Disability:IN

The 2024 Disability Equality Index® Report is here! For the first time, scored benchmarks were available in eight countries. Based on this year’s findings, we have identified five measurable actions that companies and individuals can take to continue to work toward sustainable and inclusive performance. Discover the five actions and read the report now at https://lnkd.in/gKHQYuE9 #AreYouIN? [ID: Dark blue gradient background behind large text reading: 2024 Disability Equality Index Report. The AAPD and Disability:IN logos are below.]

This ADHD Awareness Month, we are proudly shining a light on our Digital Marketing Associate, Alex Clem, who shares her disability journey as an #AuDHD professional with ADHD and autism. Alex’s story highlights the importance of acknowledging and embracing #Neurodiversity in the workplace, reminding us how supporting #Neuroinclusion can lead to more inclusive and productive work environments. By embracing the unique strengths of professionals with ADHD and offering suitable accommodations, we can help foster environments where valued professionals like Alex can thrive! To learn more about Alex and her role at Disability:IN, visit https://lnkd.in/gqArbVAe [VD: Open card is a white background behind green text, People IN Disability, before opening to reveal Alex Clem and a lower-third with a white background and green text, Alex Clem, Digital Marketing Associate, Disability:IN. Alex is a woman with light brown hair and blonde highlights wearing a light green shirt and a white coverall. As she speaks, captions populate at the bottom with photos of her disability and professional journey populate the screen.] Transcript: I'm Alex Clem, and I'm the Digital Marketing Associate for Disability:IN. I'm a creative at heart, but I also love exploring the technical side, too. I’m both autistic and ADHD and have been diagnosed with both after college. I went under the radar for so long because of how the two neurodevelopmental disabilities presented in me as a woman. It wasn't until I heard stories of other neurodivergent women online that I truly connected the dots. Living and working with both autism and ADHD means that I can sometimes have conflicting skill sets and mannerisms. For instance, I seek novelty to appease my ADHD side, but I crave structure and routine to appease my autistic side. We are a force to be reckoned with; we are great problem solvers due to our brain chemistry, we bring forward creative and out-of-the-box ideas, and we are passionate about our interests. But the way we communicate, focus, and operate may be different than others. Putting in accommodations in the way I'm assigned tasks and projects, the way I'm communicated with, and the way I design my home office and workday all enabled me to excel at work. You wouldn’t fault a plant for not growing in the environment you've given them. Instead, you changed the lighting, the soil type, the watering schedule. When ADHDers and neurodivergent individuals receive the support they need at work, they grow and thrive.

#DisabilityInclusion is transforming businesses worldwide, with Europe leading the way through new regulations and an increasing number of #DisabilityTalent entering the workforce. For business leaders, these changes can have significant implications for their roles. If you are a business leader curious about these new regulations and how they might impact your work, check out our graphic for key insights! You can take a deeper dive and explore the brief for Business Leaders at https://lnkd.in/g_jN7pWB [ID: Dark blue banner with the EU circle stars behind text, New EU Directives are Shaping the Future for Business Leaders. Below the banner is a blue backdrop with an illustration of the EU countries behind text, Here's How:. Strategic Leadership: Provides a chance to lead through the evolving landscape of disability inclusion by understanding and coming into compliance with regulations. Corporate Responsibility: Proactively addressing disability disclosure in business practices can demonstrate commitment to corporate social responsibilities. Competitive Edge: Aligning with emerging EU disability regulations can help businesses maintain a competitive edge.]

With the success of the Early Career Talent Accelerator pilot, we are thrilled to announce that the program has expanded for 2025! This accelerator program offers customized and relevant #ProfessionalDevelopment for people with #Disabilities throughout their career paths. It also allows companies to showcase their commitment to developing #DisabilityTalent while delivering meaningful, culturally contextualized skills-based #CareerDevelopment for their employees. The quote below from Disability:IN's Senior Director of Learning & Workforce Development, Emily McDonald, highlights how the pilot cohort was able to help guide and enhance the program experience for 2025. For additional insight into the program's curriculum, program eligibility, and program timeline, please visit https://lnkd.in/gT2gS6Pw [ID: Blue gradient backdrop behind text, Disability:IN Early Career Talent Accelerator. Below the text is a quote from Emily McDonald with her headshot to the right separated by a vertical white line. Text reads, Our pilot cohort was instrumental in shaping this program, and I want to extend my heartfelt thanks to them for their invaluable participation and feedback. Their insights have helped us enhance the experience for future cohorts, ensuring we provide the best possible support for professionals with disabilities. I can’t wait to see the next group of talented individuals thrive in this transformative journey! - Emily McDonald, Sr. Director, Learning & Workforce Development at Disability:IN]

