Over the past month, we’ve collaborated with a large client to conduct trauma-informed focus groups on disability inclusion. While I’ve previously shared our methodology for running trauma-informed focus groups, this article highlights key questions to ask a disability inclusion focus group. A special thanks to my client for recognising the importance of conducting DEI focus groups in a trauma-informed manner, and heartfelt gratitude to the participants who courageously shared their stories.
General Perceptions & Experience
- Experience Sharing: What has been your overall experience with disability inclusion in your organisation?
- Organisational Efforts: How do you perceive your organisation’s initiatives to foster diversity and inclusion for people with disabilities?
- Examples: Can you share a positive or negative example that reflects your organisation’s approach to disability inclusion?
Leadership and Culture
- Leadership Support: Do you believe your organisation’s leadership supports disability inclusion? Why or why not?
- Attitudes Toward Disability: How would you describe general attitudes towards individuals with disabilities in your organisation?
- Examples of Culture: Provide examples that illustrate either positive or negative attitudes towards disability inclusion.
Manager and Peer Support
- Understanding Needs: How well do your colleagues and managers understand and support the needs of people with disabilities?
- Workplace Interactions: Share examples—positive or negative—of interactions that reflect this support.
- Training Needs: What additional training or awareness initiatives would enhance disability inclusion in your organisation?
Empowerment
- Supporting Success: How effectively does your organisation empower individuals with disabilities to thrive in their roles?
- Workplace Accommodations: What was your experience when requesting workplace accommodations?
- Inclusivity Improvements: How inclusive are your organisation’s policies, facilities, and technologies?
Belonging
- Sense of Belonging: Do you feel a strong sense of belonging within your organisation and workgroup?
- Influencing Factors: What behaviours or practices have positively or negatively influenced your sense of belonging?
Representation and Visibility
- Leadership Representation: Are people with disabilities adequately represented in leadership roles?
- Visibility in Workforce: How visible are individuals with disabilities in the workplace, imagery, and diversity initiatives?
- Disclosure Safety: How safe is it to disclose a disability in your organisation?
Voice & Decision-Making
- Being Heard: Do you feel your voice is heard and valued in workplace discussions?
- Engagement Efforts: How well does your organisation engage individuals with disabilities to improve their inclusion experience?
- Involvement in Decisions: How can your organisation better involve individuals with disabilities in decision-making processes?
Fairness & Discrimination
- Fair Treatment: Have you observed or experienced differences in treatment compared to colleagues without disabilities?
- Discrimination: Have you experienced discrimination in your organisation due to your disability?
Talent Management
- Recruitment Accessibility: How accessible are job applications, interviews, and selection processes for individuals with disabilities?
- Performance Reviews: Do you feel performance appraisals fairly consider disability-related factors?
- Career Progression: Are there equal opportunities for professional development and advancement for all employees, regardless of disability?
Access to Flexible Working
- Flexibility Support: Do flexible working arrangements effectively support individuals with disabilities?
Harmful Behaviours
- Bullying and Harassment: Are you aware of instances of bullying or harmful behaviours toward individuals with disabilities?
- Grievance Processes: Are you familiar with the processes for addressing disability discrimination or harassment?
Safety and Comfort in Speaking Up
- Raising Concerns: Do you feel safe raising concerns about accessibility or disability-related issues?
- Response Confidence: How confident are you that your concerns will be addressed appropriately?
Feedback on Programs and Initiatives
- Effective Programs: Are there specific programs or initiatives that have been especially beneficial for individuals with disabilities?
- Improvement Opportunities: What is the most significant change your organisation could make to improve inclusion for individuals with disabilities?
Open-Ended Feedback
- Additional Insights: Is there anything else you’d like to share about your experiences with disability inclusion in the workplace?
By addressing employee responses to these key questions to ask a disability inclusion focus group, organisations can enhance their approach to disability inclusion, ensuring a more equitable and supportive workplace for everyone.