The latest discussion by Business Disability Forum (BDF) examines the authenticity of employers’ commitment to disability inclusion, termed ‘purple washing.’
- ‘Purple washing’ refers to businesses’ public claims of disability inclusivity that lack genuine practices or actions behind them.
- The discourse also highlights ‘purple hushing,’ where businesses refrain from sharing good disability inclusion practices.
- Experts debate on the implications of ‘purple washing’ and the role of transparency in fostering genuine inclusivity.
- The discussion offers actionable advice for organizations aiming to improve their disability inclusion practices.
Organisations are increasingly recognizing the benefits of a diverse workforce, yet questions remain regarding the authenticity of their inclusivity claims, particularly concerning disability inclusion. Business Disability Forum (BDF) has launched a new discussion paper and podcast to address these concerns, exploring the concept of ‘purple washing.’ This term describes situations where businesses publicly declare their commitment to disability inclusion without implementing corresponding meaningful actions. The initiative is part of BDF’s ongoing ‘Disability Today’ series, aiming to shed light on the nuances of this crucial topic.
Adding another layer to the discussion, BDF introduces the idea of ‘purple hushing,’ a practice where companies refrain from promoting their effective disability inclusion efforts. This reluctance often results in missed opportunities for setting industry standards and improving the experiences of disabled individuals. BDF’s CEO, Diane Lightfoot, hosted the podcast, featuring insights from Peter Torres Fremlin, a consultant and author of ‘Disability Debrief,’ and Birgit Neu, a seasoned DEI professional. Together, they tackled challenging questions, such as whether businesses need to perfect their practices before highlighting them, or if transparency in progress is more beneficial.
Peter Torres Fremlin voiced the community’s perspective, stating, ‘We need to look at it in the sense of disability being used to boost a business’ reputation when other elements of the business are not so positive.’ His statement underscores the risk of exploiting disability inclusion for image enhancement rather than genuine integration. Meanwhile, Birgit Neu emphasized the importance of foundational practices within businesses, saying, ‘Businesses need to demonstrate they have the kind of all year-round basics in place.’ Both experts agree on the need for consistent leadership commitment and transparency across organizations.
Discussions also touched upon the consequences that come with ‘purple washing’ and ‘purple hushing.’ Such practices can lead businesses to appear inauthentic and may result in overlooking the needs of disabled individuals. Neglecting genuine efforts potentially affects productivity and revenue negatively. Notably, disability-inclusive organizations are reported to achieve significantly higher revenue, highlighting the tangible benefits of truly inclusive practices.
BDF provides clear guidance for companies striving to avoid these pitfalls. Businesses are encouraged to begin with substantial actions, such as hiring disabled individuals across roles and creating suitable workplace adjustments. Only after establishing robust policies should they promote their efforts, ensuring they remain transparent and authentic in their journey towards inclusivity. This strategic approach not only furthers organizational credibility but also fosters a more inclusive workforce.
Business Disability Forum’s initiative calls for genuine commitment to disability inclusion, urging organizations to move beyond superficial practices.
