5 Tips for Leading Disability E/BRGs in Today’s Landscape
At inQUEST, we believe disability inclusion and accessibility are not stand-alone initiatives—they’re integral to building workplaces that work for everyone.
As organizations navigate new hybrid, technological, and cultural landscapes, the role of disability-focused employee/business resource groups (E/BRGs) has never been more vital — and more complex.
The tips shared here draw on years of inQUEST experience partnering with organizations—including Disability:IN—to design and strengthen disability inclusion into cultures, leadership practices, and business strategies. These insights are intended to help leaders strengthen their E/BRGs as drivers for connection, innovation, and performance—and create workplaces where everyone can contribute at their best.
01 Navigate with Awareness
Understand your organization’s position on DEIA-related legal and cultural shifts.
Stay informed about federal guidance (EEOC, DOJ, Executive Orders) impacting inclusion efforts.
Be a welcoming place for all employees to share and connect in uncertain times.
02 Lead with Inclusion
Be explicit about openness—Disability E/BRGs should be inclusive and accessible to all.
Embrace intersectionality—disability touches every identity and department; partner with other E/BRGs as appropriate.
03 Strengthen Governance
Revisit and revise E/BRG charters, playbooks, and guidelines as needed.
Document activities and communications thoroughly.
Partner with HR and Legal to ensure compliance and alignment.
04 Drive Impact
Align E/BRG initiatives with business goals: e.g., recruitment, retention, innovation.
Support employee development through mentoring, workshops, and leadership opportunities.
Engage in community relations to amplify connection, visibility and impact.
05 Sustain Momentum
Integrate discussions of psychological safety* into meetings.
Practice self-care.
Set short-term goals—identify one initiative to advance disability inclusion in the next 90 days.
* Want to learn more about psychological safety? Check out our companion piece, The Psychological Safety Advantage, for additional insights and practical guidance.
