In honor of National Disability Employment Awareness Month, GHJ’s New York Market Hub Leader shares how business leaders can integrate accessibility into their operations to support employees and clients and build a stronger foundation.

Nearly 30 percent of all adults in the U.S. live with some type of disability, whether it is physical, cognitive or both. Businesses that prioritize accessibility and inclusion are poised to reach both employees and clients who have a personal connection to someone with a disability, whether it is themselves or a loved one.

But accessibility creates a more positive work environment for all employees, and research shows that it actually leads to better business results as well. A recent study from Accenture revealed that businesses leading in disability inclusion average 1.6 times more revenue and 2.6 times more net income than their peers.

As the father of a child with albinism, I have learned firsthand the beauty of supporting others and embracing diversity. My son is legally blind — he faces challenges, which my wife and I work to support, but he also has his own set of strengths which we work to foster. 

As business leaders, we must all ensure we are addressing and alleviating the challenges faced by our colleagues with disabilities and advocate for them. Growing a strong and inclusive work environment benefits everyone touched by the organization: it builds better teams, improves client service and drives innovation.

ACCESSIBILITY DRIVES STRONG TEAMS

Developing a strong team means delivering strong client service with innovative ideas and flawless execution. For many jobseekers, company culture is an important factor when finding the right role, so it is critical for companies to invest in diversity, equity, inclusion and accessibility (DEIA) efforts that boost employee engagement. Creating a support network for employees and their families results in better engagement and loyalty. 

GHJ Senior Marketing Manager Sarah Avila understands firsthand how active support from leadership leads to loyal employees who are less likely to burn out. She lived this experience while caring for her daughter, who was hospitalized with meningitis as an infant and subsequently lost her hearing along with suffered from other physical and developmental setbacks due to the infection. During this time, GHJ's hybrid and flexible work policies enabled Sarah to fully support her daughter and navigate appointments while still maintaining her workload. 

Once her daughter's health stabilized, Sarah was then able to refocus on her career. It would have been easy for Sarah to feel alienated from the firm and worried about how to show up at the office while scheduling countless medical appointments, but she did not have to make the decision. GHJ's flexible work environment allowed her to be both a mom and a valued employee. 

When I was looking for a new role, GHJ’s culture is what attracted me to join the team — becoming a partner for a firm whose headquarters is on the other side of the country was not my plan, but that speaks to how important culture factored into that decision. 

A firm that embraces DEIA is a firm that is ready to step up and face the challenges that can come with building a culture of belonging. GHJ’s collaborative environment allows individual accomplishments to amplify collective success and empowers everyone to grow, excel and #BeMore.

ACCESSIBILITY DRIVES CLIENT SERVICE

Some disabilities are visible, but many are not. However, that does not mean businesses cannot create an inclusive environment that retains top talent and attracts clients even if everyone does not personally understand their life experiences. When a company creates an accommodating environment, more options for collaboration and communication naturally rise to the surface. 

GHJ Chief Strategy Officer Mari-Anne Kehler has said that living with her autistic son taught her a lot about positive, effective communication with all types of individuals. 

Instead of responding negatively to a misunderstanding, for instance, she recommends getting curious. Ask questions to help you understand people's motivations. When working with clients, this curiosity puts you in the headspace to consider what it is like to be in someone else's position. It is a practice we strive to promote at GHJ, and our lasting client relationships certainly prove that inclusivity does indeed lead to better outcomes.

In business, people tend to be cautious about showing perceived weakness. When leaders acknowledge the humanity of their teams, they are presenting a positive example to clients that they are ready to have open and frank conversations. Developing deep relationships allows for a better experience for the client and for the service provider.

ACCESSIBILITY DRIVES INNOVATION

Companies that prioritize accessibility are not only supporting their employees, they are also performing better. When accessibility is embedded in a company’s culture, it encourages diverse ways of thinking that naturally spark creativity. This is invaluable in client service, where fresh, innovative solutions often make the difference between good and exceptional outcomes.

As Mari-Anne has written, working with people with opposing viewpoints may come with conflict, but this diversity in thought fosters meaningful discussions and stronger, more well-rounded solutions that are more likely to withstand scrutiny in an evolving marketplace.

A popular saying in the inclusive design community is, "Solve for one, expand to many." That sentiment certainly applies to innovation in all workplaces. One study shows that inclusive workplaces are six times more likely to be innovative and agile. 

By prioritizing accessibility, companies empower employees to bring their best ideas forward, fueling a cycle of innovation that ultimately enhances both team performance and client satisfaction.

BUILDING AN INCLUSIVE WORKSPACE FOR EVERYONE

It has been said that the disability community is the only minority group that anyone can join. Some are members at birth, while others become members after an accident or illness. Regardless of a business’ perceived needs, accessibility should be top of mind for all business leaders. It makes employees and clients feel understood and valued, which helps develop lasting relationships and customer loyalty. 

The stories my colleagues and I have shared are not unique. Sharing personal experiences openly in the work environment helps everyone feel supported and builds authentic connections with peers, team members and clients. 

To learn more about how GHJ supports diversity, equity, inclusion and accessibility, click here. To learn more about how the National Organization for Albinism and Hypopigmentation supports people with albinism and their families, click here.