Struggling to respond when an employee discloses a disability? You’re not alone. Many managers find themselves in this situation, unsure of the right approach. But with some guidance, you can navigate these conversations with confidence and empathy.
Many managers freeze up, overthink, or avoid conversations about disability accommodations, fearing they’ll say the wrong thing. They might compare disabilities or make an ableist remark like, “But you look fine.” It’s not about having all the answers. It’s about creating a safe space where employees feel heard and supported.
Disability accommodations are about partnership. A manager’s role is to listen and work interactively with the employee to determine the support they need. The key isn’t knowing every accommodation or disability—it’s asking the right questions. This can make the difference between an employee feeling welcome and empowered or isolated and disrespected.
Next time, start the conversation with, “How can I help?” Show your employees that you see them as whole people, not as problems to solve. Open communication is the first step to getting it right.
Alt: The four most powerful words that should come out of the mouth of any manager after an employee discloses a disability “How can I help?”