The power of support: Empowering every ability in the modern workplace

**This is a guest post written by members of Bobbility, HiBob’s newest ERG (or, BRG for Bob Resource Group!), for Bobbers with disabilities.

Work is people-powered, and professionals everywhere and in every industry use their abilities to get tasks done differently, especially if they are disabled. 

Here at HiBob, two of our core values are trusting and empowering each other and doing what we say. So, when we say we take the abilities or “bobbilities” that everyone brings to the table seriously, we mean it. 

In honor of National Disability Employment Awareness Month, we’re proud to introduce our new disability focused BRG, Bobbility, founded to support and show how every Bobber gets their best work done.

As professionals with disabilities, this month holds special significance for us: We’re on a mission to challenge stereotypes and emphasize the importance of empathy and consideration in the workplace. By sharing our experiences and perspectives, we hope to shed some light on the diverse spectrum of disabilities in our own workplace and broaden everyone’s understanding of their impact on us all.

We all benefit from accommodating workplaces

Organizations that accommodate people with disabilities remove barriers and empower a talented group of individuals (and America’s largest minority) to excel and do their best work. But, more than anything, accommodating people with disabilities helps businesses develop diverse teams with people who bring their unique perspectives. This leads to better performance, decision-making, and innovation across the organization.

When we create workplace cultures built on understanding and acceptance, we’re building the foundations of inclusive workplaces that benefit everyone.

Disability is more than meets the eye

It’s important to talk about how we think about disability and to challenge it. For example, it’s common to picture someone with a visible impairment. But disabilities can encompass a wide range of conditions from physical limitations to mental health challenges. 

“Having invisible disabilities means I am always working that much harder to get any task done,” says Dana Kurzner, a New York City Bobber and leader of Bobbility. “It’s why I find it so vital to talk about disability in the workplace …  we can support every employee to do their best.”

Clayton Steel, another Bobbility member, says, “Growing up with a learning disability and ADHD forced me to spend more time than others on projects and deadlines. I typically work 50-hour weeks on average just to keep up. On top of this, I’ve been hiding my disability from former employers out of fear that it might impact their perception of me and create a bias.”

Stereotyping people based on their perceived abilities can lead to discrimination and prejudice, and it’s important that we’re all aware of the possibility that what’s obvious to us may be invisible to others. 

Many people may even view their disabilities as an advantage. As Clayton says, “It’s just as important to me to recognize that ADHD has its upsides. I’m far more energetic and outgoing than some of my peers, and that is absolutely a superpower when building relationships in a sales cycle.”

Disabilities can be invisible or visible and vary greatly between individuals. But whether we can see a disability or not, people’s disabilities are unique parts of their identity. 

For Noga Rosenberg, another Bobbility member, “Disability is a reminder that we all experience the world in unique ways, and it calls for empathy and understanding in the workplace. It’s important to create environments where everyone has the tools and support they need to succeed, regardless of any challenges they may face.” 

Provide above-and-beyond support, not just legal basics

It’s easy to think of visible physical disabilities and modifications like ramps or elevators when considering workplace accommodations, especially since they’re often legally required. But while legal compliance is necessary, it’s not enough to create a truly inclusive workplace. 

One of HiBob’s values is building the exceptional. But, building the exceptional can only be done when we commit to a workplace culture that supports genuinely inclusive environments. At HiBob, we all work together to find ways to improve and go beyond minimum requirements. We’re always actively seeking ways to support and accommodate people with a wide range of disabilities. 

This is especially important because, as Tali Sachs, a Bobbility member at HiBob’s Tel Aviv location says, “Living with invisible disabilities is exhausting, especially in a high-performance workplace. A disability is a second full-time job. Keeping up in a world where our jobs have increasingly higher expectations makes it even tougher for those of us balancing one or more disabilities with ‘normal’ life stressors.” 

In the same vein, “The stigma around mental health and neurodivergence can often add a layer of pressure that makes [living with ADHD and depression] even harder to manage,” Alex Coburn Davis, a Bobbility member at the Lisbon office says. “It’s important to acknowledge that there’s no shame in finding these experiences overwhelming.”

Flexible work arrangements are a game-changer

Offering supportive policies and programs helps take the pressure off the “normal” life stressors and can really make all the difference. Policies like these are key to nurturing a culture where people can trust and empower each other. 

Providing special benefits to accommodate people with disabilities demonstrates genuine consideration and care for your team members and makes a big difference in creating an inclusive workplace. 

They’re just as important as physical modifications to the office.

“As someone with a non-visible physical disability, particularly one with fairly embarrassing symptoms, this means that I need to adjust my working style and schedule to accommodate these symptoms. I’m hoping that by opening the conversation about having a disability at work that I won’t need to think or work so hard to pretend that I don’t have these symptoms,” says Zack Jaffe, a Bobbility member at the New York City office.

Offering benefits like flexible work arrangements, paid mental health days, mental health care options, or providing assistive technology for people with visual or hearing impairments can make a world of difference, especially for those living with chronic illnesses—visible or not. 

When organizations incorporate benefits like these into their policies and programs, they champion cultures of inclusion that create more positive and productive work environments for everyone.

Bring me, win as we: Let’s make a difference together

As an anonymous Bobbility member says, “Just navigating daily life in the workplace takes up a lot of my mental capacity. Sometimes, it can feel like I’m walking a tightrope between being myself and being respected. I think that awareness and consideration for the diversity of the human experience can go a long way to alleviate some of these challenges.”

It’s time to commit to making a difference and building a more inclusive future.

Let’s work together to challenge misconceptions and promote a more inclusive work environment with accurate and positive understandings of disability where everyone feels respected and valued. Together, we can create a global workplace culture that celebrates and leverages everyone’s superpowers.