Jennifer Green Godette’s Post

On International Day of Persons with #Disabilities 2023, lets delved into this crucial topic, seeking insights from experienced leaders in the journey towards fostering inclusivity for employees with disabilities within organizations, amidst the challenges they face. https://lnkd.in/dT64wCQ8

Did you know that all U.S.-based companies with 15 or more employees are legally obligated to #Accommodate all employees with a disability? Companies that have met or exceeded these requirements over the last five years haven’t just created #InclusiveEnvironments for their teams, they’ve prospered too. According to a research report from Accenture and Disability:IN, companies that offer accommodations earned 160 percent more revenue than those that didn't, and 200 percent more profit. Read more about the benefits of creating an accommodating environment for your business and the well-being of your employees in this article from Inc. https://ow.ly/II0h50QwKXK

Businesses leading the way on disability inclusion: A compilation of good corporate practices On the occasion of the 2023 International Day of Persons with Disabilities, the ILO Global Business and Disability Network launches a comprehensive compilation of good corporate practices from 30 multinational #enterprises, all members of the ILO Global Business and Disability Network. Each #company presented has shared their single best practice regarding #disability #inclusion, with the aim to inspire and encourage other companies to learn from these practices and to improve the inclusion of persons with disabilities in their specific corporate setting. The companies and practices are Accenture – Accommodation Support Tool Accor – Awareness raising through World DuoDays The Adecco Group – Conscious Inclusion as Strategic Pillar Atos – Accessibility within ESG Efforts and Generally AXA – Neurodiversity Pilot Leading to a Broader Accessibility Project BNP Paribas – Network for Employees with Disabilities Capgemini – Medical Plan for Neurodivergent Individuals Deloitte – Enabling Deloitte’s People to Better Understand the Experiences of Others ENGIE – Bringing Digital Accessibility to Scale GSK – Global Disability Council IBM – Neurodiversity Self-Identification Inditex – Setting Targets for Employing Persons with Disabilities ISS A/S – Accessible Workplace for All L'Oréal – Inclusive Dream Maker Programme MAPFRE – Measuring Disability Inclusion in the Workplace Microsoft – Annual Ability Summit Nestlé – Journey to be Inclusive of Deaf and Hearing-impaired People Orange – Neuroteam Programme Repsol – Employment of Persons with Intellectual Disabilities Salesforce – Workforce Navigator Sanofi – Diversity, Equity and Inclusion Board Savola Group – Workplace Adjustment Services Societe Generale – Collaborating with Trade Unions Sopra Steria – HandiTutorat Mentoring Programme Standard Chartered Bank – Disability-confident Assessment Tata Consultancy Services – Cross-functional Team on Accessibility TotalEnergies – Partnering with Disability Organisations Unilever – Disability-inclusive Business Integrity Framework Veolia – Escape Game to Raise Disability Awareness Zain Group – Career Development Programme Download the compilation at https://lnkd.in/etBzxzc7 #enable2work #IDPD #IDPD2023

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Embracing Disability Self-ID: A Path to Inclusive Excellence Did you know that there are 1.3 billion people globally living with a disability? Did you also know that globally, companies fail to have people with disability represented in their workforce? But did you also know that business leaders KNOW that diversity is key to innovation and success? ……..If only there were a way we could measure and standardise disability inclusion data to drive progress! So what would you do if I told you there already was a tool? Katy Talikowska, CEO of the Valuable 500, article ‘How disability self-ID can transform businesses for the benefit of all’ provides a blueprint for employees to self-identify their disability voluntarily. The goal of self-ID is to gain data from every aspect of the business and use the data to give better processors for inclusive hiring, designing accessible products, enhancing customer service and driving innovation. By implementing this tool from the Valuable 500, companies are more likely to see a higher customer satisfaction rating, as well as a significant gain in financial performance. But for this to succeed, workplaces need to build a culture of trust. If employees don’t feel safe and comfortable disclosing their disability, there will be no measurement of representation, no strategies for accommodation, and no sense of belonging overall. Without the reassurance of trust from employers, employees will still hide their disability, which in turn inhibits progression in the workplace. I get it, though something so new can be daunting when you’re trying to do the right thing. There are so many doubts about whether you’re doing the right thing for the right reasons, will this be accepted in the company, what if it fails? But like so many of us have said before, it’s the first baby steps that we take that lead to bigger impacts. It doesn’t have to be perfect, we learn from our mistakes and make improvements from valuable feedback. But without leading with empathy, empowering trust and creating a space where individuals feel safe, we don’t grow and are unable to create workplaces that are inclusive and diverse. #DisabilityInclusion #SelfID #InclusiveWorkplace #TheValuable500 #TransformingTheWorkplace

