Building an Employee Resource Group (ERG) to support employees with disabilities is a step towards creating inclusive and accessible workplaces. The power of ERGs for disability inclusion is significant. One great example is Godrej Capital‘s ENABLE. It is an ERG for employees with disabilities. Recently, the company celebrated ENABLE’s first anniversary with the ENABLE Dialogue event. The event was dedicated to meaningful discussions, shared experiences, and innovative ideas for building an inclusive workplace.
The event began with an inspiring address by Manish Shah, followed by a panel discussion, “Godrej Capital – Empowering an Accessible and Equitable World.” Parmesh Shahani, Head of the Godrej DEI Lab, and Bhavya Misra, CHRO of Godrej Capital, shared the organisation’s commitment to accessibility and equity.
We need more employee-led groups in organisations that focus on disability inclusion, like ENABLE. These groups help create a workplace where employees with disabilities feel supported and heard. For companies planning to start a disability employee resource group, here are some insights.
ERGs for disability inclusion: Disability is not monolithic
Disability ERGs are a bit different because anyone, regardless of their background, can experience disability at any point in life. Some employees may already have disabilities when they join a company and feel comfortable discussing their experiences. However, others might acquire disabilities over time and struggle with how to address them or relate to coworkers with different disabilities.
Disability is not monolithic. People with disabilities have different experiences, needs, and perspectives. Therefore, ERGs focused on disability should not assume that all individuals with disabilities share the same feelings or challenges. These ERGs need to recognise and respect the differences within the community and tailor their support and initiatives accordingly.
Surveys allow companies to gather feedback directly from employees, helping them understand their needs and concerns. Self-identification programs offer individuals a safe space to disclose disabilities, fostering a sense of belonging and creating better support systems.
Growing your disability ERG
ERGs should offer open membership, inviting all employees, including those with disabilities, allies, and anyone interested in disability advocacy. Promote the ERG through internal channels like newsletters, social media platforms, and awareness events, focusing on the benefits of joining and the group’s goals. Additionally, hold membership drives with events such as informational sessions, workshops, and social gatherings to encourage participation and build momentum.
The power of intersectionality in ERGs
Disability is just one aspect of a person’s identity. While it may be part of who they are, it should not define them entirely. Therefore, build intersectionality between disability ERGs and other communities, such as LGBTQ+ groups, women’s empowerment networks, or veterans organisations. Many individuals belong to multiple communities, and by connecting these groups, organisations can address overlapping challenges.
For example, people who are both disabled and part of the LGBTQ+ community may face unique barriers that are not fully understood unless these communities work together. This approach promotes allyship, enhances mutual understanding, and strengthens each group’s overall effectiveness. It ensures that everyone, regardless of their multiple identities, feels supported and valued in the workplace.
ERGs for disability inclusion: Strong ERGs start with clear roles
When setting up an ERG, clearly define all leadership roles from the start and specify how long each person will hold their position. It helps prevent confusion and ensures that everyone understands their responsibilities. One effective way to do this is by using a memo of understanding (MOU). An MOU is a formal document that outlines the specific roles and expectations of each leader within the group. Organisations can also use it to set clear boundaries on what’s expected, ensuring that both the individual and the organisation are on the same page.
Ensure accessible content
To create accessible content, provide clear and concise alternative text descriptions for all images and non-text content. Structure your content with a consistent, logical layout using headings, subheadings, and lists. Additionally, check that there is enough contrast between text and background colours, making the content easy to read for people with visual impairments, such as low vision and colour blindness.
Design websites and documents to be navigable with a keyboard, not just a mouse, to support users with mobility impairments. Choose fonts that are clear, well-spaced, and easy to read, which will benefit users with dyslexia.
The final thoughts on ERGs for disability inclusion
Organisations must recognise that disability is not a one-size-fits-all experience. The needs and challenges of employees with disabilities vary, and ERGs must reflect this diversity. ERGs, like Godrej Capital’s ENABLE, have shown that actual value lies in including diversity in all its forms. When companies prioritise these initiatives, they support employees with disabilities and also create a more empathetic and inclusive workplace for all.
Disclaimer: The views expressed in this article are based on the writer’s insights, supported by data and resources available both online and offline, as applicable. Changeincontent.com is committed to promoting inclusivity across all forms of content, which we define broadly to include media, policies, law, and history—encompassing all elements that influence the lives of women and gender-queer individuals. Our goal is to promote understanding and advocate for comprehensive inclusivity.
