Develop, support, promote disability leaders
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How often do we see people with disabilities in the media? Rarely.
How often do we see people with disabilities in the media as an expert talking about something that isn’t their disability? Almost never.
This is just one area of absence for disability leadership but it’s a key one. The lack of media visibility for disability leaders reinforces the public perception that we aren’t experts, and that we have no interests outside our own disability.
Yet as disability leaders we know that we have many interests, and areas of professional and personal expertise. While it will take substantial culture shift to address the assumption that we have no other interests this doesn’t mean that we shouldn’t be prepared to talk to the media when an opportunity arises.
Talking to media is simply a skill that can be learned, like any other. Like any skill it takes time and practice and a bit of commitment, but it’s not rocket science. Of course, you don’t have to do it, but it can be very useful to know how to get your message across when needed.
One day 20 per cent of experts in the media will be people with disabilities. Across all fields and programs. It won’t be unusual to see someone with disability talking about their latest academic study, or representing a global corporation. Our personal stories won’t be demanded by journalists because they think we have nothing else to talk about and it’s the most interesting thing about us. We will be seen as opinion setters, experts, valuable analysts.
In today’s social media world our ability to jump in and share our opinion is vital, otherwise we will remain invisible. Once we do that we start to build our profiles as experts and opinion setters, but what happens after that? Are you ready to speak publicly?
The next DLI webinar is a skill building one to assist you to be confident in Talking to Media. The webinar includes some basic skills, and tips and tricks to hone your message and get it across. No previous experience is required; we all have to start somewhere. It doesn’t matter who you are, what your field is, if you hate talking publicly or have a communication barrier, or whether you do media a lot or rarely, being prepared to speak about your opinion or your work is important. Join us on 30 June.
Networking is a key element of leadership work and produces many of the opportunities that we all want to take up, so it’s a vital skill and ability for all of us to be engaged in.
Many leadership opportunities arise because someone knows someone and the network circles around to you. If you aren’t part of those networks then you are significantly disadvantaged.
Networking can be different for people with disabilities and the DLI 2016 survey of leaders illustrated a number of barriers to networking that we face, for example:
– the costs associated with attending
– the extra hours and energy needed – many events happen after hours
– being in the mainstream / prejudice
– crowds, noise.
These are just some of the issues raised as barriers to being in the room and being able to network effectively.
There are now a number of apps that scan business cards to assist leaders who need alternative formats or who can’t carry cards, but not all are suitable for the needs of leaders with disabilities, so don’t assume technology solves everything.
The cost of networking is a distinct barrier that is very difficult to overcome. If you can’t afford to be in the room, regularly, then you won’t get to meet the people that you need to meet. People quickly forget someone that isn’t seen often, and that means they forget that you might be a suitable candidate for something. While online social networking does assist in some ways, it simply doesn’t replace being in the room and meeting people.
Above all, networking is something you get better at with practice. So, barriers experienced by leaders with disabilities must be addressed so that we can get the practice, and through that get the opportunities that networking provides.
The 2016 survey of disability leaders found that most leaders with disabilities are operating in disability specific places not in the mainstream.
What’s behind this? Is the mainstream unwelcoming, or perhaps it’s not interested in disability. Maybe it’s just inaccessible. Is it easier to get employment in disability specific fields? Whatever the reason, the few leaders who do work in the mainstream said that they feel very isolated and are constantly battling to be respected and included.
Working in the mainstream confronts all the prejudices and access barriers that people with disabilities face every day. It forces people to accept you, but to also consider how disability is relevant to whatever the mainstream area is. You are also more likely to be an expert or specialist in your field, so people will need to adjust how they respond to you. Being the only person with disability in a room can be exhausting, but it is also the place where change happens.
Leaders working in the mainstream have told us many stories over the years including:
– being treated like the work experience kid
– having your disability being the only topic of conversation
– getting stuck in a crowded room and unable to move
– general inaccessibility preventing meaningful participation
– doubting your non-disability expertise
These are just some examples of the barriers faced by leaders working in the mainstream. It can take a strong stomach and real persistence to continue to operate in such environments, but the outcomes are valuable and often make real change for our community.
Our next webinar, Mainstreaming – being in the room, is looking at how to work in the mainstream effectively and with confidence. We’ll examine how you can get the most out of being the only person with disability in the room and how to use your presence to get strong disability outcomes.
The webinar will cover:
– Being in the room.
– Key principles to being in the mainstream
– How to communicate
– What to communicate
– Why are you in the room?
– Making sure you stay in the room.
– Using your presence to increase the representation of people with disabilities
We look forward to seeing you there!