Discover the Power of Disability Self-ID Campaigns in the Workplace! Inclusivity is the key to fostering a thriving workplace culture, and disability self-identification campaigns play a crucial role. Here are five ways they're making a positive impact: Embracing Diversity: By encouraging employees to self-identify, we celebrate the unique strengths and perspectives that come with different abilities. Tailored Support: Self-ID allows us to provide personalized accommodations, ensuring everyone can perform at their best. Breaking Stigmas: It challenges stereotypes and misconceptions, creating a more accepting environment for all. Empowering Voices: Self-ID empowers individuals to speak up, share their experiences, and contribute to positive change. Leading by Example: When we prioritize inclusion, we set the standard for a workplace where everyone feels valued and respected. Join us in the journey toward a more inclusive workplace culture! Click below to read our blog for insights and inspiration. https://bit.ly/44ZAxLP #GettingHired #DEI #selfid #inclusion #InclusionMatters #DiversityAndInclusion #WorkplaceCulture #SelfIDCampaigns

Embracing Diversity: Understanding Disability in the Workplace In today's diverse workplace, diversity and inclusivity are essential for building a strong and successful team. One aspect of diversity that is often overlooked is understanding and supporting individuals with disabilities. Disability inclusion is not just a legal requirement, but a critical component of creating a supportive and welcoming work environment for all. It is important to realize that disability is not a limitation, but a natural part of human diversity. Disabilities can be visible or invisible, ranging from physical impairments to cognitive or mental health conditions. By recognizing and respecting these differences, we can create a culture that values and celebrates the unique abilities and perspectives of every individual. One of the key ways to support employees with disabilities is by providing reasonable accommodations. These accommodations vary depending on the individual's needs and may include flexible work arrangements, assistive technologies, or modifications to the physical workspace. By accommodating diverse needs, employers empower employees to perform at their best and contribute fully to the team. Open communication is also crucial in fostering a supportive workplace environment. By encouraging dialogue about disability, we can break down barriers and misconceptions, creating a space where individuals feel comfortable sharing their experiences and needs. This open dialogue promotes empathy, understanding, and collaboration among team members. Another essential aspect of disability inclusion is equal access to opportunities for career advancement and professional development. This may involve providing accessible training materials, offering mentorship programs, or ensuring that promotional processes are fair and unbiased. By removing barriers to success, organizations can tap into the full potential of their diverse talent pool. Beyond compliance with legal requirements, disability inclusion is also good for business. Diverse teams bring a range of perspectives and problem-solving approaches, leading to innovation and creativity. In conclusion, embracing disability inclusion is not just the right thing to do, it's also a strategic advantage for businesses. By fostering a culture of respect, empathy, and support, organizations can harness the full potential of their diverse workforce and create a more inclusive and equitable workplace for all. Remember, diversity and inclusion are not just buzzwords, they're the foundation of a thriving and sustainable workplace culture. Let's work together to ensure that every member of our team feels valued, respected, and empowered to succeed. #DisabilityRights #Advocacy #DiversityAndInclusion

