With the assaults on diversity and inclusion intensifying, philanthropy must make sure to support everyone who faces further marginalization of their rights, freedoms, or opportunities.

This includes people who may be disadvantaged because of their race, identity, or immigration status.

It also relates to the millions of Americans who are living with disabilities — a population that has long faced an uphill battle to gain opportunities, support, and recognition in our field. Consider that just one penny of every 10 grant-making dollars in the United States goes to disability rights and social justice, a 2023 report by the Disability & Philanthropy Forum found.

I share this perspective as the leader of a search firm that has long prided itself on designing and executing inclusive recruitment processes. Yet, admittedly, we have not always attuned our own efforts to ensure that candidates with disabilities are positioned to present themselves in the best way possible to potential employers.

We’ve assessed our track record in this area in recent years and realized we had work to do. As a result, we’ve been proactive in identifying any unconscious bias we may harbor — and also committed to continuously learning and growing as we conduct searches.

To be clear: When it comes to hiring people with disabilities, we don’t claim to be experts. However, we are ardent advocates and allies who believe that our journey toward gaining greater understanding and awareness could be helpful to leaders looking to fill positions in their organizations.

And at a time that calls for being especially committed to supporting and advancing opportunities and fairness for everyone, our field must double down on making sure we’re living out these principles with the individuals we hire.

Here are some key takeaways from our experience that you can apply at your organization.

Think Beyond Preconceived Notions

Mention the word “disability,” and many of us are conditioned to think of a wheelchair — a response that is surely reinforced by the use of this image to indicate disability access everywhere from bathrooms to parking spots. Yet the reality is that those who use a wheelchair represent a small fraction of people with disabilities, including those with disabilities that exist but are not necessarily visible.

Don’t Assume a Disability Is a Problem

The knee-jerk reaction is often to consider a disability as a challenge that needs to be managed. Certainly, there are many instances in which accommodations are necessary and should be prioritized. However, many of us may unconsciously overlook the unique capabilities that people develop from living with their disabilities over time. Strengths and skills such as problem solving, developing innovative workarounds, and deep empathy that result from this experience are applicable in the workplace in myriad ways.

Don’t Expect — or Demand — Full Disclosure

Every candidate you interview surely has aspects of their life that they may not share in the interview process. While people with disabilities shouldn’t be expected to meet a standard of disclosure that is not required of all candidates, there are federal regulations that encourage disclosure. It’s important to familiarize yourself with the letter and spirit of these requirements. Ultimately, the key consideration is whether the disability would require accommodation in some way.

Some candidates choose to be forthcoming about a disability, while others, particularly people of color who fear they already face hurdles that others are not required to clear, may opt for non-disclosure. In any case, it’s only just to let the candidate decide whether they choose to disclose their specific situation.

Broaden Your View of What Talent Looks Like

There are plenty of reasons why it’s problematic to cling to a perception of what your ideal candidate looks like — whether that relates to physical appearance, experience, or how they present themselves. But the overarching disadvantage to this thinking is that you limit the potential of your search before it even begins.

Don’t Overlook the Power of Diversity

Potentially lost amid the recent attacks on DEI are the proven benefits of building and fostering a diverse team. We learn and grow from working with colleagues with different experiences, backgrounds, and perspectives. People with disabilities should be part of that mix for the unique viewpoints and abilities they can add to help advance your organization’s mission.

Know There Is Always Room to Improve

The disability community is always changing and evolving as advocates push for greater awareness and respect, including the ways disability is defined and discussed. It’s essential to keep up with these changes, be open to listening, and be willing to have frank conversations within your organization to move forward in positive ways.

Amid all the furor to roll back progress on DEI, nonprofit leaders should stay focused on finding and hiring great candidates who will contribute to their work in innovative and inspiring ways. Being intentional about consistently weaving people with disabilities into that process can help us achieve that goal.

My friend and colleague, Beth Sirull, president and CEO of the National Organization on Disability, recently stressed that her group remains “committed to facts, fairness and ensuring that Americans with disabilities have access to equal opportunity.”

Creating that access at your organization is not only the right thing to do — it opens the door to better achieving your mission with the help of some incredibly talented and committed professionals.