My disability wasn’t something I was born with; it resulted from a scooter accident when I was 17. Having experienced life as a fully able-bodied person for those first 17 years, and now living with a disability for even longer, I have a unique understanding of both worlds. This unique experience has allowed me to understand the able-bodied abilities compared to a person with a through-knee amputation and how this can vary significantly.
In sport, there’s often a question of how to coach someone who’s never had the use of their legs versus someone like me, who lost a limb later in life. Every disability is unique, almost like a fingerprint, and this diversity of disability and accessibility extends into the workplace. When I began swimming post-accident, we were often used to showcase a variety of disabilities. At one event, eight swimmers with completely different disabilities competed. This experience underscored the importance of understanding individual needs and abilities rather than making broad assumptions. For example, as a through-knee amputee, I competed against others with varying levels of amputation. The challenge of comparing different disabilities—like how a leg amputee might compete against an arm amputee in swimming—mirrors the workplace’s need to cater to diverse needs without a one-size-fits-all approach. Just as in sport, where classification is made based on specific abilities, workplaces must consider the specific requirements and strengths of their employees.
In my daily life, certain adaptations intended to help can sometimes be more of a hindrance. For instance, ramps can be challenging because my prosthetic foot struggles to clear them, and wet floors in disabled bathrooms can be hazardous. Similarly, in digital marketing, it’s essential to cater to a broad audience without assuming the worst-case scenario for all. Understanding the specific needs of your audience is beneficial, rather than applying blanket solutions that might not work for everyone. This principle of tailored accessibility extends to digital spaces. For example, visually impaired individuals often have software to navigate digital content. Therefore, creating digital marketing materials should involve ensuring compatibility with these programs rather than overhauling content based on assumptions. It’s about finding a balance that meets the needs of as many people as possible without unnecessarily restricting others.
In sport, we’ve seen debates about integrating disabled athletes with able-bodied athletes, questioning fairness and classification. This debate parallels discussions in workplaces about how to create inclusive environments. It’s not about giving special treatment but about understanding and being considerate towards diverse abilities in a way that’s fair and effective for everyone involved. Just as it’s challenging to compare athletes with vastly different disabilities, it’s important to consider the unique needs of each employee in a workplace. I’ve noticed that many people assume that because I have a physical disability, I might also have cognitive limitations. This misconception extends into interactions where people might speak louder or slower to me. In a professional setting, it’s crucial to communicate effectively and respectfully, understanding that physical disabilities don’t equate to intellectual ones. Knowing your audience and tailoring your communication style is key.
Ultimately, my experience in both sport and the workplace have taught me the importance of nuanced understanding and tailored approaches to disability and accessibility. Every individual’s needs are different, and effective inclusion involves recognising and addressing these unique challenges. Whether in the pool or the office, it’s about creating spaces where everyone can perform at their best, feel respected, and have their specific needs met.
Advice for coworking space owners
The IDEA handbook serves as an invaluable guide for owners of coworking spaces seeking to engage with the concepts of Inclusion, Diversity, Equity, and Accessibility (IDEA). Given how vast these concepts are, the handbook breaks them down into manageable sections, allowing owners to address each area individually and effectively. For instance, the needs of individuals with disabilities might differ significantly from those of the LGBTQ+ community, and I believe that the handbook helps navigate these differences. By understanding where the conversation currently stands in each sector, coworking space owners can create more inclusive and adaptable environments.
One of the most valuable insights that I can offer coworking space owners is to recognise that not every disability is visible. Many people with disabilities, including those with neurodivergence, may not disclose their conditions in the workplace or in coworking spaces. As a coworking space owner, it’s essential to cultivate an environment of transparency without making assumptions. This involves actively engaging with members to understand their unique needs and preferences. Rather than imposing solutions, it’s about asking the right questions and being receptive to feedback, to ensure that the space meets the diverse needs of all its users.
One aspect that I appreciate about the IDEA handbook is that it encourages space owners to nurture an inclusive environment by staying informed, asking questions, and making informed decisions that reflect the actual needs of their community. By doing so, owners can support their members in achieving their best work, regardless of their backgrounds or abilities.
By embracing the principles outlined in the IDEA handbook and encouraging a truly inclusive environment, coworking space owners can significantly impact their communities. It’s about understanding and valuing the unique contributions of each individual and creating spaces where everyone can thrive.
Join me in the second and final instalment of this blog piece as I share a strategic approach on how to implement the IDEA handbook into your spaces and my vision of inclusion, diversity, equity and accessibility.
About Natalie du Toit MBE, OIG
My name is Natalie du Toit MBE OIG, and I have a decade of experience in communications, specialising in crisis and reputation management. Over the past eight years, I’ve had the privilege of working at a strategic level, focusing predominantly on marketing and communications within the FinTech space globally. I take great joy in aligning digital strategies to distinctly position my clients and their businesses in the marketplace. Beyond my professional endeavours, I am an Olympic and Paralympic swimmer, having competed in the Olympic Games and earning numerous medals at the Paralympic Games. My journey has also included serving on various boards and international athletes’ commissions, allowing me to gain a wealth of experience across both able-bodied and disabled sporting events.
This role has provided me with valuable insights into the integration of disabled athletes and the evolving landscape of sport over the past two decades. As an international keynote and motivational speaker, I am passionate about sharing my story of overcoming obstacles and motivating others through challenging times. Diversity and inclusion are at the heart of my daily life, and I am dedicated to building relationships and partnerships that encourage these values.