Tips for Improving Communication With Individuals With Disabilities

Do you know someone with a hidden disability? You do now - me. Over 1 billion people worldwide have one. So, you likely work with someone like me. Hidden disabilities are unseen conditions that can limit or challenge daily activities. Yes, they are “a thing” — and because they’re invisible, many people think of them as less serious or inconsequential. I have atrial fibrillation (AF), a sporadic and irregular heart rhythm that comes and goes without warning. Episodes last for 10 seconds or 12 hours. Sometimes I get out of breath or exhausted. *I have a disability, but I am not disabled. AF has not hindered my career. I just have to make accommodations if I have an episode. I share my diagnosis with you because my job is to help organizations create cultures where all employees thrive. You must know how to support people with hidden disabilities to do so. Here are some tips: 1.) Believe us. There are several reasons why an employee may choose not to share their disability with you - and that's OK. Don't push us to disclose. If we do, take our word for it. People with hidden disabilities are concerned that we won't be believed because our experience is invisible. It's a gift when you make us the trustworthy narrator of our own experience. 2.) Disclose, strategically. Create connection by appropriately disclosing your own relevant, personal information. By demonstrating vulnerability, you build trust and help us feel seen. 3.) Provide support without removing responsibility. We want to succeed! Ask us what our needs are and how you can help remove barriers ... “How do I set you up for success?” or “What can I do to support you so you can perform at your best?” 4.) Use inclusive language. Avoid terms like "normal" or "regular" when referring to people who don't have a disability. It can diminish our sense of belonging and demotivate us. 5.) Advocate for inclusive policies and practices. Implement flexible accommodation policies. Leverage Employee Resource Groups (ERGs), which create awareness of disabilities in the workforce and enhance acceptance. 6.) Check on ALL your employees’ well-being from time to time. During one-on-ones, ask, “How are you doing? I want to make sure you have all the resources you need." "What support or accommodations do you need? ☎️ I would be pleased to serve as a resource to you! Please reach out to me with any questions about supporting employees with hidden disabilities. #DEI #hiddendisabilities #inclusion #leadership #management #bestadvice

I've noticed that many employees disclose their disabilities then don't receive the desired responses from their leaders or colleagues. They disclosed one of the most vulnerable parts of themselves, and wonder why their leader or colleagues aren’t responding in an understanding manner. Often, the disclosure was the disability alone. But telling people your disability doesn’t automatically tell people how to interact with or better understand you. Even if you disclose to an expert on your disability, they don’t know exactly what that means for you from the diagnosis alone. For example, I’m autistic and brain injured. vs Because I'm autistic, I don't pick up on subtle cues and do better with direct communication. I tend to be straightforward and I find that conversations go more smoothly when people realize that I say exactly what I mean, without any hidden meanings or implications. I also interpret others' words by the dictionary definitions. And because of a brain injury, I can get overstimulated easily which could lead to seizures. At those times, I need to go somewhere quiet to decompress. The first one says nothing to help others understand me. The second explains the nuances I hope people understand about me, and how they can support me. We can simplify and improve our interactions significantly by speaking to what matters most - not just the disability itself, but what the disability means for us, what we need, and how we need it. (Often, we can say that without disclosing the disability if we don’t want to.) So, next time you seek understanding or support around your disability, try saying what you actually need or the specific points you want others to understand instead of solely disclosing your disability. #DisabilityInclusion #DisabilityAwareness #neurodiversity

Today is International Day of People with Disabilities. Of course, people with disabilities live with it every single day. However, we need these awareness days to start or make progress with conversations and actions. Here are things you can do to do that. 1. Listen to the voices of people with disabilities. 2. Be yourself. Always. When I start talking to someone who never met me, I see the subtle familiar change on their faces. They change how they talk to me. Some of them — unintentionally, I'm sure — talk to me like I'm 5 or obtuse. The key is to let me see your face and enunciate. Don't speak louder, please. It's easier to ask someone to speak up than say they're too loud. 3. Provide two modern communication options always. Online and in person. 4. Avoid assumptions and ask. Getting me an ASL interpreter without asking will deprive someone else who needs the interpreter. There's a shortage of interpreters. Let's make sure the right people have access to them. 5. Understand one person does not represent an entire disability category. Not all deaf folks sign. Not all deaf folks lipread. Not all deaf folks talk with their mouths and voices. The list goes on. 6. Involve people with disabilities from start to finish and beyond. Pay them for their time. Turning off the sound does not mimic the experience of a person who depends on captioning every day. Refer to No. 4 as companies and product development often make assumptions. 7. Hire qualified people with disabilities. They bring so much to your organization. Data shows that people with disabilities tend to be the most loyal and best workers who bring in more revenue for companies who hire them. The hiring process needs to change. 8. Make progress with accessibility every day. It can be small steps like adding alternative text (image descriptions) to images. Make captions part of your video creation process. 9. Skip using overlays on your website to fix accessibility. This isn't making progress. It's a step backward. 10. Avoid hiring speakers who know little about accessibility and disabilities. Some people with disabilities aren't qualified to speak on these topics. 11. Ensure XR, virtual reality, and augmented reality are accessible. 🔔 Tap the silent profile bell to catch the next post (Wow! 33k!) 👉 Follow hashtag #MerylMots to find all my content ❤️ Like this? Repost and add your thoughts in the comments 📧 Want to work with me? Drop me a line! #Disability #IDPWD #Hiring #Accessibility Image: White generic person figure with a flourish around its top half and International Day of People with Disabilities

