KPMG Confronts the Diversity Issue We Fear Most: Disability

I just returned from moderating Diversity Best Practices’ 2010 Global Best Practice Session hosted by The New York Times.  One of this year’s topics was about what I refer to in The Inclusion Paradox as the diversity issue we fear most: disability.

Dana Foote, a partern at KPMG and co-chair for their Disabilities Network shared of her dilemma when she was asked to lead the network. It meant she would have to reveal publicly that she had MS. In listening to her process, and that of others with hidden disabilities during this session, it struck me how much the course of self-identifying as “disabled” is akin to coming out for members of the LGBT community. Despite evolving technology and mindsets redefining ability in the 21st century, intense stigmas remain. The result? Many try to hide disabilities, meaning that businesses miss out on opportunities to maximize employee efficiency as those with a disability carry heavy practical and emotional burdens in covering their difference.

It takes intentionality and focused effort to create an environment of inclusion where employees feel free enough to be out.

Take KPMG. The first year that the international audit, tax and advisory company distributed a survey allowing employees to identify disabilities that affect them, barely 100 did so. During the following year, KPMG conducted an audit of ways in which the firm could increase accesssability. They found nearly 700 ways and within a year they addressed over 500 workplace accessability issues.

This commitment to inclusion for those with disabilities nurtured a culture of inclusion for them, and as a result, in the second year of the survey over 500 employees felt comfortable identifying themselves as being affected by disability.

Here’s the inclusion paradox at work. Constructively calling out differences at KPMG, rather than assuming similarity, led to greater inclusion.

Is your company willing to move disability diversity up in its priority ranking? What would happen if you uncovered hundreds of ways that your workplace could be more accessible?

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