How to Structure Work for Inclusive Wellbeing

Do you know someone with a hidden disability? You do now - me. Over 1 billion people worldwide have one. So, you likely work with someone like me. Hidden disabilities are unseen conditions that can limit or challenge daily activities. Yes, they are “a thing” — and because they’re invisible, many people think of them as less serious or inconsequential. I have atrial fibrillation (AF), a sporadic and irregular heart rhythm that comes and goes without warning. Episodes last for 10 seconds or 12 hours. Sometimes I get out of breath or exhausted. *I have a disability, but I am not disabled. AF has not hindered my career. I just have to make accommodations if I have an episode. I share my diagnosis with you because my job is to help organizations create cultures where all employees thrive. You must know how to support people with hidden disabilities to do so. Here are some tips: 1.) Believe us. There are several reasons why an employee may choose not to share their disability with you - and that's OK. Don't push us to disclose. If we do, take our word for it. People with hidden disabilities are concerned that we won't be believed because our experience is invisible. It's a gift when you make us the trustworthy narrator of our own experience. 2.) Disclose, strategically. Create connection by appropriately disclosing your own relevant, personal information. By demonstrating vulnerability, you build trust and help us feel seen. 3.) Provide support without removing responsibility. We want to succeed! Ask us what our needs are and how you can help remove barriers ... “How do I set you up for success?” or “What can I do to support you so you can perform at your best?” 4.) Use inclusive language. Avoid terms like "normal" or "regular" when referring to people who don't have a disability. It can diminish our sense of belonging and demotivate us. 5.) Advocate for inclusive policies and practices. Implement flexible accommodation policies. Leverage Employee Resource Groups (ERGs), which create awareness of disabilities in the workforce and enhance acceptance. 6.) Check on ALL your employees’ well-being from time to time. During one-on-ones, ask, “How are you doing? I want to make sure you have all the resources you need." "What support or accommodations do you need? ☎️ I would be pleased to serve as a resource to you! Please reach out to me with any questions about supporting employees with hidden disabilities. #DEI #hiddendisabilities #inclusion #leadership #management #bestadvice

Your inclusion plan goes out the window the moment your leaders say "let’s pow-wow," or your Zoom meetings still open with "long time no see!" I wish I could tell you that real inclusion lives on a nicely designed deck. Wouldn't that be super easy? But, no, that's not how it works. Real inclusion, the one that makes your talent want to stay at your company, lives in the tiny choices you make every day. And the choices you don't make, too! Real, tangible, and meaningful inclusion lives in the way you schedule meetings, communicate, share feedback, build docs, and send invites (among many other things!) So, let me share 7 small but very intentional inclusion steps you can take to start making a difference: 🟣 Add cultural and religious holidays to your calendar so you don't schedule meetings when your team's supposed to be OOO (there are plugins for this!) 🟣 Ask your team how they want to receive feedback: in 1:1 meetings? In writing? In public? Everyone's different! 🟣 Turn on captions and transcripts for every video call so all your team members can access the information that was shared 🟣 Run an accessibility check on all your decks and docs (Canva and Office have these options!) 🟣 Add context to calendar invites to minimize anxiety 🟣 Remove phrases like "long time no see," "pow-wow," "shoot me an email" from your vocabulary 🟣 Stop assuming everyone had a "great" weekend or holiday. Breaks aren't joyful, fun, or even restful for everyone. No, these actions won't solve all your Inclusion issues, but they're definitely a good starting point! What would y'all add to this list?

🧠 Is Your Workplace Designed for Everyone—Or Just the Majority? 👀 Imagine this: A brilliant new hire is ready to contribute—but the tools, meetings, and environment weren’t built with their needs in mind. They’re not underperforming. They’re under-accommodated. ➡️ And this is exactly where universal design comes in. 💡Universal design is not about making special exceptions. It’s about building inclusion into the very foundation of your workplace. When we design with everyone in mind from the start, regardless of ability, background, or communication style, we don’t just accommodate; we empower. This approach transforms workplaces from reactive to proactive, from surface-level compliance to deep systemic inclusion. And here’s the truth many leaders are realizing: 👉 👉 True inclusion isn’t about making room—it’s about designing a workplace where no one is ever left out to begin with. 🛠️ Below are 5 ways to start embedding universal design into your organization: ✅ Audit accessibility – Regularly evaluate your digital tools, websites, and physical workspaces. ✅ Invest in inclusive technology – Use platforms that work seamlessly with screen readers, voice input, and other assistive tools. ✅ Diversify communication – Incorporate alt-text, audio descriptions, and transcripts; avoid relying solely on visuals. ✅ Train your teams – Equip staff and leaders with practical tools and mindsets that promote inclusion. ✅ Institutionalize it – Update hiring practices, performance reviews, and promotion paths to reflect inclusive values. 🧠 These changes don’t just benefit one group—they improve the experience for everyone—and that is the brilliance of universal design. 🏆 The Payoff: Equity that drives engagement and innovation. Organizations that embrace universal design consistently see: ✔️ Higher employee satisfaction ✔️ Better team collaboration ✔️ Greater innovation (because diverse perspectives are heard and valued) ✔️ Lower turnover and higher retention 🔥 The hidden cost of exclusion isn’t just about morale—it’s about missed potential, lost innovation, and the quiet departure of voices we never truly heard. When systems, tools, and environments aren’t built with inclusion in mind, we don’t just create inconvenience—we create barriers. And those barriers silently push away the very talent we say we want to attract and retain. Universal design flips that script. It ensures that everyone, not just the majority, can participate, contribute, and thrive from day one. 🎓 Ready to Take Action? Start With Our Signature Workshop “Working with Diverse Physical and Mental Ability.” 📩 Message me to learn how we can bring this powerful session to your team. #UniversalDesign #InclusiveWorkplaces #ChampionDiverseVoices #Neurodiversity #BelongingByDesign #AccessibilityMatters

