Disability Inclusion In The Workplace: Chari Chauvin Of Guide Dogs for the Blind On How Businesses Make Accommodations For Customers and Employees Who Have a Disability
An Interview With Eric Pines
“Keep perspective.” For most of us, work is not life or death. I think holding appropriate space for work while attending to what’s most important in your life is a great way to keep a healthy perspective.
As we all know, over the past several years there has been a great deal of discussion about inclusion and diversity in the workplace. One aspect of inclusion that is not discussed enough, is how businesses can be inclusive of people with disabilities. We know that the Americans With Disabilities Act (ADA) requires businesses to make reasonable accommodations for people with disabilities. What exactly does this look like in practice? What exactly are reasonable accommodations? Aside from what is legally required, what are some best practices that can make a business place feel more welcoming and inclusive of people with disabilities? To address these questions, we are talking to successful business leaders who can share stories and insights from their experience about “How Businesses Make Accommodations For Customers and Employees Who Are Disabled.”
As a part of this series, we have the pleasure of interviewing Chari Chauvin, Guide Dogs for the Blind Client/Volunteer.
Chari Chauvin has been a Guide Dogs for the Blind client since 2017. She actively participates in programs, conducts speaking engagements, and provides information and support to people who are blind or visually impaired and interested in working with a guide dog.
Thank you so much for joining us in this interview series! Before we dive in, our readers would love to “get to know you” a bit better. Can you tell us a bit about your ‘backstory’ and how you ended up where you are?
Thank you for including me in this series! My name is Chari Chauvin, and I’m an Operations Manager for a global athletic retailer where I’ve been employed for 21 years. I began losing my vision due to glaucoma about ten years ago. Within a period of six months my vision loss progressed so much that I had to relinquish my license to drive and learn how to use a white cane to navigate the world. It was a scary experience because so much of what I had done previous to vision loss now needed to be adjusted. In the workplace, I had to learn new ways of working, such as navigating a busy campus environment. I found myself feeling very isolated using a white cane. For me, the white cane and what I thought it symbolized was stigmatizing, and over time it took a toll on my confidence.
From that point, I knew that I wanted to get a guide dog. I researched several guide dog schools and learned about all the amazing programs that Guide Dogs for the Blind (GDB) has to offer, so I went on their website and applied online. Since being involved with the organization, I’ve received two guide dogs. My first was a Labrador named Joaquin, and currently I have the pleasure of working with my 4-year-old yellow Labrador, Haviland, named after one of Guide Dogs for the Blind’s veterinarians.
Partnering with a guide dog in my day-to-day life has made such a huge impact on my confidence, particularly within the work environment. Among many things, guide dogs serve as amazing social bridges. I feel that people at work are much more comfortable approaching me, and I feel I’ve regained my independence in the workforce and beyond.
You are a successful leader. Which three character traits do you think were most instrumental to your success? Can you please share a story or example for each?
Authenticity and empathy are absolutely important to success. Showing up as who you are, along with the ability to give people grace are two things I wholeheartedly believe in. I try to assume positive intent in situations or conversations with people unfamiliar with blindness. The saying “we don’t know what we don’t know” is so true. As an example, I knew nothing about blindness or how to interact with someone who is blind until I became blind myself. That realization influences my approach and understanding of others.
I also think leading by example, using your behaviors to inform or inspire, is key. When I was first new to blindness, I learned about how to thrive in blindness from other blind people. I watched how they handled their lives and took many cues from their examples. I feel that leading by example fundamentally helps others understand something they may not have had previous exposure to.
Can you share a story about one of your greatest work-related struggles? Can you share what you did to overcome it?
When I was first diagnosed, I struggled with the impact on my career. I tried to figure everything out myself and wrongly assumed I would have to give up my work. Once I began partnering with my employer, who proved to be extremely supportive, I learned that I could ask for and receive accommodations to help me continue my success as an employee. Once I found my voice again, my struggles have felt more like successes.
What are some of the most interesting or exciting projects you are working on now?
I am an avid advocate for Guide Dogs for the Blind and have been involved in many volunteer projects with the organization. My partner and I are foster care providers for guide dogs who are in need of temporary or long-term care. I co-founded a group called GDB HaRT of Oregon (Handlers and Raisers Together) which brings together local GDB volunteer puppy raisers with local guide dog handlers. Our purpose is to strengthen the bond we all share as part of the GDB family, and highlight connections between the roles puppy raisers play and the success of future guide dogs. The life cycle for establishing a guide dog team is lengthy, from when a guide dog puppy is born to when they are matched with a client. It takes a community of volunteers, veterinary staff, trainers, program directors, and program staff to make the Guide Dogs for the Blind mission a success. Ultimately, the organization’s success helps clients feel empowered within their workplaces and in the broader world.
