TBN #43
Who is missing in the disability employment conversation?
I’m going to be honest with you, friend…
There’s not a lot of intersectional conversation happening related to disabled employees/employees with disabilities. Specifically, I am not seeing as much conversation about the intersection between race, gender, and disability.
Conversations (and research) about disabled employees/employees with disabilities must further explore intersectionality.
What is intersectionality?
Intersectionality is a concept that highlights how the multiple dimensions of identity (race, ethnicity, gender, sexuality, religion, (dis)ability, etc.) can compound one’s advantages or disadvantages in society (Morukian, 2022).
Why does this matter?
People with disabilities constitute the largest minority group in the United States, making up an estimated 20 percent of the total population. People with disabilities also make up 23.1% of the workforce (Source). Given how large the disability community is in the U.S., there is significant diversity within this community. However, the intersectional data on people with disabilities in the workplace is scarce.
As an example, let’s focus on Women of Color with disabilities/disabled Women of Color. There is evidence that shows women with disabilities face more barriers to employment than men with disabilities (Source). There is also evidence that People of Color face more barriers to employment than white people with disabilities (Source). Based on these statistics and evidence, one may conclude that Women of Color with disabilities may experience different types of barriers to employment than these groups:
people without disabilities
Women of Color without disabilities
men with disabilities
white women with disabilities
What can we do?
I’m glad you asked. Here are basic things we can do to advocate for intersectional data and stories:
Take notice. While the data on different racial groups with disabilities is emerging, we can take notice of the different needs of People of Color with disabilities.
Educate ourselves. We can also educate ourselves on issues of race and disability and begin to ask questions on how the two identities relate to one another.
Ask questions. Be curious about data and stories that does not explore race, sex, or gender when referring to people with disabilities.
Make connections with the disability community to better understand the diversity of lived experiences. As a gentle reminder, groups are not a monolith.
Let’s get into this week’s update…
WEEKLY UPDATE
CLIFF NOTES: IN CASE YOU MISSED IT…
PRIDE Industries offers a free bilingual I AM ABLE Employment Helpline
“Nasdaq diversity rules survive challenge in federal appellate court”
Latest updates on Israel-Hamas news
October is Filipino-American Heritage Month, Islamic Heritage Month, LGBTQIA2S+ History Month, and National Disability Employment Awareness Month.
HOMEWORK: THE CHANGELING
What I’m Watching 📺 : I started watching The Changeling to get into the spooky season spirit.
What I’m Listening To 🎧: Staying informed with The Daily podcast episode, The Diplomatic Scramble to Contain the Israel-Hamas War.
What I’m Reading This Month 📚: Diversity, Equity, and Inclusion for Trainers: Fostering DEI in the Workplace.
DANCE BREAK: moonlight
I’m a Kali Uchis fan and this song is one of my favorites.
I’d love to hear from you!
What do you need to be better in work and in life? Send me a message or connect with me on social.
