Part 6. Managing a Diverse Team

 

MGMT 2026: Management and Leadership

Personal Learning Cloud / e-Portfolio

Part 6. Managing a Diverse Team

 

By: Charlie Alix

 

The interview I had decided to do my research comes from a Ted Talk. In this Ted talk, a woman named Lesa Bradshaw gives her perspective on life as a disabled person in the workplace. Lesa is a business entrepreneur who has become well-recognized for her influence in building a disability- confident economy. She works with employers, public and private institutions, and a collaborative network of allies to reposition the value of disability to business.

 

An example of challenges she addresses that people with disabilities in the workplace tend to face is pre-determined judgement based on somebodies’ disability. They tend to judge somebodies’ abilities based on what they see. She says this comes from a lack of understanding of disability. With a lack of understanding, people tend to have a low bar set of expectations and getting credibility for doing regular things. She talks about when she tells people that she is going to a work conference, people will tell her how brave she is, and her thinking to herself” Not really, I am not a fire fighter, I am just going to work”. Or she will hear somebody say “ Wow, you champion”, and she will think “ Not so much, really”

 

The problem with this in the workplace is if they set low bench marks, then they will not see the value that the person brings or can actually add to your organization. With this, organizations can also tend to assign which jobs they feel are suitable for people with a disability.

 

Some strategies people in the workplace can adapt to help people of disabilities are to stop deciding what people with a disability can and can’t do. Focus on the abilities, skills and talents of the individual. Emphasize on what people can do besides on what they cannot. Along with this we can promote Self-determination to empower the individual.

 

Some other strategies organizations can use to help with people of disability are training and awareness programs. Train employees to raise awareness about disabilities and educate them on how to interact respectfully and inclusively with work mates that have a disability. Create a culture of understanding and acceptance. Certain policies and procedures could be put into place that promote inclusion and prohibit discrimination based on disability.

 

Challenge any discriminatory practices. Being aware of any attitudes or discriminatory practices that would potentially limit the opportunity of an individual with a disability.

 

Most importantly, you can lead by example. Demonstrate leadership of respect, empathy and inclusiveness in the workplace. Set expectations for inclusive behavior and hold people accountable for upholding these values.

By adopting these strategies and principles, organizations can create and environment where individuals with disabilities are empowered to reach their full potential, contribute meaningfully to their workplace and thrive in their respected careers.