Thoughts on workplace equity

Hey there, time traveller!
This article was published 23/10/2024 (385 days ago), so information in it may no longer be current.

As we celebrate Dwarfism Awareness Day in Manitoba on Oct. 25, I am reminded of the progress we have made in raising awareness and promoting inclusivity in this province.

In 2017, Dr. John Gerrard supported Little People of Manitoba by a private member’s resolution seeking to make Oct. 25 Dwarfism Awareness Day annually.

This resolution was passed unanimously by all MLAs present in the legislature, making Manitoba the first province to recognize Dwarfism Awareness Day.

There is still much work to be done, especially in the area of being accepted in the workplace as equal contributing members of staff.

I have been in both positions, on the one hand being evaluated on my merit by some coworkers and, on the other, by being automatically dismissed as a diversity hire.

I work hard. In the past, I felt that I had to put in more hours and be more productive than others on staff to prove my worth to the company. (I do want to mention that none of the comments that I am about to make relate to my current employer who checks all the boxes for an equitable workplace.)

In two instances, my hard work made insecure supervisors behave in ways that were undermining and unprofessional.

In one instance, co-workers were told that I was simply there as a “token” hire and that it looked good for the company.

At another company, I was an assistant manager and part of my responsibilities was to occasionally lock the doors at the end of business hours.

The first time I went to do so, I became aware that the lock was at an inaccessible height for me. There was no provision of appropriate equipment for me to get up there to operate the lock.

To make matters worse, the automatic door sensor did not capture my height. There was no thought given by the manager as to how I would accomplish this task when it was assigned.

Both of these situations weigh heavily, no matter how good the performance reviews you receive and the opportunities you were given to further develop talents and skills.

I am well educated and have developed significant skills in my profession for over 20 years.

What we are all looking for in a workplace is to be accepted as the people we are, with the skills we bring to the job, the contributions we make and not simply for the body we inhabit.

Being viewed only through the lens of our disability creates a toxic workplace. It is toxic, because insufficient effort is being made to ensure a level playing field by enforceable policy on the part of the company’s leadership.

It is true I may need an accommodation to do my job due to my height or limb length, but should this in any way be a part of the judgment of the quality of my work, my skills, my dedication to detail and my production levels?

When an employee is evaluated based on any factor other than skills, performance and generally being a competent employee, it is not a level playing field.

So, I am asking you as an employee, manager, CEO, executive or owner to evaluate and seriously consider what barriers or preconceived ideas you hold about individuals with disabilities in the workplace.

Do you see the disability first or their contribution?

Are you actively ensuring that all members of your staff are aware of your expectations of fairness, equality and acceptance?

Are you setting a positive tone for your workplace regardless of your position?

To learn more about Little People of Manitoba visit their website at littlepeoplemanitoba.wordpress.com

Samantha Rayburn-Trubyk is the president of Little People of Manitoba and the advocacy director of Little People of America.