Fantastic. Let’s now shift to our discussion about inclusion. Can you tell our readers a bit about your experience working with initiatives to promote Diversity and Inclusion? Can you share a story with us?
Some of the most important work employers can engage in to promote Diversity and Inclusion is in raising awareness through relevant programming. Committing to the work and “walking the talk” are essential in authentic Diversity, Equity and Inclusion work. My employer has several thriving Employee Resource Groups (ERG’s) who are united in the mission to advance the development of their members, promote the company’s cultural awareness, and demonstrate commitment to DE&I in the communities where employees live and work.
Organizations can help drive diverse and inclusive initiatives through their recruitment and hiring practices. This is where educating the workplace about inclusive initiatives plays a key role. Efforts such as external communications, whether through social media campaigns and/or through company websites and blogs, play a critical part in communicating to others that the company truly welcomes all people. The language that companies use also needs to be inclusive, and I’m proud that my company can reflect that within the organization through concerted DE&I efforts throughout the hiring process.
This may be obvious to you, but it will be helpful to spell this out. Can you articulate to our readers a few reasons why it is so important for a business or organization to have an inclusive work culture?
It’s important for organizations and businesses to have an inclusive work culture because diversity is the nesting ground for creativity. Every person comes from their own unique background. Bringing people with different perspectives and voices to the table often results in greater productivity, creativity, and better problem-solving. To be innovative and truly speak to diverse audiences, organizational strategies need to reflect that diversity no matter what the brand. It all starts by cultivating the culture of inclusive workplaces and embracing the benefits of truly diverse teams.
The Americans With Disabilities Act (ADA) requires businesses to make reasonable accommodations for people with disabilities. For the benefit of our readers, can you help explain what this looks like in practice? What exactly are reasonable accommodations? Can you please share a few examples?
A reasonable accommodation is any accommodation made in the hiring process, work environment, or in the actual work, that allows a person with a disability to perform the essential functions of the job. For example, in my case, I requested magnification software to enable me to perform my job. If the accommodation request is “reasonable” and does not place undue burden on the business, they are required to make the accommodation under the law. Another example that enables full participation in meetings is to provide written materials in large print, or provide them prior to meetings. This accommodation allows me to fully follow and contribute in meetings because I have the material in an accessible format.
The employer is not required to assess or determine what an applicant or employee may need. The onus is on the applicant or employee to make any requirements known. For someone with a new disability, there may be a period of trial and error to figure out the best accommodations for their situation.
These reasonable accommodation examples are ways employers can abide by the ADA but also ensure that they are as inclusive as possible within their current or prospective talent pool.
Ultimately, the ADA holds companies accountable for fair practices within the workplace and provides a level of protection to ensure that these practices are equitable to all applicants or employees.
Aside from what is legally required, what are some best practices that can make a business place feel more welcoming and inclusive of people with disabilities? If you can, please share a few examples.
Companies who make concerted efforts to ensure business practices are being implemented through a truly inclusive and equitable lens utilize best practices in inclusive hiring. These can include partnering with local disability advocacy and community groups to fuel the hiring pipeline, ensuring the application process itself is accessible, and making accessibility a forethought, not an afterthought. Beyond the hiring process itself, businesses should avail themselves of the passion and expertise of their employees with disabilities by soliciting feedback, and implementing recommendations. Demonstrating commitment to inclusive practices engenders loyalty in the workforce, and establishes a positive reputation as an employer of choice for people with disabilities.
Can you share a few examples of ideas that were implemented at your workplace to help promote disability inclusion? Can you share with us how the work culture was impacted as a result?
As I mentioned earlier, people don’t know what they don’t know. Education is a big part of living with any disability. I was part of an “I Speak” campaign where employees with disabilities volunteered to be interviewed on what their disability means to them. The short vignettes were disseminated throughout the company as a means to help others understand. It created a venue for employees to share something of themselves, and a safe space for people to comment and ask questions. Many connections were forged from this project and the relevance lives on.
This is the signature question that we ask in many of our interviews. What are your “5 Things I Wish Someone Told Me When I First Started My Career”?
