Your Inclusive Agency: 5 Steps to take today + how to implement them

We get at least one message a week from a disabled creative struggling at their job because of ableist implicit bias and systems in their agency. Oftentimes, leaders attend a freebie training and think “we fixed it! We’re done! We listened and hired one disabled person! We’re not ableist!” when the reality couldn’t be farther from the truth. One concept we talk about a lot are “funnels of oppression” where people with ableist implicit biases create systems, and those systems are therefore steeped with their implicit bias. After an individual goes on a training their implicit bias may be altered (usually this only happens paired with accountability, strategy and continued opportunities for unlearning), but the ableist system they’d built remains. 

This happens a lot in creative agencies. Companies hire disabled people, don’t change any of their policies, and then blame the disabled creative for things not moving smoothly. Not cool, man.

We don’t specialize in the HR side of things, but we do get our blood boiling when we hear about the discrimination of talented, badass disabled people. Here are five non-negotiable steps your agency must take to not just participate in the conversation around inclusivity but to lead it. We’ve provided context for each step, at least one free solution you could implement today, and trusted orgs that you should hire to ensure that all creatives are included and accommodated - that’s equity!

1. Prioritize Implicit Bias Training

Understanding your audience begins with understanding yourself. Implicit Bias Training is more than a checkbox for diversity initiatives; it's a crucial investment in your team's development and your agency's future. This training equips your team to dismantle subconscious biases, ensuring your strategies and campaigns resonate authentically with a broader audience, including the powerful yet underserved disabled market. Companies who prioritize disability inclusion internally and externally see 28% higher profit margins, 30% higher revenue, and double the net income. 

If you want to be able to really tap into the business objective of having multiple perspectives at the table, it’s important to get your non disabled creatives on the same wavelength. Otherwise, what’s going to happen when disabled creatives point out stereotypes in content or suggest new innovative strategies to reach our community? You guessed it, they’ll be silenced. 

Your Agency’s Next Steps:

1. Schedule a training session within the next month. We offer customized bespoke training, on demand virtual training, or virtual learning sessions. Learn more here!

2. After training, have each team member identify and share one bias they aim to overcome, steps they’re going to take to proactively address that, and one change they’ll make to their workflow process - creating a culture of accountability.

3. Implement a monthly check-in focused on progress and reflections related to bias training.

2. Hire Disabled Creatives

Data doesn't lie—there's a stark underrepresentation of disabled creatives in the industry. Bridging this gap isn't just just the ethical “right thing to do”; it's about building your agency with perspectives that align with a significant portion of the consumer market. Disabled people make up 25% of the population, we’re only represented in advertising 1% of the time. Of that mere 1% our community feels only appropriately represented 2% of the time. This means that you’re missing the mark 99.98% of the time. That's a big deal considering the disability buying power is $8T annually. 

Integrating disabled creatives into your team not only enhances the authenticity of your work but directly influences consumer approval ratings. This isn't a goodwill gesture; it's a strategic advantage.

Your Agency’s Next Steps:

1. Work with companies like Making Space to intentionally attract and retain full time disabled creatives. 

2. Create a fellowship or internship program specifically for disabled creatives to gain experience and mentorship within your agency.

3. Review your current hiring practices with a disability consultant like Inclusive Networking to ensure they’re accessible and welcoming to disabled candidates.

3. Adjust Project Timelines for Inclusivity

We hear it all the time - “production / marketing / social media moves fast!” It does, but "fast-paced" cannot be an excuse for exclusion. Our operational models must evolve to accommodate the unique needs and talents of the disabled community. Re-evaluating project timelines isn't about slowing down; it's about strategizing and being realistic about timelines, ensuring excellence and inclusivity in our output. Bonus? This will help your nondisabled teammates have a better quality of life at work, too!

Your Next Steps:

1. For your next project, add an additional planning phase dedicated solely to inclusivity measures and accommodations. Do the heavy lifting once, and everything will run much smoother throughout the project and in future ones. 

2. Hold a kickoff meeting where team members can express any personal accommodations they may need, no matter how small they seem. 

3. Implement a feedback two way loop post-project to discuss what inclusivity measures worked and what can be improved. If your employee says your process isn’t accessible, believe them and accommodate them promptly. 

4. Integrate Accessibility into Operations

Inclusivity requires more than just intent; it demands integrated action. From respecting therapy or doctors appointment schedules to proactively asking about accessibility needs, these operational adjustments make a profound difference in your team's and clients' engagement. Such measures communicate that your agency doesn't just talk about inclusivity—it embodies it.

Your Next Steps:

1. Partner with organizations like Joshin to bring support for disability and neurodivergence into all levels of your workplace - covering everything from self-disclosure guidance and tailored accommodations to inclusive education, leadership training, and beyond.

2. Add a mandatory field in your meeting and event RSVP forms asking attendees if they require any specific accommodations, and their preferred terminology preferences.

3. Create a resource list of accessibility tools and services for team use, such as captioning services or ergonomic workplace tools, and make it easily accessible to all employees.

5. Conduct Regular Accessibility Audits

Accessibility audits are non-negotiable for agencies committed to inclusivity. These audits ensure your content reaches and resonates with the widest possible audience, including those with disabilities. This is not just about compliance—it's about leading with empathy and foresight in every project you undertake.

Your Next Steps:

1. Schedule quarterly accessibility audits for all ongoing and upcoming projects, making this practice a standard part of your project lifecycle.

2. Designate or hire an accessibility officer responsible for ensuring all content, from social media posts to client presentations, meets accessibility standards.

3. Organize a workshop with an expert on digital accessibility to educate your team on best practices and the latest standards. We love the folks at Scribely!

Ready to take Disability Inclusion seriously as a creative team? Download an overview of the concepts your team needs to be familiar with to start walking the walk.