Re-Thinking Disabilities in the Workplace | Chantel Buck | TEDxEustis
Considering the narrative structure, the speaker asserts that definitions of disability should not limit perception to deficits but must instead focus on inherent capabilities, arguing this shift is necessary to improve employment rates and workplace inclusivity. The central evidence provided involves the speaker's own executive processing disorder, the time management skills of a father who was blind, and the tenacity shown by a friend with cystic fibrosis. ## Speakers & Context - Speaker (Unnamed, identifies as having an executive processing disorder/ADHD). - Addresses audience on the concept of disability in the context of professional employment. - Delivery involves self-disclosure, making the topic personal and challenging societal assumptions. ## Theses & Positions - Society tends to define disability by what a person *cannot* do, which is a *"really dangerous train of thought."* - Judging people based solely on disability risks starting conversations from a place of *"pity,"* which is unproductive. - People with disabilities face an unemployment rate *"historically double double that of people without a disability."* - The solution requires a three-step rethinking of disabilities in the workplace: seek to understand, focus on offerings, and create inclusive structures. - The disabled population is framed as *"the one minority group that any one of us any one of us could join at any time."* ## Concepts & Definitions - **Disability** — A concept whose definitions vary; commonality is the word *"inability."* - **Executive Processing Disorder (ADHD)** — Speaker’s diagnosis, resulting in challenges like poor time management, forgetfulness, and impulsive speech (e.g., calling a coworker a murderer). - **Inclusivity in the workplace** — Requires more than just being friendly; involves making websites *"more blind friendly"* and providing employee training for sensitive interaction. ## Mechanisms & Processes - **Seeking to understand (Step 1):** Shifting focus from visible/invisible impairments (blindness, deafness, mobility impairment) to the lived experience and recognizing that the *definition* is what limits perception. - **Focusing on what is offered (Step 2):** Changing the conversation from deficit to asset; recognizing abilities *despite* or *because of* a disability. - **Building inclusion (Step 3):** Implementing systemic changes like organizational training and accessibility audits (e.g., website compliance). ## Timeline & Sequence - The concept begins with an imagined scenario of daily life preparation with a disability (shaving, dressing, packing lunch). - The discussion moves through the speaker's personal history (mother's comments, realizing ADHD diagnosis). - Transition to the employment crisis (double unemployment rate). - Structured presentation of the three actionable steps (Understand $\rightarrow$ Offer $\rightarrow$ Include). ## Named Entities - None. ## Numbers & Data - Unemployment rate for people with disabilities: *"historically double double that of people without a disability."* - Percentage of people who could join the group: *any one of us any one of us*. ## Examples & Cases - **Personal Example (Speaker):** Executive Processing Disorder leading to lateness and forgetfulness; inability to "fit that 10 minute task into the three minutes I have left." - **Example of poor workplace conduct:** Calling a coworker a murderer for eating meat. - **Example of Strengths (Speaker):** Being a member of Mensa, processing information quickly, coming up with new ideas. - **Example of Resilience (Friend with CF):** Her tenacity in fighting insurance companies to secure proper medical care. - **Example of Skills (Blind Man):** Staying at home to care for three young boys, requiring strong time management, planning, and organization skills while navigating the difficulty of managing a *"squirmy toddler"* without sight. ## Tools, Tech & Products - None mentioned. ## References Cited - None cited. ## Trade-offs & Alternatives - **Deficit thinking vs. Capability thinking:** The trade-off between focusing on what is *lacking* versus what is *present* or *achievable*. - **Pity vs. Professionalism:** The preference to move conversations past pity and into professional capability assessment. ## Counterarguments & Caveats - The current system judges people based on visible limitations or diagnosed deficits. - The speaker acknowledges the challenge of self-perception, noting she has *"absolutely no self esteem"* at times. ## Methodology - **Imaginative Exercise:** Asking the audience to close their eyes and imagine daily tasks with a disability. - **Self-Disclosure:** Utilizing personal anecdotes regarding ADHD and memory issues to normalize functional challenges. - **Skill Deconstruction:** Analyzing mundane tasks (diaper changing, planning park trips) to extract high-level, transferable professional skills (time management, organization). ## Conclusions & Recommendations - Rethink disabilities by adopting the three steps: 1) Seek to understand the reality, 2) Focus on what the person *can* offer, and 3) Build inclusive systems. - Call to action: *"If there were ever a time to start treating people the way you want to be treated this is it."* ## Implications & Consequences - Continued reliance on deficit-based thinking actively suppresses the potential and economic contribution of individuals with disabilities. - Successful workplace integration means embedding accessibility considerations (physical, digital, and attitudinal) across all levels of business operations. ## Verbatim Moments - *"it's okay to admit it your daily life would be impacted if you had a disability"* - *"we are programmed to think about all of the things someone with a disability can't do"* - *"I have a disability observing me"* - *"I can fit that 10 minute task into the three minutes I have left"* - *"I have no filter"* - *"it is not acceptable to call a co-worker a murderer for eating meat"* - *"let's think about what someone has to offer"* - *"the tenacity that you want in a friend in a co-worker in an employee"* - *"let that sink in for just a second"* - *"disabled population is the one minority group that any one of us any one of us could join at any time"*