Story time: Last month I spoke at The Coca-Cola Company Career Month event, hosted by their Disability Inclusion Network. We had over 300 people in person and virtual. During the Q&A, someone asked a thoughtful question that deserved more than a quick reply. So instead of rushing to cover the silence, I said: “That’s a great question, let me take a moment to organize my thoughts.” I paused for 5 seconds, then answered. Afterwards, one attendee shared this feedback: “I loved the way she vocalized when she needed to take a minute to organize her thoughts!” You may be thinking "what's the big deal?" Here's why this matters: 🔑 Processing speeds vary. Some people need more time than others to process information. It could be because of ADHD, a learning disability, a brain injury, Long COVID, social anxiety or a new parent who didn't sleep last night. 🔑 Processing time is not related to intelligence. Needing a moment to organize thoughts doesn't mean someone isn't capable. Many times it leads to more thoughtful responses. 🔑 Forcing a quick answer can cause stress and anxiety. Then, the more anxious someone feels, the slower they may process information. Here's simple things YOU can say to make someone feel safe: - "Take your time." - "If you need more time, feel free to email me after the meeting." - "Thank you for that thoughtful response." - "Great question. Let me gather my thoughts.” (model it) A couple more actions to try for your next meeting: - Send agendas and materials in advance. Let people review topics early so they can prepare - Build in time for questions. - Give thinking time. For example: “Let’s pause for two minutes to gather our thoughts before we discuss." - Avoid putting people on the spot or give them the option to respond later. Try "Joe, I’d love your input on this. Would you like to speak now or email me afterward?" It’s OK to pause. It's OK to need time to gather your thoughts. Rushing, rushing, rushing is not the way to be effective at work. I think we can all afford to take a moment to pause, breathe, be patient, and make time for everyone to participate. 😊 What are your thoughts on this? Thank you Coca-Cola for this opportunity to discuss neurodiversity and my career journey! #neurodiversity #CognitiveAccessibility #Neuroinclusion [Image Description: Photo 1: Group photo of Margaux with Coca-Cola team members in front of the event stage Alisa Fiser, Shayla Frinks, MBA, SPHR, Magdalena Lopez, Katharyne Gabriel, Margaux Joffe, Kevin M. Smith, Esther Ruiz Isart, Stephen Mulvenna (from left to right). Photo 2: Margaux and Katharyne seated on a stage speaking in a fireside chat. Behind them a large pink screen with their headshots, Katharyne Gabriel, Sr VP people and Culture NAOU, Margaux Joffe Founder, Minds of All Kinds. The Coca-Cola Company Thrive logo. Margaux is wearing a white suit with a navy blue shirt and green heels. Katharyne is wearing a bright pink blazer, jeans and a Fanta T-shirt. ]

Is it time to double-down on thinking about how we communicate in-office❓ As more companies mandate a return to full-time office work, many of us are reflecting on the accommodations that have made remote work accessible over the past five years 💻 & how that might transition to an in-office environment. As one of the 30+ million American adults living with hearing loss👂- for those of us in this growing demographic, transitioning back to in-person work presents unique challenges. In virtual settings, we’ve been able to adjust our environments to meet our needs—whether that’s turning up the volume 🔊 on our laptops, using noise-canceling headphones 🎧, or relying on live captioning 💬 during Zoom meetings. These tools have been crucial in making our workspaces more productive. But as we step back into the office, these adaptations become more complicated. The good news? There are simple, effective ways to support colleagues with hearing loss—& to build a more communicative (and happier) workplace in the process. 🙏 1️⃣ Educate Yourself on Hearing Loss: Take time to understand the different types of hearing loss and how they might impact those with a hearing deficiency. This knowledge can help you approach conversations with empathy, knowledge & awareness. 2️⃣ Provide Support, Not Pity: Respect & understanding go a long way. Offer help when needed, but avoid making assumptions or treating hearing loss as a limitation. 3️⃣ Don’t Keep Support a Secret: Use 'best communication' practices like speaking clearly, facing the person when you talk (seeing a person speak helps those with hearing loss & ensuring that meeting rooms have minimal background noise + noise suppression walls, floors, etc & make those practices & hardware known. This normalizes accessibility & encourages others to follow suit. 4️⃣ Consider How You Communicate: Simple changes—like speaking at a moderate pace, or summarizing key points in writing—can make a big difference. For example, if you know that someone has hearing loss, think about joining them for meetings where you are both attendees and 'reserving spots' for you both where the audio 🔈 will be best. Accessibility isn’t just about technology—it’s about fostering an environment where everyone feels heard, valued, and supported. Let’s make the return to the office a positive transition for all our colleagues, including those who are hearing-impaired. 👏🏼 👏🏼✨ If you'd like to drive more awareness in your office, I hope you find my Fast Company Premium article "An ultimate guide to supporting your colleague with hearing loss" helpful. The link to the full article is in the comments 👇. And if you have any experience helping those with hearing loss, please add to the conversation 💜 for the benefit of us all ‼️ #leadership #accessibility #hearingloss #compliance #ethics #returntowork #returntooffice #accommodations #inclusion