Since the dawn of civilization, storytelling has been a vital part of every culture. It inspires, connects, teaches, and molds our core values. Stories can also be used to inspire change, encourage empathy, and reduce prejudice.
Storytelling is a powerful tool when it comes to promoting inclusion of people with disabilities in the workplace. Encourage employees with disabilities share their stories. This is a powerful way to show your commitment to inclusion. Anyone can say they are an inclusive employer but real-life stories about your employees’ journeys is what will prove it.
You can create an engaging tool both for internal and external audiences by leveraging narratives (either through storytelling or case studies). This not only helps to retain and attract employees with disabilities but also fosters empathy and leads to meaningful cultural changes within your organization.
What to start with?
Depending on your current status in the journey towards true inclusion, it can be difficult to find and encourage staff members with disabilities to serve as role models. It may be necessary for you to step back and evaluate some fundamental areas, such as your recruitment strategy, policies, workplace cultures, training programs, etc. before you focus on creating role models stories.
Remember that the real power of role models with disabilities will only be realized once you have made meaningful changes to help them succeed. Only after your recruitment process has evolved to attract more candidates with disabilities and employees have experienced genuine support by way of effective accommodations, reasonable adjustments and an inclusive workplace culture will it be appropriate to encourage them share their stories.
Encourage participation by approaching staff
It’s important to remember that not all employees will be interested in participating, so it is essential to respect their wishes. Never should anyone feel compelled to participate. It is up to the individual whether they want to participate.
The process and invitation should be simple, accessible and free of pressure. It is easier to show the positive impact these stories have and to highlight the organization’s commitment to creating a culture of inclusion when you can showcase some initial examples. They will also show how inspiring stories can be for both current and future staff with disabilities. It should be made clear why this is being done: to make existing and future employees with disabilities feel welcome, and not to meet targets or tick boxes.
Consider adapting these stories to accommodate different comfort levels. A shy employee may prefer to fill out a questionnaire while a more confident person might want to be the subject of a video case-study. Flexible work environments allow everyone to contribute their way.
It can be powerful to start with a case-study from a senior member of staff with a disability. Representation at the leadership level can inspire others and reinforce that inclusion is firmly embedded in the organisation.
Ask your disability network, steering committee or forum to take the lead on case studies. If you do not have one, you may want to consider setting up one. The group should include staff at all levels and teams that are both disabled and not. If someone wants to tell their story, then they will know who to contact.
Themes and content
Ask the participant if they are willing to chat with you and share their experience to gain a better understanding. Case studies that are tailored to the individual are more effective than those that are generic.
Think about the kind of support you have received, any reasonable adjustments that were made, how well the person has adapted to the environment, their co-workers, and, most importantly, your company’s role in helping the employee bring out their best self at work.
Ask questions that resonate most with the audience. This could be other team members or people who may be hiding their disability. It could also include potential new applicants with disabilities, senior staff, or any combination of these.
Disabilities hidden and disclosed
Storytelling will reduce the number of people who hide a disability. Remember that 24% have a disability and 80% are hidden. Recent research (from Bupa) found that 24% of the population has a disability, and 80% of those disabilities are hidden.
The Disability @ Work Report 2020 found that 47% of employees with disabilities felt more comfortable disclosing a disability or a health condition when they heard other people’s stories and voices.
Leaders and peers who openly share their experiences send a message to others about the acceptability of doing so. The organisation can also show that it will support the person if they reveal their disability. Others will not stigmatise the person, because the company is culturally open to disability and differences. Then, they will be more comfortable in sharing their experiences.
It is a practice that remains underutilized, despite its power. According to the Disabilities at Work Report 2024 only 36% respondents said they had access to role models in their workplace with disabilities. 58% of respondents believe that having more disabled role models in the workplace would foster a more inclusive environment. 47% of those with access to disabled role-models say that it has increased their self-confidence and helped them achieve their career goals.
Raising awareness and increasing empathy
The voices and stories shared by employees with disabilities have a profound effect on disability awareness within an organization. This reinforces the idea that inclusion is more than a policy, but an integral aspect of the culture at the company, which embraces diversity and values each individual. The art of storytelling can also help staff develop a more personal and deeper understanding of disabilities. Research has shown that engaging storytelling can trigger the release oxytocin. This neurochemical is linked to empathy and trust. It also promotes stronger bonds.
Summary: Encouraging employees with disabilities tell their stories is a powerful way to transform the workplace. This shows your commitment to creating a workplace where employees can be their best. These narratives have the potential to influence the recruitment, retention, and attraction of new talent, while also influencing how disability is viewed in the workplace.
If someone in your organization has a story that is waiting to be shared, one that demonstrates your commitment to inclusion and highlights their journey to success then now might be the right time to share it.
