Advocating for Yourself: Navigating Disability in the Workplace

My Story:

My disability is the result of an injury I sustained in Iraq. I was shot in the leg by a sniper, a wound that left me permanently disabled at 20 years old. I've had a disability parking placard since 2007 and never had a problem with it — until I started working for a Fortune 500 company. There, I ran into an issue my coworkers were dealing with too, but were afraid to speak up about. That experience became a keynote I've delivered for years to teach disability advocacy.

Here are THREE TIPS s to help you if you're an employee with a disability:

1.) Make Sure Your Complaint Is Valid:

Ask yourself: is this a complaint, or is it something covered under the Americans with Disabilities Act (ADA)? I'll use myself as an example. If my boss grumbles when I take a break to rest the leg a sniper's bullet left me with, that's a complaint. If he refuses to let me sit or rest at all and tells me to keep walking or find another job, that's a potential ADA violation I can take to the Equal Employment Opportunity Commission (EEOC).

Many people take something to the EEOC because it feels unfair. But "unfair" isn't the standard. When you're making your case in front of an investigator or an arbitrator, what matters is whether your rights under the law were violated — not whether you were treated fairly.

2.) Try to Resolve the Issue First

Your disability may seem obvious to you, but make sure your employer actually knows about it and understands your limitations.

Here's another example from my own life. I once had a job that required daily rounds around the facility, including walking up and down four flights of stairs every hour. That wasn't a problem when I started, but over time the walking began causing problems with my feet, and I could no longer perform that part of the job.

Before it became a bigger issue, I went to my doctor and asked for a letter describing the extent of my injuries and stating that I needed a workplace accommodation. I gave that letter to my employer, then had a short conversation with HR and my direct manager explaining that my accommodation limited how much I could walk per shift.

I also chose to share this with my small team so no one would think I wasn't pulling my weight. To be clear, that was my choice: you are not required to disclose your disability to anyone beyond the people in your organization who need to know. For me, it was a way to head off problems and show that I was still willing and able to do my job — with an accommodation.

3.) If you've filed a claim and it's under investigation, stay professional at work. Keep documenting any discrimination you believe is based on your disability, but do it the right way. Don't share proprietary information or send sensitive emails that could get you suspended or fired before the investigation wraps up.

It took months for my case to be accepted and investigated. In the meantime, I kept documenting, kept doing my job, and stayed respectful all the way to arbitration.

Why I Do This Work

Speaking about disability in the workplace is work I truly love. It started when I joined the SourceAmerica speakers bureau, which advocates for people with disabilities working on government contracts. This work has been rewarding for me as an advocate, and it has given me a platform to show people that there's no reason to be afraid of being disabled — or of standing up for yourself when you are.

Bring This Conversation to Your Organization

Most organizations want to be inclusive. Far fewer know what that looks like on an ordinary Tuesday afternoon, when an employee needs an accommodation and a manager isn't sure what to say. That gap is where problems start — and it's where I can help.

I'm David Kendrick Jr., a Purple Heart combat veteran, disability advocate, and keynote speaker. I bring a firsthand perspective on disability in the workplace: what it feels like to need an accommodation, how to ask for one, and how leaders and teams can respond in ways that keep people productive, respected, and on the job.

My talks are a strong fit for:

•         National Disability Employment Awareness Month events and employee resource groups

•         Leadership and manager training

•         HR, DEI, and benefits teams

•         All-staff meetings and company conferences

Your team will walk away with:

•         A clear understanding of the difference between a workplace complaint and an ADA issue

•         Practical steps for requesting — and granting — accommodations

•         Ways to build a culture where employees aren't afraid to speak up

•         Real stories that stick long after the event ends

Let's bring this message to your team. Reach out to book me for your next event: Mental Health Speaker- David Kendrick | Lion Speaking Agency