I

t was a hurdle he had never expected to face. In 1985, David Rundle, a man who had just graduated cum laude with a bachelor of arts in communications, could not even score a job interview.

David is a man of many words. He also happens to have severe cerebral palsy as a result of a brain injury at birth. The condition affects his motor skills and speech, so he expresses himself most effectively in writing. But even the most elegant prose could not get David past the stigma surrounding physical disabilities that can exist in the business world.

David Rundle

"Back then, I had to realize that I would never have a nine-to-five job," David, now 49, says. "That left a pool of bitterness for about five years."

Slowly, David made progress along his career path. He was hired to write a column for his local newspaper. He wrote poetry, eventually publishing an anthology. And finally, in 2001, he began writing for the Wichita Eagle, a daily newspaper in Wichita, Kan., that reaches 90,000 households. He is still a popular columnist there today.

"I had to let go of my anger before all this happened," he says. "I don't know why I never got interviewed in 1985. It no longer matters."

Being defined by one's disability can be a daunting workplace challenge. But workers can respond to colleagues who have disabilities in a life-affirming way, says David E. Nelson, D.Min., an Appreciative Inquiry coach with The Human Agenda, LLC.

David Nelson

"We are all ‘differently-abled' and we each bring our unique set of gifts to life," Nelson says. "In the workplace, we should strive to discover and build on each person's strengths and to partner their vulnerabilities."

Paul endorsed a similar approach in his letter to the church in Philippi: "Do nothing out of selfish ambition or vain conceit, but in humility consider others better than yourselves. Each of you should look not only to your own interests, but also to the interests of others." (Philippians 2:3-5)

A person could apply this advice in a professional setting by assisting coworkers who have disabilities - without singling them out. For example, an employee walking to the mailroom could stop by the office of a colleague who has a physical limitation and offer to take along his mail. She could extend the same offer to other colleagues, as well. Such simple, courteous acts can create an atmosphere of inclusion and community.

Other, more specific assistance, such as offering a guiding arm to an individual who has a visual impairment, is only appropriate if the right conversation takes place beforehand.

"Each person is different. The key here is communication," Rundle says. "If a nondisabled worker wants to help, she or he should ask the coworker who has a disability if he or she wants the assistance."

Likewise, a person who has a disability should be candid with employers about any limitations that could impact job performance. This enables an employer to provide the necessary assistive technology or supports to help that individual succeed.

One of the eight assumptions of Appreciative Inquiry - an organizational development philosophy that celebrates individuality and effective practices in a functional workplace - is that it is important to value and celebrate differences. Each person has an important contribution to make, Nelson reminds us, if we can effectively nurture him or her.

"In the special case of persons with disabilities, we strive to create situations where they can offer their gifts, attain success and find satisfaction in contributing to the vision of the organization," he said.

"No one needs sympathy, but we all need empathy. No one needs help, but we all need assistance. In the workplace and in the world, the best thing we can do to partner with other people is to assist them in becoming the heroes of their own story. "No figure in history did a better job at doing all this than Jesus."

Our actions as Christians - in and out of the workplace - may be the only example of Jesus' love for people who are not part of a faith community. A Harris Poll commissioned in 2000 by the National Organization on Disabilities reported that there are 54 million people with disabilities in the United States, or one-fifth of the population. Out of the general population, 65 percent attend church once a month. That figure is significantly lower among those who have disabilities - only 47 percent of individuals in that group attend church each month.

Peter, one of Jesus' disciples, wrote that we as Christians should conduct ourselves in a way that inspires others to the faith: "Offer hospitality to one another without grumbling. Each one should use whatever gift he has received to serve others, faithfully administering God's grace in its various forms. If anyone speaks, he should do it as one speaking the very words of God. If anyone serves, he should do it with the strength God provides, so that in all things God may be praised through Jesus Christ. (1 Peter 4:9-11)

All people, with or without disabilities, desire to be known as individuals. The charge to Christians in the workplace - finding ways to model Christ's grace every day - is the same in any vocation, calling or condition.

In Dr. David Nelson's relationships with a great diversity of people, he recognizes a mysterious and wonderful human connection. Through The Human Agenda, he continues his lifelong passion to live fully and invite others to live fully. He provides resources and coaching for people and organizations to claim their full human potential. Learn more at www.humanagenda.com.