The phrases “remote work,” “digital nomads,” “work-from-home,” and “telework” are being thrown around a lot after the pandemic, aren’t they? It’s becoming a norm for people to ask if you work remotely or on-site, and it’s become a common dinner topic. 

It all began when the COVID-19 pandemic hit, forcing employees to work from home under global lockdowns to avoid a major humanitarian disaster. Now that the worst is over, some employers have issued a “return to office” policy, and droves of employees have complied – at least for a few days a week, following the hybrid work model. However, the enduring truth is that remote work isn’t just a means to an end for businesses to continue operating; it’s a necessary and empowering mode of work, particularly for people with disabilities (PWDs). 

The dynamics of remote work have generated a surge in workplace disability inclusion and the employment of PWDs. As a disabled remote worker myself, I witnessed and am immersed in the multifaceted world of remote work and its profound impact on the professional lives of the PWDs who “walk” a mile in my shoes. 

Working in remote managerial roles can raise concerns about team productivity, particularly for those new to such arrangements. These concerns, if left unaddressed, may lead to mistrust, discontent, and even hostility. When working with PWDs, these doubts may intensify due to perceived physical limitations and unique needs. 

This blog delves into the realities of disabled remote workers to dispel misconceptions surrounding the capabilities, capacities, and mindset of remote PWD workers. 

Myth: Disabled workers cannot handle remote work because they need constant supervision. 

Fact: Disabled workers are highly independent, reliable, and self-sufficient, especially with the aid of necessary facilities for accessibility and efficiency. 

If there is one thing PWDs crave, it’s to be independent. Having lost their independence in certain aspects, PWDs display high levels of independence and self-sufficiency wherever and whenever they can, especially in work. With the right tools and accommodations, PWDs can thrive in remote work environments without needing constant supervision. 

Myth: Disabled remote workers are less productive than their non-disabled counterparts. 

Fact: Productivity is not determined by disability status. Disabled individuals can be just as productive as anyone else when provided with a supportive and inclusive work environment. 

Disabled remote workers are just as committed to their jobs as any able-bodied remote worker, taking the necessary steps to: 

• Be receptive to ever-evolving work demands. 

• Stay abreast with new technology and knowledge, e.g.: artificial intelligence (AI), ESG, and assistive tools. 

• Accept criticism and negative feedback constructively, understanding that at the end of the day, it’s for self-development and career progression. 

• Stay ahead of deadlines. 

• Set internal targets and work to achieve them. 

• Reinvent themselves to work better and faster. 

• Constantly upgrade their skills and reach for newer horizons. 

• Be ready to learn, teach, and share job-related insights. 

• Stay updated with the company’s goals and align their work perspectives accordingly. 

• Find ways to make the most of work hours. 

• Maximize their potential by taking up more tasks and responsibilities especially when they have idle time. 

Myth: Disabled workers are a burden on the team. 

Fact: Disabled individuals contribute positively to team dynamics. Embracing diversity and including disability, fosters a more inclusive and collaborative work environment. 

Remote work relies heavily on effective teamwork and collaboration. Remote collaboration tools allow teams to operate seamlessly, promptly, and in real-time. Disabled remote workers are highly dependable, especially when they are at the peak of holistic well-being. 

Remote workers often integrate and communicate across various devices. It’s no different with disabled remote workers. For example, I have my work email and other messaging applications on my phone; I can check emails and messages immediately and attend to them when I am away from my workstation. 

Myth: Disabled remote workers always need pity or special treatment. 

Fact: Disabled individuals, like anyone else, want to be treated with respect and dignity. 

Pity and special treatment in any organization can be counterproductive and contribute to a sense of isolation – equality must prevail in the workplace to facilitate company growth and increased profitability. Preferential treatment and discrimination are out of the question in the workplace. 

The company I work for, Genashtim Pte Ltd, is a 100% remote for-profit social enterprise comprising 37% disabled staff. The fact that our services are rendered by PWDs isn’t divulged to our clients because growth and progress don’t happen without global competitiveness and meritocracy. And that is tantamount to disabled remote workers’ confidence that they can do the job just as well as anyone. 

