By Drew Soule
When I look at the modern workplace, I see incredible progress. Companies are more open to diversity, more intentional about inclusion, and more vocal about equity than ever before. But there’s still one area where many organizations fall short—creating real career pathways for people with disabilities. Too often, individuals with disabilities are overlooked, underestimated, or pigeonholed into limited roles, even though they bring immense talent, perspective, and resilience to the table.
As someone who has seen firsthand how disability intersects with leadership and opportunity, I believe we can and must do better. The future of work depends on breaking down barriers and ensuring that all employees, regardless of ability, have equal access to growth and advancement.
Why Disability Inclusion Is More Than Compliance
When companies talk about disability inclusion, the conversation often starts and ends with compliance. Do we meet the legal requirements? Do we have accessible facilities? Do we provide reasonable accommodations? While these steps are important, they’re just the baseline.
True inclusion goes beyond checking boxes. It’s about recognizing the value that people with disabilities bring to an organization—their creativity in problem-solving, their persistence in overcoming challenges, and their ability to think differently about processes, systems, and solutions. These are leadership qualities, not limitations.
Building Pathways Instead of Roadblocks
One of the biggest barriers for people with disabilities is the lack of clear career pathways. Too often, companies are willing to hire but fail to provide opportunities for advancement. This creates a ceiling that stifles talent and keeps organizations from benefiting from diverse leadership.
Creating career pathways means:
- Investing in professional development: Training programs should be accessible and inclusive, giving employees with disabilities the same opportunities to expand their skills.
- Promoting mentorship and sponsorship: Leaders should actively mentor employees with disabilities and advocate for them in decision-making spaces.
- Measuring equity in advancement: Track promotions and leadership appointments to ensure people with disabilities are not being left behind.
These aren’t just “nice to have” initiatives—they’re critical for building strong, sustainable organizations.
The Role of HR and People Leaders
As HR professionals, we have a unique responsibility to lead this change. We’re not just gatekeepers of compliance; we’re architects of culture. That means we must embed disability inclusion into every aspect of the employee experience—from hiring to onboarding, from training to succession planning.
We also need to normalize conversations around disability. Too often, employees feel they have to hide their disability for fear of being judged or overlooked. By fostering an environment where people can bring their full selves to work, we unlock the potential that comes from authenticity.
Success Stories That Inspire Change
I’ve seen organizations transform when they commit to creating pathways for people with disabilities. A retail company I once worked with redesigned its leadership pipeline to actively recruit and develop talent from its disability ERG (Employee Resource Group). Within a few years, they not only had managers and directors who identified as having disabilities but also reported higher employee engagement across the board.
Another example comes from the tech sector, where companies are building accessibility into product design teams. By including people with disabilities in leadership positions, they’ve not only improved workplace culture but also designed products that better serve all users. This is inclusion in action—benefiting both people and business outcomes.
Why This Matters for the Future of Work
The future of work is about adaptability, innovation, and resilience. Who better to lead in these areas than people who live them every day? People with disabilities bring perspectives that can reshape how companies operate, how teams collaborate, and how challenges are overcome.
By breaking barriers and creating career pathways, we’re not just doing what’s right—we’re doing what’s smart. Inclusive workplaces are more innovative, more engaged, and better equipped to thrive in times of change.
A Call to Action
If you’re a business leader, HR professional, or manager, I challenge you to ask yourself:
- Are we building pathways for people with disabilities, or are we unintentionally creating barriers?
- Do we see disability inclusion as compliance, or as a catalyst for innovation?
- Are we tapping into the full potential of every employee, or are we leaving talent on the sidelines?
The answers to these questions will shape not just your company’s culture, but its future success.
Final Thoughts
Breaking barriers for people with disabilities isn’t charity, and it’s not simply compliance—it’s leadership. It’s about creating workplaces where every individual has the chance to grow, contribute, and lead.
For me, this is deeply personal. Living with a disability has taught me that barriers can be broken, ceilings can be lifted, and pathways can be built. But it takes intention. It takes courage. And most importantly, it takes leaders willing to believe in the potential of every person.
When we build workplaces where people with disabilities can thrive, we build workplaces where everyone can thrive. That’s the future I believe in—and the one we can all help create.