Providing reasonable adjustments is a pillar of disability inclusion that ensures that employees with disabilities can bring their full selves to work. But building equitable accommodations shouldn’t be a siloed activity. In order to provide a workplace environment where disabled employees are meant to feel like they belong, they need to be constructed alongside disabled employees, making sure that their voices are heard. A recent article from HR magazine UK by Angela Matthews highlights research by the Business Disability Forum and points out that the culture at the heart of a company plays a large role in addressing larger accessibility barriers they face across their organisations. At Google we solve for this by embedding inclusion and accessibility into the core of our culture. Our Disability Alliance ERG represents our deep community of employees with disabilities within Google. As we develop new products, initiatives and workspaces we are doing so in tandem with them. In our Gangnam office, for instance, members saw an opportunity to make their office space more accessible leading to an entirely new floor, with features like wider spaces for mobility and easy-to-reach shelves, sinks, and other elevated surfaces. Our work extends externally too. We recently opened the London Accessibility Discovery Centre - a space where researchers and accessibility experts can partner to build accessible technologies to remove barriers that people with disabilities face every day. Built with the Disability Alliance and partners such as The Royal National Institute For Deaf People and the Royal National Institute of Blind People, the Discovery Centre serves as a collaborative think tank, building products that make the world more accessible for everyone, especially people with disabilities. This is the type of solution that can only be uncovered when your organisation prioritizes and makes space for understanding the unique challenges that every employee faces. In order to make positive sustainable progress and break down barriers to an equitable workplace we must be bold enough to hear everyone’s perspective. Read the Angela’s article for HR Magazine UK here: https://lnkd.in/gyShGCzX For more about the London Accessibility Centre, click here: https://lnkd.in/g9ph4Fc2 #disabilityinclusion #inclusion #reasonableaccomodations #DEI #equity #diversity

Think disability inclusion is complicated? Think again! Watch this video as we debunk some common myths about disability inclusion in workplaces and dive into the untapped potential of diverse abilities that can supercharge your business! #AccessibilityForAll #DiverseTogether #LetsBeDiverse #DisabilityInclusion #InclusiveWorkplace #DiverseAbilities Kamesh Sanghi Jay Kumar [Video Description] A woman on screen talks to the camera: Did you know companies with strong disability inclusion programs outperform their competitors by 35%? Today, let’s debunk some common misconceptions about disability inclusion in workplaces. Myth 1: People with disabilities don't want to work Untrue! They're eager, skilled, talented, and ready to contribute to the workforce. While the desire to work exists; the opportunities are still in the making. Myth 2: Diversity is a liability That's a misconception! Inclusion fuels profits with diverse teams driving 2.3 times higher cash flows per employee. For every 10% increase in diversity on executive teams, organizations have seen an 8% increase in profitability. Myth 3: Disability Inclusion is a moral imperative Not really! Beyond just CSR and moral duty, disability inclusion enriches the workplace experience, leading to a more innovative environment and profitable business. Research shows that inclusive workplaces are 6 times more likely to be innovative and twice as likely to meet or surpass financial goals. Myth 4: Rate of unexpected resignations is higher in employees with disabilities Incorrect! Staff retention rates are actually 72% higher amongst employees with disabilities! Myth 5: People with disabilities need special treatment False! People with disabilities deserve an equal opportunity to thrive in the workplace. Instead of special treatment, the focus should be to remove barriers that might hinder someone's ability to perform their job. This means providing necessary support like accessible infrastructure, inclusive policies, compatible software, flexible work arrangements, and appropriate training. This will create a workplace where everyone feels valued and can contribute their best. Disability inclusion is often simpler than you think. Partner with DI-verse to create accessible workplaces where no one is defined by their disabilities. The video ends with a white screen with a DI-verse logo and a purple ‘follow us’ button.

Learn from Cognizant's Meesha Fredericks and Milind Tilak how to shift employee disability support into high gear by removing the speed bumps. #Diversity #Inclusion #GlobalAccessibilityAwarenessDay #GAAD #PeopleWithDisabilities #Allyship https://cogniz.at/4bdSJ88