3 Myths about Disabled People that we need to Challenge
We're not always aware of when our unconscious bias takes the steering wheel, hence the term 'unconscious'. But that doesn't necessarily mean we're passengers, passive to the thoughts or actions we might have or do outside of our conscious control.
It's important to remember that these associations don't arise from nowhere. They're fundamentally informed by the myths and stereotypes born out of societal influences, and the systems in place to uphold these.
In regard to disability, the myths and stereotypes are beyond harmful, and challenging these is not only a step towards a more inclusive working environment as an employer, but it speaks to a sustainable work structure where everyone is treated as a human being, talent is valued, and boundaries are respected.
Let's look at 3 myths and stereotypes about disability which inform our unconscious bias, and dissect how we can start to challenge this in ourselves and others around us, so that disabled people are treated as equals in both the workplace, and all areas of society.
The 'successful' disabled person is a 'super human' and an inspiration
Laurie Block of the Disability History Museum in New York State words the above as a disabled person who is "triumphing over adversity in a way which serves as an example to others; the impairment gives disabled persons a chance to exhibit virtues they didn't know they had, and teach the rest of us patience and courage." (Queue Channel 4's ad for the 2016 Paralympics)
This is a dangerous framing of disabled people for two reasons. The first: viewing the success of disabled people as 'beyond' or more extraordinary than the success of non-disabled people is not only patronising, but implies that someone's disability is a downfall, something holding them back. The second: it feeds the idea that disabled people who are not seen as outwardly 'successful', who aren't paralympians, historical figures, or the world's most renowned theoretical physicist, are people who didn't 'overcome' their disability. It attaches an identity which society has created limits for. Those who exceed the limits are super, and those who don't are left with the pre-existing stigma of being disabled.
In relation to the 'super-ness' of disabled people, the late comedian and journalist Stella Young coined the term 'inspiration porn' in 2014. She used this term to reference disabled people being seen as brave, courageous, inspiring, and motivating simply because they are disabled. She said during a Ted Talk that "for lots of us, disabled people are not our teachers, or our doctors, or our manicurists. We're not real people. We are there to inspire".
'Inspiration porn' in the disabled community is an all too common experience, and it's completely objectifying. Reflecting on the employees you've ever hired for your business, has your unconscious bias led you to believe that disabled people don't want or need your work because they serve as tools for inspiration for non-disabled people? Do you unconsciously believe disability is a bad thing, therefore those who are disabled are exceptional because they live with it? As Young states in her talk, disability is not a bad thing, and living with it doesn't make you exceptional. Disabled people are people.
YouTube video of Stella Young’s TedTalk. Closed captions available.
Disabled people don't / can't work
This stereotype is reinforced by the all too real disability employment gap. In 2021, the disability employment rate was 52.7%, compared to 81.0% for non-disabled people.
It also speaks to another myth which is that 'disabled people are unreliable and unproductive employees', as their need for appointments, flexible working hours, sick leave, and hybrid or exclusive remote working disrupts a company's productivity and structure.
Anyone living in our post-lockdown world knows that this myth has already somewhat been challenged by the soar in remote working when employers suddenly could in fact accommodate for sickness, not being able to leave the house, and hospital appointments. It proved to everyone that those with access needs can work, if the access needs are met.
Despite the pandemic leading to an increase of work-from-home opportunities for disabled people, it's disappointing that only when the same needs as disabled people belonged to everyone, the needs were listened and responded to without question.
Having an accessibility policy for your company is one of the most valuable tools an organisation can have when working towards becoming an inclusive and accessible employer. It's in this that you can state the things that you can offer disabled people, like remote working, flexible hours, or screen-reader friendly software. The policy is something that should be developed and revisited on a regular basis, as no employer is ever 100% accessible, and to claim so is disingenuous.
Photo: @cwmonty, Unsplash. An open macbook showing a group Zoom call onscreen. The macbook is sat on a wooden desk with a blue mug beside it.
People with disabilities always need help
This myth can also be rephrased as 'non-disabled people are obligated to "take care of" people with disabilities'. As an employer, you do have a duty of care for your employees, but not hiring a disabled person because they may need more 'taking care of' than your none disabled employees is not only discriminatory, it's inaccurate. There is a difference between 'taking care of' in this sense, and accommodating for, or supporting. Disabled people need to feel accommodated for and supported at work as much as non-disabled people, and taking on that responsibility is part of being an employer.
Supportive working environments and employers should be the standard, where everyone's health and needs are listened to and taken seriously. Having an understanding, accommodating, and inclusive approach right from the recruitment stage of scouting potential talent for your business will allow disabled people who want to apply to start to build trust in you as an employer from their very first interactions with you.
For some resources to help you challenge these myths, you can download our toolkit. This is free if you sign up to our newsletter. Click here to join the SIC Newsletter to get your toolkit (worth £50.00!)
Written by Annie Chadwick