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Summary:

In this episode of The Invisible Condition Podcast, Nate Toves from Neil Squire discusses the critical role of workplace inclusivity for individuals with disabilities. He emphasizes the importance of disclosing barriers, rather than diagnoses, and highlights how employers have to provide accommodations. Nate explains the value of assessments and assistive Technology in tailoring solutions that meet individual needs and encourages employees to research available programs and funding to support these accommodations.

Throughout the conversation, Nate shares positive experiences from employers who have embraced inclusivity, and he offers strategies for creating a safe environment where employees feel comfortable disclosing their needs. He stresses the importance of an inclusive interview process, helping employers attract and support talent with disabilities. Additionally, Nate underlines the unique value that employees with disabilities bring to the workforce, including problem-solving skills, resilience, and loyalty.

The episode ultimately advocates for both employers and employees to take action—employers to foster inclusive environments and employees to come prepared with solutions and self-advocacy strategies. Ending the stigma around invisible conditions, Nate argues, begins with awareness, Education, and a focus on empowering individuals to speak up for the tools and support they need.

Takeaways:

For Individuals:

• Communicate Your Needs: Don’t be afraid to ask for accommodations, but focus on describing the barriers you face rather than disclosing your diagnosis. Bring potential solutions if possible.
• Leverage Available Resources: Research programs and funding available for accommodations, such as government assistance, assistive technology, or workplace policies, to support your needs.
• Build a Support Network: Reach out to colleagues, HR, or other employees who have gone through similar situations for advice and emotional support.

For Workplaces:

• Create a Safe Disclosure Environment: Encourage a culture where employees feel comfortable asking for accommodations by being open about the process and educating your leadership team on inclusion.
• Offer Flexible Accommodations: Be proactive in offering accommodations during hiring and onboarding, like ergonomic assessments or flexible work arrangements, to make employees feel supported from the start.
• Provide Inclusive Job Descriptions: Write job ads that focus on essential skills rather than unrealistic qualifications, and clearly state your willingness to accommodate from the interview stage onward.

Nate Toves – Bio
Nate is the Marketing Manager at Neil Squire, a non-profit organization that has been revolutionizing the lives of Canadians with disabilities since 1984 through accessible technology. 

Nate has a long-standing background in Retail, Wholesale and business-to-business sales and marketing a

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Tim Reitsma Disability Inclusion Advocate, Founder at Invisible Condition

Tim helps individuals with non-apparent illnesses become better self-advocates through podcasts, articles, mentoring and coaching. He also supports organizations in creating accessible workplaces where everyone feels safe to share through workshops, advising and project work.

Aside from working on Invisible Condition, Tim is a Podcast Host and Advisor with a leading HR and Leadership digital publication and is a Master of Arts in Leadership Student.

With over 15 years of experience in strategy, operations, HR, and content creation, Tim brings a blend of coaching, mentoring, leadership, and process improvement to every organization he partners with.