Carefulness expressed by not speaking

  There are various ways of communication at work. Sometimes quiet observations and participation are more than active opinion exchange. Especially for employees with disabilities, there may be many contexts and intentions. This may not be a matter of passive attitudes or introverts, and it may be a combination of various situations and experiences.

  The story of the disability is still a cautious and unfamiliar topic for many. Employees with disabilities may choose to respond to the response of ‘okay’ or to delay speaking rather than directly mentioning their own situation. This can be caused by cautious judgment considering whether your opinion will be accepted or not burdened.

Work environment and culture that causes silence

  The work environment is sometimes a factor that allows employees with disabilities to choose a quiet way. Examples include a structure that cannot be easily interrupted by the flow of speech at the meeting, a schedule or a tool usage operated without individual adjustments, and a sense of distance from dinner or informal meetings. These factors are not clearly expressed in words, but they are repeated, ‘it is better to go beyond reference than revealing discomfort.’

  In particular, if the disability is not externally revealed, the difficulty of the parties is not fully understood, or the legitimate coordination may be the burden of ‘special treatment’. In this situation, employees may be quietly endured rather than explaining their position, and in some cases, they choose to act in the direction of minimizing their presence in the organization.

Organization’s attitude to understand quiet participation

  Rather than simply interpreting the silence or silent participation of employees with disabilities as ‘passive’, we need an attitude to understand the prudence and context in it. Silence is sometimes connected to trust or psychological stability in the organization, and it can only lead to expressions when the atmosphere of speaking is formed.

  Not speaking does not mean something or a problem, but it can be understood as one of the diversity of expression. Attempts to detect discomfort, avoiding unnecessary interpretations and maintaining an open posture are an important component of organizational culture that understands disability.

  Understanding of disability is not just acquired of information, but it is linked to the sensitivity of unnecessary situations. Quiet participation is also meaningful participation, and the environment where you can respect and support it is the basis for the organization that all members can work more comfortably.