Every day when I start my work, I am reminded of the progress of disability inclusion in the workplace and why it matters that we continue making strides.
My Uber pulls up to the familiar concrete steps of my Dominion Energy office, nestled amongst the wildlife that make their home along the picturesque river. I know I appear unsteady as I limp towards the door and fumble in my purse for my security badge, but I am always greeted with a friendly “good morning.” I can’t drive, so I settle in after starting my day at sunrise when I embark on the train at Williamsburg to the familiar city of Richmond. There is something truly magical about looking out the office windows to see the historic city around me.
I work in regulatory compliance, but disability law would have, perhaps, been the easiest route to find a job as a woman with Cerebral Palsy. Despite my advocacy for others like me, disability law was a career path that I didn’t want to take.
Finding a job after law school is difficult for everyone, but having an unusual physical characteristic, such as an obviously unsteady walk, makes the process so much more difficult. In 2018, the year before my law school graduation, the employment rate for people with disabilities in Virginia was, unfortunately, only at a surprising 39 percent, according to RespectAbility, a national nonprofit organization that fights stigma and advances opportunity for people with disabilities. This meant that over 50 percent of a marginalized population struggled to support themselves, causing many to live in poverty.
The high unemployment rate for those like me also caused me to experience anxiety. Would I ever find a career, or would I simply join the ranks of those forced into poverty due to prejudice?
Through a series of networking, I learned that Dominion Energy may be a good place to seek employment. I nervously applied for a job with the public policy team. I wasn’t surprised to land an interview, but I immediately remembered other interviews when shocked expressions upon my arrival indicated a closed door to job opportunity. This is the type of unconscious bias that harms people like me; it prevents potential employers from hiring based on ability to do the job.
On interview day with Dominion, I was greeted by a friendly woman who guided me to the conference room. I wondered if I’d see the usual shocked looks upon entering the room, and deep inside I hoped that my limp would be a bit less noticeable, or by some miracle, disappear altogether. But I was met with even more greetings and warm responses when I got to the room. That helped me relax, and I realized that the interview panel was attentively listening to my responses. I smiled as I silently breathed a sigh of relief. Maybe I could have the career I worked so hard to obtain.
Maybe turned into a reality.
I have worked for Dominion Energy for a little over five years now, and I am so excited about its well-deserved recognition on the Disability Equality Index this year and the last four years, too. The index is a joint initiative of Disability:IN and American Association of People with Disabilities to help Fortune 1000 companies measure and assess their disability workplace inclusion efforts.
I am thrilled to see inclusion move forward for others like me, not only with Dominion Energy but with other employers across Virginia as well. According to the report, participating companies that foster disability inclusion earn…
• 1.6x more revenue
• 2.6x more net income
• 2x more economic profit
That’s a win for employers and employees alike.
Here are my tips for fostering disability inclusion at your organization:
• Train your leadership on disability inclusion and career sponsorship. This can’t be emphasized enough. Effective leadership can make the employee feel valued in an interview, and they can also ensure retention of talented people with disabilities. People with disabilities have long been ignored, so listening to our career endeavors and treating us like adults with self-determination and agency is key.
• Have an open and continuous dialogue about accommodations. Accommodations will look different for each employee with a disability. Voicing individual accommodation needs should be accepted and encouraged.
• Don’t make assumptions about the employee’s abilities or career ambitions. People’s goals are unique, and people with disabilities are no exception.
Chasity Bailey, Esq., is a regulatory compliance coordinator for Dominion Energy and lives in Williamsburg. She also serves on the leadership team for the DiverseAbility employee resource group at Dominion Energy.