Making TTOs More Inclusive for Persons with Disabilities
Lisa-Mueller_Casimir_circle.png

Lisa L. Mueller
Casimir Jones, S.C.
AUTM Equity, Diversity and Inclusion Committee

July is disability pride month. According to the World Health Organization, an estimated 1.3 billion people, 16% of the global population, or 1 in 6 of us, have a significant disability. Unfortunately, the global prevalence of persons with disabilities is increasing due to demographic and epidemiological changes in the population as well as worldwide health emergencies.

Persons with disabilities face many health inequities which often lead to early death, sometimes up to 20 years earlier than those without disabilities. These health inequities arise from unfair conditions faced by persons with disabilities including stigma, discrimination, poverty, exclusion from education and employment and barriers within the health system itself.

A fact sheet developed by the United Nations reports that 80 to 90% of persons with disabilities of working age are unemployed, and, in industrialized countries, this figure is between 50 to 70%. In addition to the high unemployment rates, underemployment is also common in persons with disabilities with only about 35% of employed persons with disabilities occupying full-time positions.

Being unemployed, underemployed or working in a position not aligned with a person’s interest can negatively impact several aspects of life. With fewer opportunities for full-time employment with benefits, persons with disabilities have a more difficult time being fully independent. Many live in poverty because they cannot risk losing their disability-related medical and financial benefits.

What can Tech Transfer Offices (TTOs) do to make their offices more inclusive for persons with disabilities? First, TTOs should adjust their hiring processes. Specifically, TTOs need to exhibit a clear understanding of disability inclusion and ableism. By way of example, TTOs should clearly communicate that accessibility accommodations are available on their website and job postings. During the interview process, TTOs should employ universal design principles by offering options such as sign language interpreters, accessible spaces or video interviews for remote applicants and use assessments that measure skill over other factors. 

Second, TTOs should prioritize workplace wellbeing. Important initiatives TTOs should focus on include:

  1. Flexible work options:  Flexibility is important because not every person can operate on a 9 to 5 schedule, particularly those with chronic conditions or mobility concerns.
  2. Allowing for remote work: This allows for greater inclusion of those who have transportation or mobility concerns. 
  3. Mental health support: Emotional wellbeing is as important as physical health. It is essential that TTOs offer comprehensive mental health programs and employee assistance programs.

Third, TTOs should make career development opportunities for employees with disabilities inclusive and accessible. TTOs should clearly outline how everyone can advance within the organization.

Finally, TTOs should lead by example. As in all things, representation matters. To create a true culture of inclusivity, TTOs should ensure that disability viewpoints are included and that there is disability representation in all facets of the organization.