So, I comment a lot on my research blog and on my personal social media about the fact that I am finishing my dissertation towards completing my doctorate degree in Business Administration.  I also note how I have taught Operations Compliance in the financial sector and Operations Management in the California State University System to help share my earned skills with future leadership.  I don’t discuss much while I practice more authentic leadership because I am a disabled student, instructor, and Business Subject Matter Expert. 

The concept of what is traditionally referred to as disabled workforce (the more appropriate term is Differently Abled) is a growing demographic especially in government work.  The EEOC, (EEOC Report Analyzes Situation of Workers with Disabilities in the Federal Workforce 2022); notes that since 2018 the amount of differently abled employees rose 8% to make up 9.42% of the federal workers.  The study done by the EEOC, also found that not only is the workforce demographic in government work growing but, that those in the differently abled communities that are part of this statistic are getting promoted at the same rate as their counterparts. This has been growing since COVID and the growth is unheard of when one thinks about the fact that differently abled workers are told to not disclose their disabilities because they are often met with negative responses, not being offered a job in the first place nor promoted.

Like many of those in the differently abled community I have done a lot to do what I can to mask my disabilities or different abilities.  Only a few supervisors who later became my mentors in the field know about my different abilities. As noted in, Jain-Link & Kennedy (2021); 39% of the work force falls into the federal definitions of being categorically differently abled and less than 24% ever disclose. If one can hide it, then that’s what’s done so that one can get hired or move up with more ease.  Which brings up the fact cited in, Jain-Link & Kennedy (2021); that only 13% of the entire differently abled workforce has obvious different abilities that are visible.

I am part of the group that my different abilities are not obvious as I personally have both dyslexic and have ADHD.  The Yale Center for Dyslexia, Shaywitz & Shaywitz (2020); notes that 20% of the American population has dyslexia.  Further, Shaywitz & Shaywitz (2020); notes that dyslexia is an uncurable disability that can cause issues with reading, spelling, and learning additional languages.  However, Shaywitz & Shaywitz (2020); goes on to note that those with dyslexia are slower readers but are intelligent, mentally fast, and creative problem solvers.   (You can find more information on Dyslexia from the text, https://amzn.to/3KNsKrC, which is the book cited for this information Shaywitz & Shaywitz (2020).) 

The CDC, on their link https://www.cdc.gov/ncbddd/adhd/facts.html defines ADHD as one of the most common neurodevelopment disabilities/ different abilities.  However, when those who support and care for those with ADHD and those with different abilities learn how to manage ADHD symptoms, people learn how to capitalize on it.  Such as, I use my hyper-focus on my educational goals and writing.  However, it can make me seem scattered to others even though I can get multiple things done at once and need sound to balance myself.  I even used musical playlists to memorize cross-country running trails in High School and College. It helped me focus and remember landmarks, so I didn’t get lost.  I even still, to this day, have songs I hum when I run on a track or on my home treadmill to keep and set my running pace.  Also, what I thought was insomnia and waking up super early in my high school and undergrad program was, in fact, ADHD-induced insomnia.

This fact about my life and my different abilities is part of what inspires my research in leadership because studies have found that remote work helps increase diversity.  However, when we think of diversity, we often consider race, gender, family status, and sexual orientation.  Disabilities or more Different Abilities are often not considered in business regarding developing more inclusive workplaces.

Remote work allows for a more inclusive workplace and creates more diversity.  I speak from my experience of working remotely for over ten years. Work from home (WFH) workplaces gives me room to be more productive and use the tools to focus I need without bothering others.  It also gives me room to mask my different abilities to not be outed. (And yes, I understand I am outing myself by disclosing my disabilities.  However, this is an important conversation that needs to be had, and those of us in the community need to bring awareness to the ongoing issues).  In both the academic sector as a student and in the business arena, when I disclose my different abilities, I am told it is a disability, and I often receive negative or retaliatory treatment.