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The unique perspectives and problem-solving skills that individuals with disabilities bring to the workforce were key topics of discussion during the Air Force Materiel Command National Disability Employment Awareness Month Mentoring Panel, Oct. 22.
The event featured AFMC panelists with diverse disabilities as well as leaders who supervise employees with disabilities to provide a spectrum of perspectives for the virtual audience.
Hosted by Jazmyn Turner, Affirmative Employment Program Manager, panelists included Tina Spencer, Senior Action Officer, Aerospace Systems Directorate, Air Force Research Laboratory; Ashley Stiles, Chief, Financial Operations, Edwards AFB; and Andres Morales, Administrative Assistant, Edwards AFB.
This panel event was an opportunity to create greater awareness and understanding of challenges faced by individuals with disabilities and guidance for more productive, tactful mentoring relationships across demographics.
“People with disabilities include individuals with sensory, physical, and mental conditions and the people affected cross the lines of age, ethnicity, sex, race, sexual orientation, and socioeconomic status,” said Turner. “Almost everyone is likely to experience some form of disability, temporarily or permanently, so it’s important to cultivate effective mentoring relationships with individuals across the ability spectrum.”
Spencer began her introduction by describing her appearance at the panel to those who had visual impairments and could not see her. She indicated she was a white female with short curly hair and was wearing a bright pink jacket.
“I used to see my collection of disabilities, most of which are not visible, as challenges, but they have become my superpowers and a part of who I am,” said Spencer. “My autism in many cases helps me to see patterns others may not, and I can dive deep into solving complex problems.”
Accommodations are often simple. Spencer frequently wears a mask which she sees as a mobility aid empowering her to be a part of the outside world.
“It doesn’t make my challenges disappear, but it does allow for me to move forward, and that’s what inclusion is all about,’ said Spencer. “It’s creating environments where we have the tools we need to show up and be our best selves.”
All panelists emphasized the importance of asking questions to best understand how a person could be supported instead of just assuming. There is no one solution for every individual, so adjusting as appropriate to meet their needs is the key to success.
“Things that help me are having a designated quiet room where I can step away and regroup. Noise-cancelling headphones allow me to maintain focus,” said Morales. “What’s most important is having my supervisor check in once a week to ask me how I am doing and really listening to my response.”
Besides opening channels of communication, checking for unconscious bias is also critical.
“I've had moments where I've had to step back and check my own biases,” said Styles. “I once automatically assumed that an individual with a disability would want to stay in a role that was more familiar to them because I thought it would be less stressful. I didn’t realize I was limiting this employee’s potential.”
AFMC Cross-Cultural Mentoring sessions began in 2022 to highlight the importance of mentoring and encourage demographic diversity in mentor relationships across the command. The goal is to create an inclusive culture where individuals of all demographics feel comfortable requesting mentors, being actively engaged in a mentoring relationship, and can visualize themselves in leadership roles.
To learn more about mentoring visit the AFMC website: https://www.afmc.af.mil/careers/AFMC-Mentoring/.
View the entire mentoring session at the link below:
| Date Taken: | 10.22.2024 |
| Date Posted: | 11.05.2024 14:35 |
| Story ID: | 484451 |
| Location: | WRIGHT-PATTERSON AIR FORCE BASE, OHIO, US |
| Web Views: | 18 |
| Downloads: | 0 |
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