Valuing the Strengths of our Differences

Most organisations have a diverse mix of employees. So, to ensure everyone can work to their strengths, we need to understand everyone’s differences. That way, we discern the strengths those differences offer.

The Paralympics is a learning opportunity that helps us to both understand and value people’s differences.

Wheelchair users first became a part of the Olympics in the London 1948 Olympic Games thanks to Dr Ludwig Guttmann, who opened the Stoke Mandeville Spinal Injuries Centre in Aylesbury, Buckinghamshire. Read about the Stoke Mandeville Games and Paralympic movement here.

In life, two people with the same disability may well have different needs and issues. Just as able-bodied people do.

At the Paralympics, we see many different abilities (a preferable word to ‘disabilities’). We see people in wheelchairs, with impaired vision, amputees, and others with differing physical and intellectual impairments, all competing in the same event – swimming, perhaps. Every individual has very different needs, which makes these impairment categories particularly challenging.

When competing in the Paralympics, Judo’s visual impairment categories were something like this:

B1 – completely blind
B2 – seeing a bit of light, can walk along a path with someone aiding
B3 – in enough light, can walk along a path unaided (my category)

There’s a fine line between B2 and B3 – there could be many differences and similarities.

Despite that, I loved competing in the Paralympics. My first was Barcelona in 1992 and the last was Beijing in 2008, where I came last. We all have bad days, and that was spectacularly mine! But I’m proud of my achievements:

• 1996 Atlanta – Bronze medal
• 2000 Sydney – Fifth
• 2004 Athens – Silver medal

The Paralympic Values:

• Courage
• Determination
• Inspiration
• Equality

These qualities are also essential in leadership roles. So, let me ask:

How courageous are you at work?
If you notice that, for instance, a certain process isn’t working, are you brave enough to explain how to improve it?

Paralympians demonstrate how sport can be done differently using their impairments as a strength, not a weakness. When noticing those differences in the workplace, value them. Differences must be encouraged to give people the courage to create something new, helping your team achieve their targets.

How determined are you at work?
Not everyone will agree to do things differently. But courage and determination drive your vision to create a plan and do it. Determination helps to see a project through to the end. If it’s a success, great! If it fails, be proud that the team tried and do something different.

Courage and determination are strong, inspiring skills in leaders, managers and team players.

Have you ever been told that you’re inspirational?
That can feel awkward. How do I respond? Saying, “Thank you, I know!” sounds big-headed. Saying a simple, “Thank you, how kind,” may lead to them justifying their comment because they think you don’t believe it. Another cringe moment; there’s a fine line between staying humble and being cocky!

Even if nobody’s ever told you that, chances are high that you’re being noticed. You never know who’s being inspired by your actions when you’re true to your values. As a leader, it’s important to give 100% all the time because people are watching, even if they never say anything.

Many Paralympians are inspired by their predecessors. That inspiration turns into motivation, a need to discover how to do that sport, transforming motivation into action.

Transforming motivation into action isn’t easy. Some people are naturally determined; others must find the courage of their convictions. That’s where equality – or better still, equity – comes in. Especially in the workplace.

Equality and Equity in the Workplace

Equality is the last Paralympic value. I’m including Equity here as that’s what values people’s differences, helping them to shine in the workplace.

Valuing everyone equally means asking each person what they need; what reasonable adjustments, technology, or training will help them progress. Such as soft skills training, or time-management tools that could help people with ADHD or autism.

Remember, people with similar conditions often have different needs, so don’t assume what they need. One person told me that his ADHD means he needs clarity on how his tasks fit into the bigger picture. That knowledge helps him focus and values his difference.

Using equity and equality demonstrates that you value people’s differences. It empowers them to make a difference within your team and makes them feel safe doing so.

Never assume or guess what people need – always ask.

If you have wheelchair users in the organisation, make sure everyone knows never to push their chairs without asking first. This is tantamount to a stranger grabbing your hand on the street and walking with you. Check with the individual first about their preferences; many wheelchair users prefer not to be asked at all – they’ll ask for help if it’s needed.  

Just as every Paralympian has their own specific differences, so too does your team. Using these Paralympian values to help your team perform to the best of their abilities will help you all win Gold!