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.]

Applications for the 2025 Early Career Talent Accelerator program are now open, and we are thrilled to be expanding the program! If you are an early-in-career professional with a #Disability employed by a Disability:IN Corporate Partner seeking impactful #ProfessionalDevelopment opportunities in Corporate America that focus on the disability identity, this program is for you. This quote from Early Career Talent Accelerator pilot Program participant, Tolliver L Davis, emphasizes a few benefits he was able to gain from the program to support his career and personal growth. Applications close on January 31, 2025! For additional information about the program, including deadlines, timeline, and FAQs, please visit https://lnkd.in/gT2gS6Pw or contact Emily McDonald (Emily.m@DisabilityIN.Org). #DisabilityRepresentation [ID: Blue hue image of Tolliver Davis sitting with the other Early Career Talent Accelerator pilot program participants at round tables in a conferencing space wearing business or business casual attire. In front of the image, text reads, Disability:IN Early Career Talent Accelerator. Below is a rounded blue gradient box with txt in front, "Meeting my ECTA peers at the conference was a rewarding experience. The presence of like-minded individuals, all striving towards a common goal, provided a safe space for transparent discussions and the exchanges of innovative ideas. This experience not only broadened my perspective but also fostered multi-faceted professional relationships that will be beneficial in my future endeavors.” - Tolliver Davis, Senior Manager, People - Sam's Club. At the bottom right is Tolliver's headshot encircled by a green border. Tolliver is a young man with braids and facial hair wearing a light blue polo and a white coverall.]

Yesterday, Disability:IN's Chief Accessibility Officer, Jeff Wissel, had the opportunity to join Ayelet Winer (of T-Mobile), Brianna Burrows (of T-Mobile), and Dustin Giannelli🦻🏼 (of HearsDustin) for a tour of Starbucks' inclusive store in Washington, D.C. This store is the first location built using the new Inclusive Spaces Framework and it was great to learn how Starbucks is incorporating #Accessibility into their store design process.  Thank you to Kim Knackstedt (of Unlock Access, LLC) for leading the tour, and to our corporate partner, Starbucks, for making #a11y a priority! We're excited to learn how these innovations will help create more inclusive spaces for its customers, communities, and stakeholders. To learn more about the Starbucks store in Washington, D.C., please visit https://lnkd.in/eSYJEtZg [ID: (From left to right:) Ayelet Winer, Dustin Giannelli, Briana Burrows, and Jeff Wissel post for a selfie-style photo outside of the Washington, D.C., store with the Starbucks logo sign, glass doors, and windows behind them reflecting the buildings in front of them. They smile while wearing a mix of casual and business casual attire. Ayelet has curly dark hair and wears a dark shirt with a black blazer. Dustin has short black hair and a beard, dressed in a light blue polo and dark blue coat. Briana sports curly red hair in a bun, pink glasses, a dark T-Mobile t-shirt, a black blazer, and light blue jeans. Jeff has gray hair and is in a white polo, holding a white cane and a folder.]

Embracing neurodiversity enables businesses to tap into unique strengths and perspectives that drive innovation and success! Dell Technologies, a proud member of the Neurodiversity @ Work Employer Roundtable, is at the forefront of creating #Neuroinclusive workplaces by keeping #Neuroinclusion at the forefront. This quote from Danielle Biddick (of Dell Technologies) emphasizes how supporting neurodiverse talent can be crucial for companies that want to cultivate a more inclusive culture. To help businesses promote inclusion in the workplace, we are highlighting the Employee Engagement & Growth Series Playbooks that feature best practices from over 20 leading employers, providing strategies for supporting neurodivergent employees in career advancement, organizational change, and creating psychological safety. Explore the playbooks at https://lnkd.in/gdqtrnHR. [ID: A transparent, blue-hue image of a group of diverse professionals representing various disability identities gathered in a meeting around a conference table with the back windows overlooking a city skyline. In front of them text reads, Disability:IN Neurodiversity @ Work Employer Roundtable “My ADHD and dyslexic mind flourishes with a blend of structure and creative freedom. When employers provide the necessary tools, resources, and accommodations, I’m empowered to not only perform at my best but also to be my most authentic self in the workplace." To the right is Danielle Biddick's headshot with text below, Danielle Biddick, Program Manager, Global Talent Acquisition - Dell Technologies. Danielle is a woman with brown and blonde wavy hair wearing a black and white top and hexagonal gold earrings, standing in front of a blue gradient backdrop.]

