Author: April Ogden, Founder and CEO, It’s Your Outcome

Worried About Disability Inclusion? You’re Not Alone—Here’s Where to Start

As a manager, you might be worried about saying or doing the wrong thing when it comes to disability inclusion. Maybe you’re concerned about unintentionally excluding someone, assuming an employee can’t do something, or feeling unsure about going to HR for support. You’re not alone—many managers face these same concerns.

The fact that you’re thinking about this shows you already care. You don’t need to have all the answers right now. By taking small, thoughtful steps, you can build confidence and become an inclusive leader. This guide is designed to help you navigate the tough questions, avoid common mistakes, and lead with empathy.

But here’s why this matters more than ever: Research from Accenture shows that companies that embrace disability inclusion see, on average, a 28% higher revenue, double the net income, and 30% greater economic profit margins. Disability inclusion isn’t just the right thing to do—it’s a smart business move.

Let’s dive in, starting with the most common questions managers have about disability inclusion.

Question 1: What if I say the wrong thing?

It’s normal to worry about saying something that might be unintentionally hurtful. But here’s the thing: it’s not about being perfect, it’s about showing up with empathy and a willingness to learn. Research shows that teams led by managers who embrace inclusive communication practices are 2.3 times more likely to feel engaged and valued at work.

TIP: Start conversations with sincerity. For example:

“I’m still learning about disability inclusion, and I’d appreciate your feedback if there’s a better way I could phrase something.” This level of honesty shows your team that you’re committed to learning and getting it right. If you slip up, own it, apologize, and move forward with an intention to improve.

When was the last time you felt unsure about how to communicate something at work? What did you do to resolve it?

Question 2: How can I avoid accidentally excluding someone?

Many managers worry about unintentionally excluding someone, especially when they don’t know what specific accommodations their employees might need. According to a study by Accenture, companies that actively engage in accessibility and inclusion practices outperform competitors in productivity by 30%. The good news is, asking the right questions can open the door to better understanding.

TIP: Be proactive and ask open-ended questions to your

team. You could say:

“Is there anything I can do to make your work environment more comfortable or accessible?” This opens up the conversation without putting pressure on any individual to self-disclose.

Susan, a manager at a mid-size tech firm, learned this lesson when she assumed her team didn’t need any changes for an upcoming event. After asking this simple question, she discovered that one of her employees struggled with anxiety in loud environments. By adjusting the event’s setting, she created a more inclusive experience for everyone.

Could asking more open-ended questions about workplace needs help you avoid assumptions about what your team might need?

Question 3: What if I assume someone can’t do something and exclude them from opportunities?

This is a common pitfall known as benevolent exclusion—you think you’re helping someone by not assigning them challenging tasks or projects, but in reality, you’re holding them back. Every person, regardless of ability, should have the opportunity to decide what they can or cannot manage.

The risk of excluding someone? Research shows that 85% of employees with disabilities are more loyal and engaged at companies that proactively offer opportunities and accommodations. When you hold back, you’re not just missing their potential—you’re also risking their engagement.

TIP: Ask, don’t assume. For example, try saying:

“I have a project coming up, and I’d love to see if you’re interested in taking it on. How does that sound to you?” This approach respects your employee’s autonomy while still providing equal opportunities.

Take Daniel, a manager at a large retail chain. He hesitated to assign a major project to an employee with mobility challenges, assuming the travel involved would be too difficult. When he asked the employee directly, he found out the employee was comfortable traveling and excited for the opportunity. Daniel’s hesitation almost cost his team a chance to benefit from this employee’s expertise.

Think of a recent project you’ve assigned. Did you check with your employees about their interest, or did you make assumptions about their capabilities?

Question 4: What if I don’t know how to provide the right support?

It’s okay to feel unsure about how to provide the right accommodations or support. According to the Job Accommodation Network (JAN), over half of workplace accommodations cost nothing, and when they do, the average cost is only around $500. You don’t need all the answers upfront, but you do need a willingness to learn and act.

TIP: Start by educating yourself. There are many resources available, from online courses to HR guides on disability inclusion. You can also ask your employees directly:

“Are there any changes or accommodations that could help you do your best work?” This creates a supportive dialogue without placing an undue burden on the employee to figure it out alone.

Have you explored disability organizations like It’s Your Outcome to gain insights on workplace accommodations?

Question 5: What if I use the wrong language?

Language is important, but what matters more is your intent. Person-first language is a good starting point—this means placing emphasis on the person, not the disability. For example, saying “an employee with a disability” is generally preferred over “a disabled employee.”

TIP: Stay open to learning. If you’re corrected or informed about preferred language, simply acknowledge it, and move forward. A good response might be:

“Thank you for letting me know, I’ll be more mindful moving forward.”

Claire, a manager in the healthcare industry, initially used outdated terms when referring to her team members with disabilities. After attending a disability inclusion workshop, she not only updated her language but also became an advocate for person-first language across her entire department.

When was the last time you updated your knowledge on inclusive language? Could there be an opportunity to learn more about it now?

Question 6: How can I proactively build an inclusive culture?

Building an inclusive workplace means thinking ahead—not waiting for problems to arise. Studies show that inclusive workplaces see 22% lower turnover rates and higher levels of innovation. It’s all about creating an environment where employees feel safe sharing their needs and experiences.

TIP: Foster open communication by letting your team know you value their input. For example, say:

“I want to ensure we’re creating an inclusive space for everyone. If there’s anything we can improve on, I’d love to hear your ideas.” This encourages feedback and shows that inclusion is your top priority as a leader.

How often do you invite feedback on workplace inclusivity? What could you do to create a safer space for these conversations?

Conclusion: Confidence Comes from Taking Action

Feeling unsure about disability inclusion is completely normal—but what sets you apart is your willingness to take action. The more you engage, ask questions, and educate yourself, the more confident you’ll become as a leader.

Inclusion isn’t about being perfect—it’s about progress and ensuring every member of your team has the opportunity to succeed.

By taking these small but meaningful steps, you’re not just creating an inclusive team—you’re growing into a more effective and thoughtful leader. Don’t wait—take action now, and you’ll see the benefits ripple throughout your team and organization.

Here’s Even More Guidance on Inclusive Leadership

Looking for more practical steps to lead inclusively?

7 Questions Every Manager Should Ask When Reviewing Employees with Disabilities

This resource will help you navigate sensitive conversations, avoid assumptions, and ensure your team feels supported and valued during performance reviews.