Written by By Stephanie Diana Eubank
So, I comment a lot on my research blog and on my personal social media about the fact that I am finishing my dissertation towards completing my doctorate degree in Business Administration. I also note how I have taught Operations Compliance in the financial sector and Operations Management in the California State University System to help share my earned skills with future leadership. I don’t discuss much while I practice more authentic leadership because I am a disabled student, instructor, and Business Subject Matter Expert.
I am both dyslexic and have ADHD. The Yale Center for Dyslexia, Shaywitz & Shaywitz (2020); notes that 20% of the American population has dyslexia. Further, Shaywitz & Shaywitz (2020); notes that dyslexia is an uncurable disability that can cause issues with reading, spelling, and learning additional languages. However, Shaywitz & Shaywitz (2020); goes on to note that those with dyslexia are slower readers but are intelligent, mentally fast, and creative problem solvers. (You can find more information on Dyslexia from the text, https://amzn.to/3KNsKrC, which is the book cited for this information Shaywitz & Shaywitz (2020).)
The CDC, on their link https://www.cdc.gov/ncbddd/adhd/facts.html defines ADHD as one of the most common neurodevelopment disabilities/ different abilities. However, when those who support and care for those with ADHD and those with different abilities learn how to manage ADHD symptoms, people learn how to capitalize on it. Such as, I use my hyper-focus on my educational goals and writing. However, it can make me seem scattered to others even though I can get multiple things done at once and need sound to balance myself. I even used musical playlists to memorize cross-country running trails in High School and College. It helped me focus and remember landmarks so I didn’t get lost. I even still, to this day, have songs I hum when I run on a track or on my home treadmill to keep and set my running pace. Also, what I thought was insomnia and waking up super early in my high school and undergrad program was, in fact, ADHD-induced insomnia.
This fact about my life and my different abilities is part of what inspires my research in leadership because studies have found that remote work helps increase diversity. However, when we think of diversity, we often consider race, gender, family status, and sexual orientation. Disabilities or more Different Abilities are often not considered in business regarding developing more inclusive workplaces.
Remote work allows for a more inclusive workplace and creates more diversity. I speak from my experience of working remotely for over ten years. Work from home (WFH) workplaces gives me room to be more productive and use the tools to focus I need without bothering others. It also gives me room to mask my different abilities to not be outed. (And yes, I understand I am outing myself by disclosing my disabilities. However, this is an important conversation that needs to be had, and those of us in the community need to bring awareness to the ongoing issues). In both the academic sector as a student and in the business arena, when I disclose my different abilities, I am told it is a disability, and I often receive negative or retaliatory treatment.
My personal experience is supported by the research found in Ameri & Kurtzberg (2022) and Howard (2022); about the difficulty the differently abled community finds in working onsite and obtaining work. Further, the research of Farrer (2022), Kanter (2022), and Willingham (2021); supports my findings that remote work tends to make it easier for differently-abled community members to find and retain work.
So, as a business Subject Matter Expert (SME), I can’t resist pointing out the brass tax. Otherwise known as why business leaders should care about the differently-abled community. The biggest reason, besides discrimination, is illegal since the community is a protected class. That reason is that research shows that diversity in a workplace develops a staff of employees that are more creative and have more out-of-the-box methods for solving problems. With our economy hitched on the development of creative ideas, tangible and intangible goods, out-of-the-box thinking, and creative problem solving are just what every company wants to give them a competitive advantage. Thus, promoting remote work helps attract more dynamic workers, including those in the differently-abled community.
Conclusion: Companies and managers need to learn to embrace remote work. Remote work is a good concept for the goose and the gander. It allows differently-abled workers to have a supportive workplace without really having to create a need to be othered in the workplace. In return, companies get creative problem solvers who help increase out-of-the-box thinking in the workplace. I keep quoting one of my mentors when she constantly repeats, “Learn to manage the work and not the people.” The ability of leadership to do this is more easily found in a remote work environment. All while contributing to more diversity and inclusion in the workplace.
If you are interested in reading up more on this topic, here are some books you may be interested in.
- https://amzn.to/3Bc9IrO
- https://amzn.to/3wUrfm3
- https://amzn.to/3Q9W9h3
- https://amzn.to/3TJycjF
- https://amzn.to/3THnni4
Work Cited
Ameri, M., & Kurtzberg , T. R. (2022, February 15). Leveling the playing field through remote work. MIT Sloan Management Review. Retrieved September 3, 2022, from https://sloanreview.mit.edu/article/leveling-the-playing-field-through-remote-work/
Baines, A. M. D. (2014). (Un)learning disability: Recognizing and changing restrictive views of student ability. Teachers College Press, Teachers College, Columbia University.
Chin, J. L., & Trimble, J. E. (2015). Diversity and leadership. Sage.
Farrer, L. (2022, April 14). Accommodating disabilities in remote and hybrid work. Forbes. Retrieved September 3, 2022, from https://www.forbes.com/sites/laurelfarrer/2022/03/30/accommodating-disabilities-in-remote–hybrid-work/?sh=54434a1c2c17
Howard, J. (2022, March 22). The benefits of remote work for people with disabilities. InclusionHub Digital Inclusion Resources. Retrieved September 3, 2022, from https://www.inclusionhub.com/articles/benefits-of-remote-work
Kanter, A. S. (2022, March 10). Our new remote workplace culture creates opportunities for disabled employees. Bill of Health. Retrieved September 3, 2022, from https://blog.petrieflom.law.harvard.edu/2022/03/10/remote-work-disability-ada/
KEMP, J. O. H. N. D. (2022). Disability-friendly workplace. JOHN WILEY & SONS.
Patel, A. B. (2020). Humanity at work: Diversity, inclusion and wellbeing in an increasingly distributed workforce. New Degree Press.
Reisman, F. K., & Severino, L. (2021). Using creativity to address dyslexia, dysgraphia, and dyscalculia: Assessments and techniques. Routledge.
Shaywitz, S. E., & Shaywitz, J. (2020). Overcoming dyslexia: A major update and revision of the Essential Program for reading problems at any level, incorporating the latest breakthroughs in science, educational methods, technology, and legal accommodations (2nd ed., Ser. pp.143-24.). Alfred A. Knopf.
https://dyslexia.yale.edu/dyslexia/what-is-dyslexia/
Willingham, A. J. (2021, August 10). Remote work made life easier for many people with disabilities. they want the option to stay. CNN. Retrieved September 3, 2022, from https://www.cnn.com/2021/08/10/health/remote-work-disabilities-pandemic-wellness-trnd/index.html
Dr. Stephanie Diana Eubank DBA Remote Team Research (AKA Dr. Bear) 