Are you planning any workplace wellness activities to kick off the new year? One of my newsletter subscribers recently asked me, “Our employees want us to highlight healthy lifestyles, perhaps by launching a ‘step challenge’ or hosting a 5K. While I love these ideas, we have some employees who use wheelchairs. For example, I struggle with organizing a step challenge because I feel this is not inclusive to everyone. Am I overthinking this? Or do you have suggestions that meet the ask but are inclusive to everyone?” I immediately contacted my friend, workplace wellness expert Laura Putnam. She recommended thinking about the various dimensions of wellness when designing programs. These include physical, emotional, social, financial, career, and community needs. By offering options in these categories, you’ll be more inclusive by design. With her guidance, I then researched possible activities. Here are some ideas: - Physical: Organize a “workout streak,” asking employees to record the number of days in a row they’ve done some workout—cardio, yoga, weights, stretching, or anything they define as a workout. Or arrange “stroll & roll” groups for breaks, ensuring paths are wheelchair-accessible. - Emotional: Designate an “Unplug at lunch” day, committing not to use your phone or devices and enjoying silence or talking with coworkers. - Social: Create a “Get to Know Each Other” week, with prompts to encourage coworkers to find personal connections. - Financial: Provide financial planning or budgeting classes. - Career: Host sessions to demystify the promotion process or other career-related topics. - Community: Organize a donation drive for items that a local non-profit needs. Then, once you have some options, let people design their wellness goals and choose activities that make sense for them. P.S. A few years ago, Laura and I collaborated on a thought paper titled "50 Ways You Might Have Wellness Privilege at Work" (https://lnkd.in/gBGfzhqv). It explores why wellness and inclusion should be considered holistically, with practical actions to take to improve workplaces everywhere.

What does it actually mean to be a disability-inclusive workplace? It’s more than ramps and captions. It looks like this: 1) A simple, well-publicized accommodations process that starts with the job application 2) Annual voluntary self-ID campaigns, with a clear explanation of why data matters 3) A disability-focused ERG that has a direct line to leadership 4) Accessibility baked into tools, communications, procurement, culture, and training, not just products 5) Regular audits of digital systems, not just once and done 6) Including disability in DEI metrics, goals, and accountability structures 7) Normalizing flexibility without forcing disclosure 8) Improving accessibility for everyone, even your competitors. This can look like contributing accessibility improvements back into the open source, or participating in W3C accessibility initiatives. If you're missing most of these, your organization is not inclusive. If your organization persists in claiming inclusion despite missing most of these, that's a sign of performative inclusion. Inclusion means actions, not words. Start by figuring out where you are. Then do the work. #Disability #Inclusion #DEI #IDEA #DEIA

#Inclusion at work does not have to mean adding more initiatives, events, or programs. Both #MentalHealth support and making work more accessible for neurodivergent employees can be achieved by doing less. Intentional work helps us accomplish more with less stress. Here are just a few ways in which this principle can be applied. ☑ 1. Streamline Regular Meetings Excessive meetings can be a source of stress and distraction. Focus on quality over quantity. ☑ 2. Reduce Multitasking Planning and task prioritization can reduce stress and give everyone more mental space. ☑ 3. Reduce Bureaucracy Reducing bureaucracy and enhancing transparency support the efficiency of work and make work more accessible and inclusive. It may reduce anxiety and support employees dealing with energy-draining conditions, such as depression or Long Covid. Clearer, streamlined processes are also likely to improve job satisfaction and overall employee experience. Effective and inclusive #management does not mean doing more. Cutting on clutter can do much for everyone's wellbeing! 🧠🌺💗 Best #HumanResources practices call for streamlining, not overcomplicating work. Read my latest for Specialisterne USA on reducing complexity to support #neurodiversity inclusion and everyone's wellbeing. #employeeexperince #depression #anxiety #disability #transparency https://lnkd.in/g6sqtYum