Inclusion Training: Office Communication

Successful communication creates the groundwork for an inclusive company culture.  The inclusive workplace is one that thrives on diversity and accommodates individuals of various mental and physical abilities.  Disability training that emphasizes communication and networking skills is necessary for creating a unified, valuable, and positive company culture.

Without courteous communication, the inclusion model breaks down.  As a result employees may feel disrespected, undervalued, incapable of performing job related tasks, and unfulfilled.  Thus, disability training programs must first and foremost equip employees with the knowledge and skill to communicate with one another, regardless of mental or physical differences.

Tremendous responsibility rests on the shoulders of able-minded individuals to get to know coworkers with disabilities in order to facilitate courteous communication.  Disability education programs are essential in providing employees with information about specific conditions as well as corresponding etiquette guidelines.  As Program Development Associate’s new training DVD (dis)Ability Awareness makes clear, effective communication hinges on individuals and their ability to relate to one another.  Managers and disability training consultants must keep this fine distinction in mind for two important reasons:

Humans Categorize by Nature

Human beings categorize individual elements of reality simply in virtue of having a conscious mind that strives to make sense of things.   As humans categorize, prejudices are formed to efficiently assimilate the overwhelming amount of sensory inputs encountered daily.  While these shallow snap judgments allow for the processing of an immense amount of sensory inputs, they fall short in that people tend to favor their own category while undervaluing things that are perceived as different.

Humans Exhibit Affective Display

According to the American Psychological Association, Affective Display is a person’s ability to display thoughts, both conscious and unconscious, through verbal and nonverbal communication.  Tone of voice, body language, and facial expressions may all indicate an individual’s conscious or unconscious feelings, regardless of the message they intend to transmit.

Since the categorical nature of the human mind creates prejudices and the Affective Display phenomena communicates these preconceptions regardless of the communicator’s intent, disability education in the workplace must work to rid employees of predetermined thoughts about persons with physical or mental impairments.  Once the slate is clean, education and training programs have to help employees understand one another on a personal level.  General background information on certain conditions and corresponding social etiquette provides a substantial starting point.  However, able minded individuals must endeavor to understand coworkers with disabilities on a personal level.  Once this deep level of understanding is ascertained, employees are well suited to respectfully interact with one another.

Once coworkers with disabilities are understood on an individual and personal basis, networking can occur to further the inclusion of the office environment.  Asking a coworker what one may do to make them feel included or offering to escort them to a department meeting are two examples of simple acts that can help solidify and develop friendships that perpetuate value for the company as a whole.

Inclusion training DVDs are an unparalleled medium for helping employees understand how their preconceived notions may affect and ultimately hinder their ability to communicate with their coworkers.  Program Development Associates also carry a diverse set of disabilities training resources to assist businesses in creating a company culture where diversity is valued, respected, and embraced.

Reference: American Psychological Association (2006). VandenBos, Gary R. ed., APA Dictionary of Psychology. Washington, DC.