Play a Part!
(Employer
Assistance and
Resource
Network on
Disability
Inclusion, 2023)

7. Q&A/Class Discussion

8. References
Publication - organization-wide accessibility: Everyone plays a part (learning guide). AskEARN.
(2023, February 15). Retrieved March 31, 2023, from
https://askearn.org/publication/learning-guide-organization-wide-accessibility
Understood. (2023, March 21). Disability inclusion glossary. Understood. Retrieved March
31, 2023, from https://www.understood.org/en/articles/disability-inclusion-glossary
U.S. Bureau of Labor Statistics. (2020, May 1). Persons with a disability: Barriers to employment
and other labor-related issues news release. U.S. Bureau of Labor Statistics. Retrieved March
31, 2023, from https://www.bls.gov/news.release/archives/dissup_05012020.htm
U.S. Bureau of Labor Statistics. (2023, February 23). Persons with a disability: Labor force
characteristics summary - 2022 A01 results. U.S. Bureau of Labor Statistics. Retrieved March
31, 2023, from https://www.bls.gov/news.release/disabl.nr0.htm