Have you checked out the latest report, "Disability Inclusion in the EU: A Legal Analysis to Guide Corporate Responsibilities Under New EU Disability Inclusive Legislation," developed by the Thomson Reuters Foundation and White & Case LLP? This resource highlights three new directives that will significantly impact companies operating within the European Union, emphasizing disability as a key sustainability issue. Understanding these regulations is vital for businesses aiming to enhance their commitment to #DisabilityInclusion, with the report diving into the European Accessibility Act (EAA), the Corporate Sustainability Reporting Directive (CSRD), and the Corporate Sustainability Due Diligence Directive (CSDDD) - each pivotal in shaping how companies engage people with disabilities as employees, consumers, and stakeholders. Learn how these developments may influence companies and your work by reading the full report at https://shorturl.at/6ea7s. [ID: Blue hue image of diverse colleagues sitting around a table behind a vertical blue banner with text, Disability Inclusion in the EU A Legal Analysis to Guide Corporate Responsibilities Under New EU Disability Inclusive Legislation, surrounded by a circle of yellow stars representing the European Union flag. In the top left is a yellow tab with text, New Research. At the bottom is a white banner with the logos for Thomas Reuters Foundation, Disability:IN, and White & Case.]

Did you know that people with #Disabilities make up less than 2% of practicing lawyers in the U.S.? To address this opportunity, Disability:IN is hosting an upcoming webinar, Advancing Disability Inclusion in the Legal Profession, next Tuesday, October 22, at 1 PM ET! During the 1-hour virtual webinar, thought leaders will explore the barriers facing professionals with #Disabilities in the legal field to identify the key obstacles to achieving equality in the legal profession. Speakers include: + Chad Jerdee, Board Chair, Disability:IN + Constantin Nuernberger, Esq., Associate and Co-Chair of Beyond Barriers, White & Case LLP + Haley Miller, Executive Director, National Disabled Law Students Association + Jill Houghton, President and CEO, Disability:IN + Katherine Perez, Director, The Coelho Center for Disability Law, Policy and Innovation, Loyola Marymount University + Robert Dinerstein, Chair, Commission on Disability Rights, American Bar Association + Ted Kennedy, Jr., Partner, Epstein Becker & Green, P.C., Co-Chair of the Disability Equality Index This is an excellent chance to learn from prominent leaders in the legal community about how we can collaboratively foster a more inclusive environment for lawyers with disabilities! Register today at https://lnkd.in/gnX_AuSP [ID: A blue-hue image of an older man using a power wheelchair working in an office smiling as he works on a laptop with a dual monitor attachment. In front of him is a white vertical banner with text, Disability:IN Advancing Disability Inclusion in the Legal Profession October 22 | 1-2 pm ET. Public webinar.]

On Indigenous People's Day, we proudly highlight Disability:IN's own Emily McDonald, who shares her perspective on the vital intersections between the Indigenous and #Disability communities. As an Indigenous woman with non-apparent disabilities, Emily emphasizes the importance of recognizing and honoring both identities, which have helped shape her lived experience. This day serves as a reminder to honor the rich cultures, histories, and contributions of Indigenous peoples, while acknowledging their ongoing struggles and resilience in the face of barriers to inclusion and equity. How are you honoring the day? Share your thoughts in the comments below to help spark meaningful conversations! #DisabilityRepresentation [VD: Emily is a woman with short wavy brown hair wearing a white tee and beaded earrings sitting in her home office. As she speaks, captions populate the screen below.] Transcript: Today we at Disability:IN pause to reflect and honor Indigenous Peoples Day. At Disability:IN, we recognize that disability intersects with all diverse identities, and if we are to truly foster inclusive, equitable experiences for Indigenous people with disabilities, we must equally acknowledge that their Indigenous identity, along with their disability identity. As an Indigenous woman with non-apparent disabilities, This is incredibly important to me personally, as both identities make me, me. So this holiday celebrates the rich history, cultural and contributions of Indigenous people while also acknowledging the injustices and barriers they faced. So here are some ways that you can acknowledge and educate yourself on this holiday. So first, you can support native-owned businesses. You can also visit native museums to learn more about the history and culture. I have a great local museum called the Museum of Native American History, and I learn something new each time I visit. You can support native organizations like Partnership with Native Americans and the American Indian College Fund, both doing amazing work. Acknowledge the land where you live and work. There are websites where you can enter in your zip code and see whose ancestral lands you're on. So I hope you will join me and Disability:IN by being IN for inclusion this Indigenous Peoples Day.

Shopping for #DisabilityOwned products and services is now easier with Disability:IN’s #DOBE Marketplace! This resource can be your virtual guide for finding disability-owned products and services from over 30+ DOBEs from the Disability:IN community. You can shop for disability-owned products and services year-round and support an inclusive economy by checking out the list at https://lnkd.in/gFTkBgAT. #ProudToBeDOBE [ID: Grid collage of illustrated, Disability:IN-branded graphics depicting the hand sign for Disability:IN, a briefcase, the globe, business buildings, people with disabilities engaging in a conversation, online shopping commerce, and a woman with a cochlear implant. In the middle is a Disability:IN-branded Disability-Owned Business badge. The text below reads, DOBE.]

In Case You Missed It: There's still time to register and join Sony for the second event of the Accessible Innovations Showcase! You can learn from Sony's Engineering team on Friday, October 18 at 1 PM EST, as they highlight the #Accessibility features of the Sony BRAVIA® XR TV. The session will conclude with a live Q&A to dive deeper into Sony’s #a11y initiatives. Learn more and register by checking out the post 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.