We are proud to have been represented by our Vice President of Supplier Diversity, Philip DeVliegher (he/him), who attended and spoke on a panel at the California Public Utilities Commission EN Banc! Attending this public forum was a fantastic opportunity to engage with and learn alongside leaders from California's investor-owned utilities, discussing supplier diversity programs and contracting opportunities. If you also attended, we'd love to get your key takeaways! Kudos to the session's moderator, Darcie L. H. (of CPUC), and fellow panelists Frank Montes (of Hispanic Coalition of Small Businesses (HCSB)), Rebecca Aguilera-Gardiner (of Veterans In Business (VIB) Network), Ahmad Holmes, MBA (of California African American Chamber of Commerce), and Tracy Stanhoff (of American Indian Chamber of Commerce of California), for such an engaging discussion. Learn more about Disability:IN's #SupplierDiversity program at https://lnkd.in/e3chwQYm [ID: POV photo from Philip's perspective as he is sat down behind a covered table with a water bottle, a California Public Utilities Commission-branded agenda page and tri-fold with text, Philip DeVliegher. Disability:IN. In front of the table is a stage with a long black and blue cover over a table with the California Public Utilities Commission logo. On the table, are five empty chairs with waterbottles and tri-folds with speaker names.]

Coming Out Day is observed on October 11 across the LGBTQIA+ community to provide support for those who are embracing their identity or sexual orientation openly. In honor of this important day, we were proud to convene our Disability:IN Corporate Partner community for a webinar, I'm Coming Out: Disability at the Intersection of the LGBTQIA+ Community, to examine the parallels in the “coming out” experience shared by LGBTQIA+ individuals with disabilities while exploring other aspects at the intersection. A few key takeaways from the conversation include: + People with disabilities are becoming more open about their experiences to break down stigma and shift perspectives. + There's a need for more authentic #Disability representation in media, and community allies can support it by creating real opportunities for #DisabilityTalent. + Inclusive language empowers people to define their own experiences and fosters respect for generational differences in attitudes toward labels. Thank you to the moderator, David Burick (of Freddie Mac) for leading this discussion. We also want to thank the panelists, Stephen Hua (of Walmart eCommerce), Alex Krantzler (she/they) (of Cedars-Sinai), and Anthony O. Rodriguez (of MassMutual), for sharing their stories, perspectives, and expertise. To attend future webinars, become a Disability:IN Corporate Partner! Learn how by contacting Mackenzie Ward (Mackenzie@DisabilityIN.org) or visiting https://lnkd.in/eSahAeG. #DisabilityRepresentation [ID: Blue background with decorative green lines behind white text, I'm Coming Out: Disability at the Intersection of the LGBTQIA+ Community, above an animated screen with Anthony O. Rodriguez, David Burick, Alex Krantzler, Stephen Hua, and an ASL Interpreter. At the bottom right is a white Disability:IN icon logo. They all wear casual clothes and connect virtually from home offices using digital or blurred background effects.]

In 2024, Disability:IN proudly expanded the Disability Equality Index® to seven additional countries outside of the U.S. to commemorate the 10th anniversary and provide comprehensive benchmarks for multinational corporations operating in Brazil, Canada, Germany, India, Japan, the Philippines, and the U.K. Following the launch of the 2025 Disability Equality Index registration, we are taking a moment to highlight some unique, country-specific insights from Brazil to help identify #DisabilityInclusion trends that you should know about.   After the post, we encourage you to read the 2024 Disability Equality Index Report for yourself by scanning the QR code below or visiting https://lnkd.in/gNW2pYYg #AreYouIN? [ID1: Blue backdrop with decorative green-blue gradient icons and border behind text, 2024 Disability Equality Index Best Place to Work for Disability Inclusion Country-Specific Snapshots. Brazil. Learn more! Below the text is a circular Brazil flag to the left of white, blue, and green arrows.] [ID2: Blue-green gradient backdrop behind a white rounded box with text, Employer Requirements in Brazil. Companies in Brazil must meet hiring quotas for people with disabilities:. Below, is a bulleted list with rounded Brazil flags as the bullet points. Text reads, 100 to 200 employees - 2%. 201 to 500 employees - 3%. 501 to 1,000 employees - 4%. 1,000+ employees - 5%. Figures are based on the 2015 Inclusion for People with Disabilities Act. On the bottom is a white arrow banner with text, Though the multimarket sample sizes were small in the inaugural year, the 2024 report shows... On the right is a circular frame with a young professional with a young woman sitting in an office during a meeting with her mentor. She holds a fidget toy in her hands while her mentor types on a laptop.] [ID3: Blue-green gradient backdrop behind a rounded white box with disability icons, and a circular frame with two colleagues working together in an accessibility solutions center. One is wearing noise-canceling headphones and uses a wheelchair, with the other reviewing items on a laptop. Text reads, Disability Self-Identification Rates. Total Employees: 4.5%. New Hires: 3.1%. Percentages are based on all Brazil respondents who participated in the 2024 Disability Equality Index. Below is a white arrow banner with text, So how are employers supporting employees and new hires with disabilities in the workplace?] Image Descriptions continue in the comments...