“You are only as good as your team.” I’d always thought of myself as a team player but I don’t think I truly understood the breadth of what that means. Supporting everyone on the team, seeking opinions from each member, and advocating for the good of the team, all help to make everyone successful. The whole is greater than the sum of its parts.
“It’s perfectly ok to be your authentic self.” In fact, it’s a great thing! I really do wish I had learned this earlier on in my career. Sometimes in a competitive environment employees feel that they have to “play the game,” but I quickly learned that leaders who are authentic are respected and sought out by others for that authenticity. I think people see through those who are inauthentic in the workplace.
“If you don’t ask for it, you’re not going to get it.” Are there leaders who champion the people on their team? Absolutely, but you can’t count on that and no one knows what you need more than you. Ask for what you need, and do it with pride and conviction.
“Keep perspective.” For most of us, work is not life or death. I think holding appropriate space for work while attending to what’s most important in your life is a great way to keep a healthy perspective.
“You don’t have to be the CEO.” I’ll never forget when I applied for a new role in the company years ago, I was asked where I wanted to be in five years. I gave what I thought was a great answer, which was met with an incredulous, “You don’t want to be the CEO?”! This is simply to say, it’s okay to be where you are, find your spot and celebrate it.
Can you please give us your favorite “Life Lesson Quote”? Can you share a story about how that was relevant in your own life?
I actually have two quotes that really resonate with me. Not too surprisingly, they are both from Helen Keller. The first is “Optimism is the faith that leads to achievement,” which pairs well with the second quote, “Alone we can do so little, together we can do so much.” I would not be in the place I am today if I didn’t believe I could be here, and I definitely could not have gotten here alone.
You are a person of enormous influence. If you could inspire a movement that would bring the most amount of good to the most amount of people, what would that be? You never know what your idea can trigger. 🙂
If I had to choose just one, it would be a movement dedicated to combating the misconception that those with disabilities are somehow “lesser than” others. Given the number of people who are, or will be impacted with a disability in their lifetimes, it is crucial for people to understand disabled workers are completely capable of doing the same work as their colleagues. Disabled workers may sometimes need to approach the work differently or utilize accommodations. That resourcefulness and unique perspective is exactly what makes us well-rounded, adaptive and creative employees who thrive in their workplaces.
How can our readers further follow your work online?
I’m a huge advocate for Guide Dogs for the Blind and often volunteer to help raise awareness around their programs and services. I’m passionate about ensuring people know that Guide Dogs for the Blind trains and provides highly trained guide dogs to blind and visually impaired individuals completely free of charge. This includes free veterinary services throughout the dog’s life. All this is possible due to generous contributions from donors. Guide Dogs for the Blind does all this and more without any government funding. It’s truly phenomenal because it absolutely changes peoples’ lives. Anyone can get involved in volunteering or donating directly to the organization by going to guidedogs.com. They will also be hosting an upcoming Virtual Holiday Luncheon event on December 4, 2022, where audiences will have the unique opportunity to see some of the guide dog teams and puppies in action, as well as be able to directly donate during this free event.
This was very inspiring. Thank you so much for the time you spent with this. We wish you continued success and good health!
About the Interviewer: Eric L. Pines is a nationally recognized federal employment lawyer, mediator, and attorney business coach. He represents federal employees and acts as in-house counsel for over fifty thousand federal employees through his work as a federal employee labor union representative. A formal federal employee himself, Mr. Pines began his federal employment law career as in-house counsel for AFGE Local 1923 which is in Social Security Administration’s headquarters and is the largest federal union local in the world. He presently serves as AFGE 1923’s Chief Counsel as well as in-house counsel for all FEMA bargaining unit employees and numerous Department of Defense and Veteran Affairs unions.
While he and his firm specialize in representing federal employees from all federal agencies and in reference to virtually all federal employee matters, his firm has placed special attention on representing Veteran Affairs doctors and nurses hired under the authority of Title. He and his firm have a particular passion in representing disabled federal employees with their requests for medical and religious reasonable accommodations when those accommodations are warranted under the Rehabilitation Act of 1973 (ADA). He also represents them with their requests for Federal Employee Disability Retirement (OPM) when an accommodation would not be possible.
Disability Inclusion In The Workplace: Chari Chauvin Of Guide Dogs for the Blind On How Businesses… was originally published in Authority Magazine on Medium, where people are continuing the conversation by highlighting and responding to this story.