Accommodation and an NHL arena
We’re in the heat of the NHL’s Conference Finals. I thought I’d share a lesson in accommodation I learned from my beloved Pittsburgh Penguins this hockey season.
I dealt with the absolute absurdity of the arena’s “no bag” policy on the day of the game. Afterwards, I had quite a few thoughts on the difference between accommodation and inclusivity.
The Pens (as an organization) pride themselves on promoting inclusivity. Yet the “no bag” policy they have at the arena is far from it.
The problem with a “no bag” policy
For those who don’t know, the “no bag” policy is what it says. You are not allowed a bag in the arena, unless it is a diaper bag or for medical exceptions. You are allowed a wallet or wristlet no bigger than 4 x 6 x 1.
During this process, it struck me how ableist and sexist this policy is. What they’re basically saying is that only able-bodied men and able-bodied parents of pre-potty trained children are considered “normal” visitors to the games. All the rest of us who don’t fit those categories are “other.” This means we have to find ways to accommodate our needs.
For example – what about a person who needs to carry an EPIPEN? Or an inhaler? What if you’re menstruating and require multiple pads or tampons? Do you have a medical appliance like an ostomy bag that requires supplies? What if you suffer from chronic pain and need to bring supplies with you?
All these folks, who don’t necessarily fall under the category of disabled, are forced to make adjustments to their plans or seek out accommodation, because of this policy.
PPG Paints is required to provide reasonable accommodation to folks under the ADA, and they do a great job of it. However, there is a real difference between accommodation and inclusivity.
The ridiculous act of stuffing my jacket pockets with car keys, kleenex, the container for my braces, chapstick, ID, only to have to empty those pockets to hand to the security personnel before the metal detector and then have them handed back was the final straw.
If only there was some form of container I could use for all my possessions! Making it easier (and quicker) for both me and the security personnel.
Inclusive policies at work
So – mini-rant aside – this experience prompted me to think about what it means to be accommodating or inclusive in work environments.
You might have maternity leave (accommodation) but do you have designated parking for pregnant employees (inclusion)?
You might have free pads and tampons in the bathrooms (accommodation) but have you considered including menstrual leave in your sick leave policy (inclusion)?
There are countless other examples of making a policy truly inclusive, rather than just accommodating.
It is incumbent upon all leaders to create a work culture where people feel they can bring their whole and authentic selves to work – that is what it means to be inclusive.