Nonetheless, empathy and compassion are necessary in a remote workplace with disabled employees. Genashtim’s Founder and CEO, Thomas Ng, emphasizes the necessity of teammates taking as many breaks as they need because many of them have medical conditions requiring maintenance therapy and other needs. In return, the company enjoys a marked increase in productivity and profitability as the quality of work trumps the quantity of work hours. The company enjoys more profits this way, enabling it to provide increments in employee compensation, which results in a win-win situation for all. 

Above all, PWDs work because they want to restore and preserve their dignity and self-respect. They want to be treated as equals on a level playing field so pity and special treatment at the workplace defeat the purpose of disabled workers. 

Myth: Disabled workers are not as committed to their jobs. 

Fact: Commitment and dedication to work are not determined by physical abilities. Disabled individuals often demonstrate resilience and strong work ethics. 

Although disabled remote workers may have special needs and require regular breaks, they return to work with renewed vigor and vitality to carry out tasks. At Genashtim, there are severely disabled individuals who are fully involved in their remote positions with a positive attitude and an unstoppable sense of duty and responsibility; they sparkle as beacons of inspiration and are one of the reasons for the company’s robust growth. 

Myth: Disabled remote workers lack a global mindset. 

Fact: Disabled workers are eager to prove their abilities according to global standards. 

A global mindset is something organizations stress due to expanding business globalization. While disabled remote workers may work and live in confined spaces, with the internet, they can acquire the knowledge and skills to go global. 

Companies also train their disabled employees on the gold standard and global mindset; the same can be done for disabled remote workers. In fact, disabled remote workers are just as keen as abled employees to develop themselves to meet global benchmarks and bring ever-evolving global values to the company. 

Myth: Disabled workers don’t need career growth or advancement opportunities. 

Fact: Disabled individuals, like any other employees, seek career development and advancement. With the right support and opportunities for inclusivity, they can contribute to the organization’s success and progress in their careers. 

Companies with disabled remote workers must have a proper professional development plan and funds for online training and courses. It’s also critical for disabled remote employees to have the following to improve their skillset and gain new essential skills: 

• Self-assessment 
• Performance evaluation 
• Recommendations for improvement and gaining relevant skills 
• Roadmap for yearly professional development programs 
• Skill/course/productivity tracking 
• Department learning initiatives 
• Reporting on professional development programs 
• Internal/skills-sharing sessions/debriefs 

It is wise to prioritize the professional development of remote workers by addressing concerns about the possibility of them leaving the company for more enticing job packages. Companies benefit hugely from better-equipped employees. The chances of employees going for greener pastures do exist. However, with targeted growth areas’ improvement initiatives and learning opportunities, remote workers demonstrate a commitment to their company’s success. Learning and augmented skills also boost workers’ morale; the same is true for disabled remote workers. 

The belief that disabled workers lack company loyalty prevails amid organizations’ disability inclusion policies. This cannot be further from the truth. Disabled remote employees are more likely to stay when companies understand the importance of professional development. Companies can attract and retain top talent more readily by investing in their employees. 

In conclusion, disability inclusion in the remote work sphere needs acceleration for economic growth, societal progress, community empowerment, sustainability, and nation-building. 

Hence, it’s important to demystify and separate fact from fiction so more PWDs can be absorbed into the remote workforce. An ideal society is where no one is left out in the margins to fend for themselves. 

Your Journey Toward Sustainable Remote Work Begins with JEDI Jobs. 

JEDI Jobs is a remote work portal that connects individuals from disadvantaged backgrounds looking for sustainable and gainful employment with global remote employers. We are on a mission to bring reliable employment opportunities to PWDs, refugees, seniors, stay-at-home and single parents, women in oppressed environments, and individuals with chronic illnesses. Register with JEDI Jobs here and join the remote work revolution to scale new heights.