Are you #OpenToWork and ready to advance your IT career with a mission-driven organization? Disability: IN is expanding! We are #NowHiring for a Vice President of Information and Technology to lead our IT infrastructure, cybersecurity, and data privacy efforts while driving innovation to support our international growth. If you are or know someone passionate about using technology to advance #DisabilityInclusion, please TAG them in the comments or SHARE this post with your network! To learn more about the position or to apply, please visit https://lnkd.in/g3NVzV4q. [ID: Blue gradient backdrop with decorative accessibility icons behind text, Disability:IN Candidates Wanted!]

Registration is Now Open for The Disability Equality Index®! As the leading resource for multinational corporations' annual benchmarking of #DisabilityInclusion policies and programs, the tool is now trusted by more than 70% of the Fortune 100 and nearly half of the Fortune 500. This year, a record number of 542 corporations joined in to benchmark their inclusion efforts. Ready to build your organization’s roadmap for disability inclusion? Companies operating in Brazil, Canada, Germany, India, Japan, the Philippines, the UK, and the US can now register at https://lnkd.in/gtp4Bztv #AreYouIN? [ID: A blue hue image of a group of diverse professionals representing various disability identities meeting around a conference table with back windows overlooking a city skyline. At the top is a white banner with blue text, 2025 Registration is now open! In the middle, a white rectangle border includes the same image behind the Disability:IN and Disability Equality Index logos. On the bottom right is a Disability:IN-branded QR code above a white banner with text, Register Now.]

In honor of Disability Employment Awareness Month (#DEAM), ADHD Awareness Month, and Dyslexia Awareness Week, Disability:IN is proud to share our latest #PeopleINDisability video spotlighting Marissa Woodbeck, Head of Digital Accessibility at U.S. Bank! Check out Marissa's video below as she reflects on her disability journey with ADHD and dyslexia highlighting the importance of advocacy to create accessible and inclusive environments. As we celebrate the turning tide of inclusion during DEAM, Marissa’s story reminds us how individuals and leaders can help create a ripple effect contributing to global progress in #DisabilityInclusion. After Marissa's story, learn how you can join the Disability:IN community in celebrating DEAM at https://bit.ly/3ZjGGmI #DisabilityRepresentation VD: Title card is a white background with green text, People IN Disability, before transitioning to Marissa Woodbeck sitting in her home office wearing black glasses, and a silk, floral dress shirt with art and home decor behind her. As she speaks, captions populate the bottom of the screen. A blue backdrop of accessibility icons, a Disability:IN logo, and text, #PeopleINDisability borders the video. Transcript: Hi, my name is Marissa Woodbeck and I am the head of Digital Accessibility for Experience Design at US Bank. But most importantly, I'm a proud member of the neurodivergent community, having both ADHD and dyslexia. My journey to where I am today has not been the easiest, but I wouldn't trade it for the world. From being labeled a lazy learner in elementary and middle school to being denied the proper services in high school, it wasn't to receive a formal diagnosis and accommodations in college that I truly understood my potential, but also the power of advocacy. From there, I embarked on a career over the last 25 years has allowed me to advocate for others in a variety of settings. From a 504 IEP advocate to a VP of Crisis Services. I always wanted to make sure that process, procedures and programs and products were accessible, but also inclusive. My personal journey and being a person with disabilities has allowed me to really create customer experiences and environments that are inclusive, accessible because I understand the frustration when that's not provided. I always encourage those who work with me and work with other professionals with disabilities to never allow their assumptions to limit that person's potential. And I always tell my fellow colleagues with disabilities, never be afraid to advocate for yourself. But if you can't advocate for yourself, find a champion. Find a resource. Find someone like me who will help you advocate through your journey.