Disability Inclusion: Strategies for a Productive, Engaged Workforce
By Adele Spallone, Vice President, Clinical Operations, Disability and Workers’ Compensation, The Hartford
What does it mean to bring your whole self to work?
This concept typically entails being true and authentic to all aspects of your individual self — including those that have historically been considered “personal.” Employees productively contribute to and are fully engaged in a workplace culture that celebrates their differences and supports their needs. This type of culture helps attract and retain top talent. About three out of four job applicants and employees say an inclusive environment influences their decisions of where to work.1
To be inclusive of what isn’t readily seen, such as mental health conditions, requires a companywide commitment to education and empathy to remove stigma as a barrier to employees asking for help. Burnout rates among working Americans have remained high at 61% in the last three polls, according to data from a 2022 survey.2 And general anxiety disorder, which affects about 40 million Americans, is among the top 10 preventable workplace absences.3
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